Interview guidance

There are different types of interviews, sometimes depending on the stage you are in within the interview process. Since the pandemic more interviews are being held online but being fully prepared either way will make the whole process less stressful and increase your chance of success. 

The telephone interview

The telephone interview is a way to screen candidates before inviting them to a face-to face interview. It can be informal, however it’s still important to do your research and prepare your answers.

In person/face-to-face

This takes place at a mutually-agreed venue set beforehand. Again, do your research, arrive early and have a list of questions prepared to ask the interviewer about the role and the company.

A panel interview

A panel interview is often for a mid to senior position requiring more specialist skills, experience, qualifications, and training. A panel interview comprises of two or more interviewers, and you may be asked to prepare a presentation. Do your research on the panel members and company. Have your presentation on a memory stick and if possible, send them a copy prior to your interview. If you can, make printouts of your slides that you can give to your panel.

Online interview

The online interview can take place via Zoom, Skype or Teams. This will usually follow the same structure and format as a face-to-face interview. Although they’re mostly streamed live, some online interviews require you to pre-record your answers to send to the employer within a set amount of time. They could involve one or more interviewer, and some employers may choose to record the interview.

If you’re taking part in an online interview, it is always wise to organise your surroundings appropriately. Going to a quiet room and blurring your screen background will help avoid any potential disruptions and distractions. Dress as if you are attending a face-to-face meeting. Do your research, have some planned questions prepared. Have a copy of your CV with you, and a notepad to take notes. 

Make sure to test your equipment (such as your webcam, internet speed, sound quality) a least a half hour before the scheduled call. Make a note of the meeting telephone number in case you experience internet issues. Make sure to always look at the camera instead of the screen, watch your posture and remember to smile!

Work-based tasks

Some interviews may include work-based tasks or documents to review as part of the process. Sometimes they will send you documents in advance. You may want to consider access to a printer just in case, as working from a small screen under pressure can be challenging.

Group interview or assessment centre day

These usually involve a variety of group interview questions, activities, and assessments – which test your ability to work in a team, communicate effectively, and solve problems. Many activities mimic situations, or you may be asked to participate in role plays, case studies, group work, problem solving exercises, psychometric tests, presentations, and practical tasks. Short one-to-one interviews may also be held on the same day. The length of a group interview is dependent on the format and structure of the day.

By reading the job description and person specification, you should be able to identify the skills and competencies that you may get asked about at interview. Preparing answers in advance will greatly assist you on the day. Using a structured approach can greatly de-stress the interview process and help you think how you translate your experience in policing to a new employer. The STAR method detailed below provides an excellent structure that you can use to assist in your preparation. It works well for the vast majority of scenarios, and can be used at any job level.

The STAR method

STAR stands for Situation, Task, Action, and Result. It’s a framework structure developed to help people prepare for and answer competency-based questions in interviews. 

These questions aim to understand how you’ve dealt with issues and challenges in the past and to forecast and predict how you’ll likely react to situations in their workplace in the future. They’re also used to assess whether you have the skills and knowledge required to do the role. 

When you use the STAR method, you draw from real-life workplace experience examples to communicate clearly to your interviewer. Take a look at your CV, previous job roles and all of the areas you have worked in; this can provide the inspiration for the examples you will give at interview.

Competency-based interviews ask open-ended questions to reveal how you approach and overcome workplace challenges. Think of the STAR method as the structure to tell a story that explains and demonstrates your skills.

Interview final considerations

• This is a two-way process.
• Make sure you have a job description and a person specification for the role.
• Look up the people who will be interviewing you on LinkedIn.
• For a commercial company understand the market/who are the key competitors/areas of innovation in the industry.
• If it’s public sector/not for profit understand the scope of the organisation and key areas of interest.
• If appropriate, read the company accounts/annual report.
• Have a positive attitude about the interview and use positive language.
• Don’t be tempted to improvise an answer.
• Prepare strong examples of where you fit the essential skills/competencies, and rehearse and prepare your answers with a friend or family member.
• Identify your weaknesses but try to turn them into positives.
• Recognise gaps in your skill set and work out how you are going to address them such as commerciality.
• Your personality is as important as your CV, maintain regular eye contact and smile.
• Always ask at the end of the interview if there is anything further that they need to know about you. You could also ask “Do you feel after meeting me here today, that I have the skills and experience to do this job?” This will enable you to try and gain some feedback before leaving the room.