Why Should We Have To Do A Discreet Job Search Kim Mohiuddins Feedback

Why Should We Have To Do A Discreet Job Search Kim Mohiuddins Feedback… Last year (well, two weeks ago) I answered a question from someone who asked how to perform a job search without anyone (like, your boss) knowing about it. It is a great post with great comments read here: How to do a Discreet Job Search. Kim Mohiuddin, JibberJobbers newest Partner, offered this comment (on Facebook): This whole topic speaks to the fact that people see career management as something to do when youre unemployed, like eating really well and hitting the gym the day before your annual physical. She is so right!! When do you network? When do you work on your brand? When do you do this stuff? When your boss isnt looking? Or do you do a little bit every single day? I bet you inadvertently do a little bit every day.  You communicate with people (aka network), you meet new people (aka network), you follow-up with people (aka network), you leave an impression (aka personal branding), you reinforce a perception (aka personal branding), EVERY SINGLE DAY. It might be productive or destructive, but you are doing it. Even if you dont do something you are reinforcing that you are one who doesnt follow-through or follow-up, or one who is nowhere to be seen (not good), or one who is really busy with projects (could be good!). You are doing this stuff on accident all the time. Imagine, for the sake of YOUR career management, you did it ON PURPOSE. With a plan, and a strategy, and a goal, and objectives. How different would your undercover job search be? You probably wouldnt be in a job search.  Im guessing the hidden job market would find you. Why Should We Have To Do A Discreet Job Search Kim Mohiuddins Feedback… Last year (well, two weeks ago) I answered a question from someone who asked how to perform a job search without anyone (like, your boss) knowing about it. It is a great post with great comments read here: How to do a Discreet Job Search. Kim Mohiuddin, JibberJobbers newest Partner, offered this comment (on Facebook): This whole topic speaks to the fact that people see career management as something to do when youre unemployed, like eating really well and hitting the gym the day before your annual physical. She is so right!! When do you network? When do you work on your brand? When do you do this stuff? When your boss isnt looking? Or do you do a little bit every single day? I bet you inadvertently do a little bit every day.  You communicate with people (aka network), you meet new people (aka network), you follow-up with people (aka network), you leave an impression (aka personal branding), you reinforce a perception (aka personal branding), EVERY SINGLE DAY. It might be productive or destructive, but you are doing it. Even if you dont do something you are reinforcing that you are one who doesnt follow-through or follow-up, or one who is nowhere to be seen (not good), or one who is really busy with projects (could be good!). You are doing this stuff on accident all the time. Imagine, for the sake of YOUR career management, you did it ON PURPOSE. With a plan, and a strategy, and a goal, and objectives. How different would your undercover job search be? You probably wouldnt be in a job search.  Im guessing the hidden job market would find you.

Personal Branding Interview Jonathan Littman - Personal Branding Blog - Stand Out In Your Career

