Chapter 1 - Pre-Interview
This 7 part chapter will help you to fully understand how law enforcement interviews work, what they assess, and how to strategically position yourself for success.
Getting the Interview
What the Interview Actually Tests
Types of Interview Questions
How to Answer the Questions
Scoring Systems
Levels of Interviews
Mindset Shift
Part I: Getting the Interview
Before you can succeed in an interview, you must first earn the opportunity to attend one.
Many applicants underestimate how important it is to actively monitor hiring opportunities and ensure they meet all requirements before submitting an application. Law enforcement agencies often open recruitment windows for limited periods of time and without forewarning - make sure you are marketable and ready for the opportunity, do not wait for the posting before getting the qualifications and building up your resume.
Successful Candidates Are:
•Regularly checking agency websites for new postings
• Setting alerts on government and recruitment websites
• Following police departments and agencies on social media
• Attending recruiting events when available
• Checking old job postings for the requirements and preparing
Being proactive in monitoring opportunities ensures that when a position opens, you are ready to apply.
“Luck is what happens when preparation meets opportunity.” - Seneca
Part I Continued: Understand and Meet the Requirements
Every law enforcement agency has minimum eligibility requirements.
Some candidates mistakenly assume they are not qualified and choose not to apply. Others ignore certain requirements and apply anyway, hoping it will be overlooked.
Required qualifications - Make sure you meet these at a minimum; it is unlikely you will get offered an interview if you do not meet these.
Preferred qualifications - These are not mandatory, but they are a key differentiator in helping you stand out as a candidate.
Take the time to carefully review each posting and ensure you meet all requirements. If there are areas where you fall short, create a plan to address them so you will be ready for future opportunities.
Successful Candidates Understand That:
• Application quality matters. All applications get screened and “short-listed”; making sure your application clearly outlines that you meet the qualifications and any preferred or additional qualifications.
• This is the first impression. Pay close attention to detail and completeness of the application. The quality of your written communication matters, this is an important function of the job.
Submitting an application is not simply a formality, treat your application as your first opportunity to demonstrate professionalism and alignment with company values.
Part II: What the Interview Actually Tests
Knowledge can be taught, character cannot.
Law enforcement interviews are less about your knowledge of the job and more about your character.
Example: Would you rather hire someone who has a lot of experience but a negative attitude, and/or bad character, or someone with less experience and good character?
Law enforcement interviews are evaluating:
• Judgement
• Ethics
• Emotional Regulation
• Communication
• Professionalism
• Integrity
• Accountability
• Teamwork
• Decision-making under stress
• Alignment with agency values
• Maturity and life experience
Successful Candidates Understand That:
• Law enforcement jobs come with difficult hours, stressful conditions and a lot of liability. Employers are looking for people who exhibit the characteristics of someone who will succeed in this type of environment.
• It is not only what you have done, but also who you are and how you think. Prove you have the right characteristics.
Part III: Types of Interview Questions
• Behavioral • Situational • Knowledge-Based • Character & Integrity • Experience
Most law enforcement interview questions are comprised of the above category types.
These questions will be presented in one of the following formats:
• “Tell me about a time when you ……” (Behavioral, Character & Integrity, Experience)
• “If you experienced …… What would you do?” (all of the above)
• “Can you tell me what …… is?” (knowledge-based)
“
Successful Candidates Understand That:
• The purpose of behavioral questions: Past behavior is a predictor of future behavior.
• The purpose of situational questions: Evaluate judgement and ethical reasoning.
• The purpose of knowledge-based questions: Assess preparation, seriousness, and experience.
• The purpose of character & integrity questions: Assess honesty, accountability and if you are a liability to the company.
** This is generalized, all interviews differ and all agencies’ practices differ. **
Part IV: S.T.A.R Format
• SITUATION • TASK • ACTION • RESPONSE
Most law enforcement interviews will ask you to answer the questions using the STAR format. The STAR format provides a structured way to communicate experiences clearly, effectively, and chronologically.
Important
Be very clear and say “the situation was ...” “the task was ...” “The action I took was ...” “The result was ..”
Situation – Describe the context or background of the event.
Provide as much context as you can, the people interviewing you know nothing about the situation.
Who was involved (just yourself, a group, strangers, coworkers?).
What were the circumstances (context).
Where did this occur (at work, personal life, inside, outside?).
When did this occur (recently, in the past).
Why were you involved (did you happen across the situation, were you asked to help, did you have to help?).
Task – Explain your responsibility or objective in the situation.
What was the desired outcome or goal in this situation, and why?
Action – Describe the steps you personally took.
This is your interview, what did YOU do, this is very important.
Try and refrain from just jumping to the big action or thing you did, explain all of the actions you took before, during, and after the situation. Did you take time to strategize or contemplate options, did you attempt to gain verbal compliance, did you ask for help or give directions, did you exhaust all options, did you debrief, did you increase force or lower force, etc.
Result – Explain the outcome and what you learned.
This is your chance to show your self-awareness. Was the situation successful, was their injuries, was follow-up needed, did it affect you, was there recognition that came from your actions, would you do anything differently.
Successful Candidates Understand That:
• Incorporating Who, What, Where, When, Why and How into your answers ensures you provide all of the necessary details.
• Using the STAR format for their answers demonstrates their ability to follow direction and tell a story in a chronological order.
Part V: Understanding Interview Scoring Systems
Most law enforcement interviews use structured scoring systems. Panel members independently evaluate responses based on predetermined criteria.
Common scoring methods include:
• Rating scales (for example 1–5 or 1–10)
• Behaviorally anchored rating systems
• Structured evaluation categories
Responses may be scored based on factors such as:
• Relevance of the example
• Clarity of communication
• Judgment demonstrated
• Ethical reasoning
• Professionalism
• Confidence and composure
Successful Candidates Understand That:
• Strong candidates provide structured, clear answers across all questions rather than relying on one impressive response.
• Because multiple panel members are often scoring responses independently, consistency is extremely important.
Part VI: Levels of Interviews
Not all law enforcement interviews evaluate the same qualities. The expectations can vary depending on the level of the position.
Entry-Level Interviews
Entry-level candidates are typically evaluated on foundational qualities such as:
• Integrity
• Accountability
• Stress tolerance
• Teamwork
• Communication skills
• Judgment and decision-making
Panels understand that new candidates may have limited professional experience, so they often consider examples from school, work, sports, volunteer activities, or personal life.
Leadership or Promotional Interviews
Candidates interviewing for leadership positions are typically assessed on more advanced competencies.
These may include:
• Supervisory decision-making
• Conflict resolution between employees
• Risk management
• Organizational thinking
• Policy interpretation
• Initiatives
Understanding the level of the interview helps candidates select appropriate examples.
Part VII: The Right Mindset
It is common for candidates to feel nervous about interviews, particularly in competitive hiring environments.
However, it is important to view the interview correctly.
An interview is not an interrogation - it is a structured conversation designed to evaluate whether you possess the qualities required for the role. Confidence in interviews does not come from arrogance or memorizing answers, it comes from preparation.