Competency based interviewing is a structured interview technique based on the assumption that past behaviour predicts future behaviour
- All applicants are asked questions in relation to the same competencies
- Applicants are asked to describe specific examples that are relevant to the targeted competency along with their specific responses to the situation and the outcome of their actions
- There is an agreed systematic method for evaluating applicants’ responses.
Applicants will be asked to describe a range of opportunities and experiences they have had, that demonstrate each of the competencies being assessed. Specific examples will be explored by the interviewer in depth. The applicant should provide full details of work or non-work examples and explain the context of the situation, the behaviours that they demonstrated, and their contribution to the outcome.
The interviewer will ask follow up questions for further clarification, particularly in relation to the applicant's specific actions or behaviours. A behaviour is an action or reaction in a specific situation with a known result. It is not what the person would like to do, thinks should be done, or should have done. It is what they actually did.
Competency-based questions will not always ask about positive situations. Some questions may require that you reflect on how you have dealt with negative situations or outcomes. If you cannot think of actual examples in your current or past work experience, try to think of examples when you demonstrated the competency outside of work (e.g. in an educational setting, club setting, sporting setting).
The interview will assess a number of NZ Police's core competencies and values. The full NZ Police Competency and Values Frameworks can be reviewed on the police website.
Specifically, the following competencies will be explored:
Communicate
Two-way communication is an essential part of what we do as an organisation. We listen carefully and convey information in a clear, constructive, and professional manner at all times.
Partner
We actively create and maintain relationships that inspire the trust of others. We seek to understand and appreciate our differences and work cooperatively to share information and achieve desired outcomes.
Solve
We consider situations from different perspectives, explore alternatives and assess their consequences before taking action. We take responsibility for our decisions and are prepared to review and change our approach when required.
Resilience
Resilience is an essential quality for frontline policing. When facing adversity and challenges we adapt to the situation whilst remaining calm, focused and maintaining productivity.
Conflict Resolution
We seek to understand and respect different perspectives, whilst taking action in a professional and empathetic manner that upholds their mana. We proactively look to apply strategies to prevent escalations where possible.
- Listen carefully. If you are unclear of a question ask for it to be repeated or for clarification
- Take some time to consider your response before answering and organise your answer.
When asked to describe a specific example:
- Provide a brief overview of the context (i.e. the situation, the problem, the relationship, the project)
- Describe your role and responsibilities within the context of the example you are presenting
- Concentrate on describing the actions you took and your behaviour in detail
- Explain the results or outcomes of your actions (i.e. your contribution)
- You should ensure you refer to what you personally did, referring to 'I', rather than discussing the actions of the collective (‘we’) when answering the questions
- It is very important when answering questions that you describe what you actually did, not what you feel, think (opinion), could, would or should have done.
It would be beneficial to consider the experience and opportunities you have had to demonstrate each of the competencies above. You should consider at least three examples that you can discuss in detail for each competency. The examples should be as recent as possible (within the last 1-2 years). The examples can be from either a work or non-work setting depending on your experience.
Practice discussing your examples with someone who is familiar with competency-based interviews. When practicing focus on discussing what you did, why and how you did it and describe your specific actions and behaviours.
- Remember the more prepared you are, the less nervous you will be
- Make sure you know where and when the interview will take place and plan your journey Plan what to take with you - anything you have been asked to bring, plus a spare copy of your CV
- Write down any questions you would like to ask
- Consider the reasons why you want to become a police officer
- Think about your past experience that is relevant to the NZ Police competencies
- Review your CV and be familiar with it
- Identify transferable skills, key accomplishments, work style, and personal and professional strengths and weaknesses.
Some important things to remember when undertaking an interview:
- Be prepared by reviewing your list of examples before the interview
- Relax and think of the interview as a structured conversation (not an interrogation)
- Listen carefully to the questions and ensure that you answer them accurately
- Reflect before answering questions you find difficult and seek clarification where necessary
- Answer in a clear manner focusing on describing what you did and how you did it (i.e. your actions and behaviours)
- Be honest and resist the temptation to exaggerate your skills or experiences
- Focus your answer on the competency you are being asked about.
It is always beneficial to undertake some self-evaluation after the interview. Think about:
- Questions you feel you answered well
- Questions you could have answered more effectively
- Any gaps in your skills or experience that you noticed when answering the questions
- What you learned from the interview experience and what you would do or say differently next time.