Personal Branding Interview Jonathan Littman - Personal Branding Blog - Stand Out In Your Career Today, I spoke to Jonathan Littman, who is a contributing editor for Playboy and the co-author of I Hate People.   In this interview, Jonathan reviews five archetypes that populate corporate culture at every level (his new book has all ten).   He goes over the Minute Man, the Smiley Face, Sheeple, Flimflams and Stop Signs and explains how to figure out a strategy to effectively deal with them in the workplace. Why is it wise to steer clear of a Minute Man? Every office has its Minute Man. They’re friendly. They say hello and have a tidbit of news to share. They also frequently need a minute of your time. Then another. And yet another. To share some insight about a client or a meeting or the play-by-play of their kid’s Little League game. No need to run. Just follow a few basic principles. Keep your feet moving at all times when in the vicinity of Minute Man â€" it’s hard to hit a moving target. If they say they just need a minute to tell you something vaguely work related â€" ask them to kindly shoot you an e-mail. You’re on deadline. When cornered and there’s no escape, surprise them with Generosity and the insurance of The Hard Stop. “I’ve actually got two minutes, but at 11:00 I’ve got to make a call.” Isn’t it good to be seen as the office Smiley Face? People know the difference between real and fake emotions. If you find yourself smiling when there’s nothing to smile about â€" It’s Monday morning, your project’s budget just got slashed, your boss is delivering a routine, mind-deadening presentation â€" you’re a Smiley Face. Wipe that grin off your face. Nothing turns off a colleague, boss or client more than a phony smile. Experts have proven that your eyebrows and eyelids don’t move when the smile’s plastic â€" along with your vacant eyes. Phony smiles are disdainful or false â€" the last thing you want others to think about you. Don’t companies love Sheeple? Sheeple are the lifeblood of larger organizations. They love meetings and routine tasks and regular schedules. They are dependable at achieving the ordinary and expected. You don’t want to be seen as a Sheeple. Sure, colleagues will know that you can be counted on to reserve the conference room, collect the data for the monthly report, and hit everyone up for the community fundraiser. But grazing won’t get you above the weeds. Don’t confuse lack of initiative with company loyalty. A Sheeple is only loyal to his love of not thinking â€" and doing. The more you work to do essential and higher-order things for your company, the more you will be respected and increase your range. Aren’t Flimflams frequently successful? One of the Ten Least Wanted that often wins in the short term is the Flimflam. You know this guy: he parrots all the latest pap about corporate networking and creating trusting relationships. He’s slick at arranging for others to butter his bread. Flimflam gets co-workers to do projects they should never touch. He works colleagues and contacts like a professional conman playing a mark. But individuals with real talent and ambition will soon have Flimflam’s number. In no time the only people in the office you’ll be able to flimflam will be Sheeple, and that won’t get you to greener pastures. Wouldn’t it be smart to become viewed as the company Stop Sign? Critical thinking is often seen as a positive at many organizations. The problem happens when the critical thinker hunkers down and becomes a Stop Sign. There’s a difference between rigorously analyzing problems and routinely shooting down new ideas. Stop Signs can sap the creativity and energy of a brainstorm. There’s no denying their intelligence, but they often become one track. If you feel the negativity of Stop Sign thinking seeping into your every office pore, try this simple exercise. Consider how you might build on an intriguing, but not-quite-there idea â€" instead of routinely swatting it down. “Sarah, I really like your concept. We’ve never done anything like that before. How might we adapt it to make it easier for the company to give it a chance?” Jonathan Littman is a Contributing Editor for Playboy.   He is the co-author of I Hate People, The Ten Faces of Innovation, (Doubleday,) with Tom Kelley of IDEO, and also co-authored the bestselling business classic, The Art of Innovation, with more than 100,000 copies sold in hardback. Jonathans two non-fiction volumes on famous computer hackers, The Watchman, and The Fugitive Game, the bestselling story of the legendary hacker Kevin Mitnick, were praised in Time, the New Yorker and Newsweek and other publications. His San Francisco Chronicle series on murder at the Cabazon Indian reservation was a finalist for a Pulitzer prize, and two of his recent Playboy articles have been nominated for National Magazine awards. A frequent corporate speaker, Jonathan has also appeared as a commentator and guest on Talk of the Nation, All Things Considered, Fresh Air, CNN, Fox Friends, and many other radio and television programs.

4 Steps to On-Site Recruitment Success

4 Steps to On-Site Recruitment Success Many businesses still operate on  the misconception that their recruitment function is a subservient element of the HR function. I still speak to business leaders who simply want to be free from  the hassle of recruitment. This type of resentment still  exists as a result of the sales style approach to recruitment which has pestered business leaders with cold calls for as long as I can remember. This has caused a challenge for business leaders, as they don’t want the annoyance of  hiring  but can’t actually deliver their services without bringing people into their business to operate it. The future of recruitment To ensure recruitment functions and providers are seen as an integral part of a business and not a necessary evil, we need to change our approach. A recruitment function needs to operate as a strategic partner to the business but how can we do this? To be seen as a strategic partner the recruitment function needs to be deeply embedded in the business and ready to deliver services at a moments notice, we need to know when the business will need people, where they will be needed, the experience required and how many will be needed. Most importantly we need to have these talent pools ready before they are needed. We need a strategy to ensure we are ready to deliver the talent our business needs to succeed. Essentials for your recruitment  success 1. Plan decide on and make arrangements for in advance a detailed proposal for doing or achieving something To allow your recruitment strategy to succeed you need to make arrangements in advance, and you need to be proactive. Being proactive sounds easy but to ensure you are proactive in the right areas you need to; Know when you will need people Know how many people you will need Understand the skills and experience your business requires Research the best channels to attract these people Learn how best to engage your audience Research your business and  your relevant network of candidates.  Draw up a plan on how to interact with this audience and you will be off to a great start. 2. Attract cause to come to a place or participate in a venture by offering something of interest or advantage In order to attract people, you need to offer them something better than what they already have. People  often see  more benefits in stability, work life balance, progression, development and culture, rather than just  getting paid a bit extra. It is important to understand that attracting people will take a significant amount  more than just a job description and competitive salary. Think about putting together an employee advocacy plan. 3. Engage “occupy or attract (someones interest or attention) Engagement is key for a proactive recruitment strategy. Many companies get stuck in the attract and recruit stages of a recruitment process. By implementing an engagement strategy means you can potentially  cut up to 60% of the time it takes to hire someone. To make sure your campaigns are actually engaging you will need to create talent pools first, and then modify the campaign so it is relevant to each audience. Engaging people over a long period of time  will turn your company into a recruitment magnet in the long run, and take the edge off a lot of your recruitment challenges. 4. Recruit Most in-house functions and agencies jump straight to the recruit stage which includes finding applicants and following the recruitment process up until the hire is complete. By attracting and engaging people before the recruit stage, you will have a talent pool of eager candidates, and you might never need to use an agency again! Perhaps your employee  retention will improve as well, by ensuring  employees are already engaged with your brand and company values before they join. Get prepared for the future of recruitment Luckily, in most industries and sectors, it is not too late to prepare for the future. In fact, you can give yourself the competitive advantage by doing just that. By planning for each stage of the recruitment process,  you can make sure your company is prepared to attract the top professionals in your sector. These are the people that will drive your success and secure your future. Want to continue the conversation? Connect with me on LinkedIn. Image: Shutterstock

