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Police Interview Questions & Assessment Centre Guide

Master the STAR framework, practise 12 CVF-aligned interview questions with model answers, and understand every stage of the police assessment centre.

Unofficial independent resource — always verify with official sources (College of Policing, your force, PFEW).

The STAR Framework

All competency-based interview questions should be answered using the STAR method. Each letter stands for a stage of your answer.

SSituation

Set the scene briefly. Where were you? What was happening? Keep this concise — one or two sentences.

TTask

What was your responsibility or challenge? What needed to be done?

AAction

The most important section. Explain what YOU did specifically — use 'I', not 'we'. Be detailed and honest.

RResult

What was the outcome? What did you learn? Quantify where possible.

CVF tip: Every answer should implicitly or explicitly demonstrate one or more of the six CVF competencies: Impartial & Fair, Public Service, Transparent, Integrity, Emotionally Aware, and Takes Ownership.

12 Interview Questions with Model Answers

Expand each question to see a model STAR answer and the CVF competency it targets.

These are model answers for guidance only. Use your own genuine experiences — do not repeat these verbatim. Assessors are trained to identify rehearsed answers.

Assessment Centre Overview

The police assessment centre typically includes four exercises designed to assess CVF competencies in different settings.

Group Exercise

Assessors observe how you interact with others in a group discussion or collaborative task. They look for communication, listening, respect, and constructive contribution — not dominance.

Role-Play / Interactive Exercise

You interact with a trained role-player in a scenario (e.g., a concerned member of the public). Assessors look for empathy, communication, problem-solving, and CVF values in action.

Written Test

A written exercise assessing spelling, grammar, and the ability to communicate clearly in written form — important for report writing. Typically includes a scenario-based written response.

Briefing Exercise

You are given information to read and then present or discuss. This assesses comprehension, analysis, communication clarity, and structured thinking under time pressure.

Interview Do's and Don'ts

Do

  • Read and understand all six CVF competencies before your interview
  • Prepare at least 8–10 STAR examples from real life experience
  • Research the specific force you are applying to
  • Practise out loud — not just in your head
  • Listen carefully to the full question before answering
  • Be specific and give real examples — vague answers score poorly
  • Ask for clarification if you don't understand a question
  • Arrive early and dress professionally
  • Stay calm if you need a moment to think — a brief pause is fine
  • Be honest — assessors can spot inflated or false answers

Don't

  • Use generic answers like 'I always stay calm' without an example
  • Speak in the first person about a group success without explaining your specific role
  • Ramble — stick to the STAR structure
  • Criticise former employers, colleagues, or the police service
  • Use police jargon or abbreviations you don't fully understand
  • Ignore the values component — knowledge alone is not enough
  • Rely on one or two examples for all questions
  • Forget to explain the outcome of your STAR examples
  • Assume interviewers know your background — spell it out
  • Leave preparation until the night before

Common Mistakes and How to Fix Them

Answering with 'we' instead of 'I'

Fix: Describe your specific actions and decisions. It is fine to mention the team context, but assessors are scoring you — not your team.

No outcome in the STAR example

Fix: Always explain what happened as a result of your actions. Quantify where possible (e.g., 'the complaint was resolved the same day').

Picking poor examples

Fix: Choose examples that genuinely demonstrate a CVF competency. A minor workplace disagreement usually scores lower than a situation involving real challenge, vulnerability, or ethical decision-making.

Misidentifying the competency being assessed

Fix: Listen carefully to the question framing. Questions about dealing with difficult people usually target impartiality and communication — not just courage.

Over-rehearsed, robotic delivery

Fix: Preparation is essential, but sound natural. Use your own words and adapt slightly to the question as asked on the day.