Personal Branding Interview David Meerman Scott - Personal Branding Blog - Stand Out In Your Career

Personal Branding Interview David Meerman Scott - Personal Branding Blog - Stand Out In Your Career Today, I spoke to David Meerman Scott, who is about to release his latest book, World Wide Rave.   Ive spoken to David before in a previous interview that explains much of his position on social media, PR and marketing.   Hes all about publishing information (i.e. blogging, podcasting), instead of paying thousands of dollars to advertise.   We sat down once again to go over what a World Wide Rave is, how hes creating one with his book promotion, the new way to get a job (become a publisher) and his scary idea of lose control of your marketing.     He also released this very cool viral video today that you should check out. What is the World Wide Rave and out of your five rules for the rave, which one do you think the business world cant live without now and why?   What is your favorite? A World Wide Rave is when masses of people around the world can’t stop talking about you, your company, and your products. Whether you’re located in San Francisco, Dubai, or Reykjavík, it’s when global communities eagerly link to your stuff on the Web. It’s when online buzz drives buyers to your virtual doorstep. And it’s when tons of fans visit your Web site and your blog because they genuinely want to be there. Many marketers steeped in the tradition of product advertising naturally feel drawn to prattle on and on about their products and services.  But I have news for you. Nobody cares about your products and services (except you). Yes, you read that right. (Thats my first rule, for many the most surprising, and I think the most critical.) What people do care about are themselves and how you can solve their problems. People also like to be entertained and to share in something remarkable. In order to have people talk about you and your ideas, you must resist the urge to hype your products and services. Instead, create something interesting that will be talked about online. When you get people talking on the Web, people will line up to learn more and to buy what you have to offer. When it came to starting to promote your book, you made posters and sent them out across the world, creating a WWR.   How did this help compliment your marketing program and what results have you seen? The whole idea of a World Wide Rave is that the best way to launch a book (or any new product) is to create something worth talking about. So thats what I wanted to do. However, in this case I felt an added responsibility to implement my own ideasâ€"not just because I thought it would be good for sales, but because it could serve as yet another example of how to put the ideas to work.   I worked with my designer, Doug Eymer, to think of how we can design into the book itself something that would be worth sharing. For instance, might old-time “Wanted” posters be a potential theme? We’re both fans of vintage rock posters, so in the end Doug started playing around with the idea of a rock-poster feel. His initial design concepts were amazing, so that’s what we wanted to go with for the book cover.   With the cover direction confirmed, we talked about executing a guerilla operation where we would put up hundreds of posters in various cities. We figured we’d take photos and share them online. While we liked that idea, we decided it wasn’t participatory enough.   It was then that many of the ideas from the book, the concept of the poster, and the ways that people share ideas came together; we decided to print a bunch of posters and offer them to anyone who wanted one. The more people we brought in on the game, the more help we’d have in spreading the word. Weve got over 0 photos and video clips from over 20 countries and all seven continents. It is really cool that people wanted to be a part of a global happening.   The old means of getting a job (applying to corporate website/monster.com) are fading away.   Can you give an example showing evidence of the new rules for getting a job? Back in November 2008, I posted on my blog about finding a new job.   In the post, I said you have to stop thinking like an advertiser of a product and start thinking like a publisher of information. Create information that people want. Create an online presence that people are eager to consume. Establish a virtual front door that people will happily link to. And one that employers will find.  As Ive said at every speech I give: On the web, you are what you publish. Its no different when the product is you and youre looking for a job. It was really cool that David Murray replied to the post and said he found a new job via Twitter. He  hit on a creative way to use Twitter Search in his job search by simply entering keywords and phrases in Twitter Search like: Hiring Social Media, Social Media Jobs, Online Community Manager, Blogging Jobs, etc. He then pulled the RSS feeds of these keyword conversations into Google Reader and made it a habit to check these first thing in the morning everyday. When he found something interesting he used Twitter to make a soft introduction. It wasnt long before he was hired. What Murray did and so many others have done, is put himself out there. As a result he was noticed and hired.   Would you rather be one of a thousand resumes?   Can you explain the benefit of just passing out free eBook/content, without collecting information? It all comes down to the goals. For decades, marketers have had a goal of collecting names (via registration forms) so they can then sell and market to those people. You measured on the number of forms submitted.   But I think for many people a better goal is to spread your ideas. How many people can your reach? A million? Ten million? You can measure how many people have  downloaded  your stuff. How many bloggers are talking about you.   When you lose control of your marketing by opening up and not requiring a registration, as many as fifty times the number of people will download it compared to the form requirement. This is a difficult one for people to make the leap to do, but  believe  me, it works. Youve been talking about inbound marketing, that companys should hire journalists/writers to build content and more over the past few years.   When do you think companys will finally get it and what are the competitive advantages for companys getting involved with social media right now? Were in the early stages of a revolution and for many people steeped in the traditions of marketing PR prior to the web, it is going very slowly.   We’re living in a time when we can reach the world directly, without having to spend enormous amounts of money on advertising and without investing in huge public relations efforts to convince the media to write (or broadcast) about our products and services. There is a tremendous opportunity right now to reach buyers in a better way: by publishing great content online, content people want to consume and that they are eager to share with their friends, family, and colleagues. Traditionalists are scared to death.   Im not suggesting that companies abandon all their offline marketing. However it is obvious that a primary way that people solve problems today and how they research products services is to go to the web. If you arent visible, you dont exist. Its as simple as that.   David Meerman Scott is an award-winning online thought leadership strategist. He is the best seller author of The New Rules of Marketing PR and his latest book is called World Wide Rave. He is the king of publishing content, with hundreds of articles, videos and training seminars behind him. He is one of the top marketing bloggers and a Twitter user. The marketing programs he has developed are responsible for selling over one billion dollars in products and services worldwide. He has presented at industry conferences and events in more than twenty countries on four continents.   David used to be Vice President of marketing at NewsEdge Corporation Way back in the 1990s when Web marketing and PR was in its infancy, he ignored the old rules and created thought leadership strategies to reach buyers directly on the Web.

Resume Software For Beginners

Resume Software For BeginnersThe very first question you need to ask yourself before you start with your resume is 'how much do I really want to spend on resume software?' It is a question that is often asked in the first few seconds of an interview, and it is a question you will want to consider as you move forward with writing your resume.In the beginning of your career, software costs can be very affordable. This is because many companies hire people on a part-time basis. If you are working for a company that does not offer a full-time job, then you should begin by simply looking for resume software that offers one-time use.Your resume will need to be functional, but it will also need to look good. Using resume software that offers customization is a great way to enhance your resume, and it will also cost you very little money. For example, the software offers you a template that you can customize for your particular job title.A potential employer will see your resume when they ar e evaluating you. They may never know if you were able to tweak the colors or fonts until they get to the website, but they will see a full set of available resume templates for you to work with. This means that you will not have to waste your time on tweaking or redoing the design.While you are making the decision to use professional resume software, you should think about what kind of company you would like to work for. You should decide beforehand what company you are interested in working for based on the type of skills you have and the experience you have.Another common misconception about software is that they have to cost a lot of money. The truth is that even if you choose to buy the software, you can usually get a free trial for your first few weeks.During this time, you will be able to see what it is all about and you will be able to use it to help your career advancement. While you can see what it is all about, you still need to decide if you are willing to make the commi tment.When you decide to use resume software, remember that it can offer you many benefits. You may be able to save money, learn new skills, and increase your level of job satisfaction at the same time.

Reach For Your Dream Job

Reach For Your Dream Job What if you can’t have you dream job? The concept of dream job usually boils down to a particular conversation: if you remove all of your constraints and responsibilities in life, what would your dream job be? Some people can have that dream job even with their current responsibilities in life. However, for most others, they see a dream job as something they will never attain, or can’t attain at this point in their lives, or in this economic climate. Before you dismiss your dream job completely, I want to push you to think through the idea before you decide it’s not attainable. Ask yourself the following questions and be as specific and thorough as possible in your answers: What is your dream job? Aside from the responsibilities of this dream job, what is your life like when you have this dream job? In what ways is your dream job different from your current job? Your current work environment? Now that you have your list, I want you to really focus on your specific answers for questions 2 and 3. For example, maybe your dream job allows for you to have a flexible schedule or telecommute. Maybe your dream job allows you to have six weeks of vacation every year! Pay attention to the individual items that comprise your dream job, how it is different from your current job, and what your life would be like. Now you can determine if your dream job is truly out of reach or not. Ask yourself if you can get closer to any of those items in your current job? If you came up with a plan, would you be able to speak with you manager on altering your work in a specific way that would make your current position more enjoyable? If not, can you get closer to any of those items in a new job? I’m a realistic person and realize that, in this economic climate, many people are not in a position to get their dream job today. However, the key is to get specific. You need to know in detail what this dream job looks like and what your life would look like when you have it. This will allow you to be more focused on getting to experience some of the aspects of your dream job sooner rather than later. Your dream job does not have to be all or nothing and you might be able to get closer to aspects of your dream job sooner than you think!

New Police Core Competencies Clusters, Values and More!

New Police Core Competencies Clusters, Values and More! As of 2018, the Metropolitan Police and the British Transport Police are implementing a brand new, fresh set of core competencies into their policing system. These new police core competencies are designed to be more accurate, more sustainable, and more reflective of current police work. In this blog, we’ll detail exactly what the new police core competencies are, and how they work! You can expect these competencies to start being used by the majority of forces in the UK, very soon!What’s new?Apart from being different competencies, the new police core competencies are also split into three levels. Now, instead of just being ‘competencies’, it’s all divided into:Six competencies.Four core values.Three clusters.The reason that the police have implemented this system, is that it provides a more accurate reflection on the different levels of thinking required for different ranking officers. The police see their system as a ‘pyramid’, with those at the top of the pyramid re quired to exercise more knowledge of all of the above elements, instead of just one or two.Below we’ve briefly broken down all of the new police core competencies and different areas, to give you a better idea of what they mean.New Police ValuesPublic ServiceThe first value is Public Service. Public Service relates to how well you can deal with members of the public, and work in line with the view that the responsibility of the police is to protect the interests of society. Safeguarding the public is an essential element of police work, and takes a great deal of personal responsibility.TransparencyTransparency is an essential element of police work. Think about what comes under the term ‘transparency’ â€" terms like honesty, openness and integrity. It’s vital that police officers can be transparent, as they need to show the public (and their colleagues) that they are genuine and can be trusted.IntegrityIntegrity is really important. Police officers must be able to set an exa mple to the general public, and act as role models in society. In order to do this, you must be able to show that you are a person with integrity and strong moral principle. Integrity also means that you hold your professional performance to the highest possible standards.ImpartialityThe final value on the list is impartiality. As a member of the police force, it is your duty to act in a fair and unbiased manner, treating every single person that you meet in the same polite and respectful manner. Police officers must be capable of challenging discrimination, and should hold everyone to the same standards that they keep.New Police ClustersThere are three clusters in total, which you will need to be aware of and exhibit. These are as follows:Resolute, Compassionate and Committed.  This cluster relates to the way in which you conduct yourself as a police employee. Think about each of these terms, and what they mean, and how they relate to other vital personal qualities. For example, be ing compassionate means showing empathy for others, and demonstrating a high level of care and understanding for those around you. Once you learn to understand why people behave in the way that they do, you will be better equipped to understand the individual needs of different members of the public, and will be better place to provide them with support. The better you can do this, the better it will reflect on the police as a whole.This cluster links in with the core competencies of Emotional Awareness, and Taking Ownership.Inclusive, Enabling And Visionary Leadership. Leadership is a very important quality for any police employee to have. All police employees must be able to motivate and encourage their colleagues, and members of the public, to speak out and help those around them. This is what ‘inclusive’ means, it’s about helping everyone and getting everyone involved, not just particular people.This cluster links in with the core competencies of Being Collaborative and De liver, Support and Inspire.Intelligent, Creative and Informed Policing. This cluster is all about being open to new ways of learning and development, to ensure that you are working to your maximum capacity. You must be able to think analytically, and form creative solution to problems. Being informed means that you take every available factor into account before making a decision â€" you must take an evidence-based approach to problems, to ensure that every decision is made with sound logic and reasoning.This cluster links in with the core competencies of Analysing Critically, and Being Innovative and Open Minded.New Police Core Competencies 2018Now, let’s have a brief look at the core competencies!Competency 1: Emotionally AwareIt’s very important for police officers to be emotionally aware. Not only do you need to be emotionally aware towards the needs and feelings of others, but you also need to be emotionally aware of yourself. You must be able to control your emotions when under high amounts of pressure, and exhibit strong levels of decision making. Police work is highly stressful, and will push you to your limits. Therefore, it’s vital that police employees can stay calm and collected, and manage their emotions.Competency 2: Taking OwnershipIn order to work as a police officer, it’s vital that you can take ownership and responsibility, and hold yourself accountable for your own actions. Part of this means accepting that sometimes minor mistakes will happen, but the way you deal with these is what is important. You must learn from your mistakes, and seek improvement-based feedback. Furthermore, it’s critical that you can take pride in your work, and recognise your own limitations.Competency 3: Working CollaborativelyTeamwork is a fundamental part of working as a police officer, and the better you can work as part of a collaborative unit, the better level of service you can provide to the public. Good police work is about building partnerships, n ot just with your colleagues, but with members of the public too. You must be polite and respectful with every person that you meet, and show that the police value the ideals of teamwork, collaboration and social unity.Competency 4: Deliver, Support and InspireIt’s imperative that police officers understand the wider vision of the police service. You must use the police’s values in your day-to-day work, and show a dedication to working in the best interests of the public. Your positive contribution to the police is extremely important.Competency 5: Analyse CriticallyWorking as a police officer involves large amount of critical analysis. You’ll be presented with a wide variety of data, and will need to use all of this data to come to informed decisions. This is essentially what ‘taking an evidence-based approach’ means. It’s about using the evidence available to you effectively and efficiently, to gather as many facts and hard info as possible, before using this data in t he most logical way.Competency 6: Innovative and Open MindedThe final competency challenges the mindset of the candidate. It’s extremely important that you can take an open-minded approach to police work. Not everything is straightforward and ‘by the book’. There will always be problems which require an innovative and creative solution, and it’s your job to come up with this! Furthermore, it’s essential that you can take an open mind to new ways of working, and understand that continuous development is a necessity for any police officer This entry was posted in Police. Bookmark the permalink. Jordan Cooke GCSE English Literature Exam StructureGCSE English Language Exam Structure 37 thoughts on “New Police Core Competencies: Clusters, Values and More!” Rachael says:Hi there, are these the core competencies that will be asked at a police staff interview ? I’m looking for more information of what type of questions I’ll get asked when at the interview. Thanks Octob er 25, 2018 at 1:48 pm Reply Jordan Cooke says:Hi Rachael,It’s great to hear that you are interested in joining the police. It’s a tricky one, because it very much comes down to the role that you are applying for. It is likely that while some of the competencies will be the same, other ones will be different (again depending on the role). Which role is it that you are thinking of applying for? Let us know, and we might be able to give you some tips.Sincerely,The How2Become Team October 30, 2018 at 1:38 pm Reply brent says:im going for a forensic science officer grade 5/6 with a 3 year structured training plan. I am now at interview stage and am aware there will be 10 questions but im not sure if they will be asking me more about my Lab experience than the competency values? Ive watched your great videos and im preparing a file to hand over in the interview that covers my experience in line with the competancies clusters and values, trying to show initiative. any guidance wi ll be appreciated!! December 8, 2019 at 9:25 pm Reply Jordan Cooke says:Hi Brent,You can expect that they will ask a mixture of competency based questions, and questions about your previous experience. For a job like this, it’s important for the assessors to ensure that you have both the experience and the qualities required to perform in the role.Sincerely,The How2Become Team December 9, 2019 at 10:41 am Reply brent says:Thank you for that Jordan, it makes perfect sense.Regards December 9, 2019 at 6:51 pm Sheharyar says:Hello, I have applied for the PC role and need to do an online video based interview, any tips on what sort of questions will be asked? November 5, 2018 at 9:30 pm Reply Jordan Cooke says:Hi Sheharyar,Good luck with your interview! It’s likely that the questions you will be asked will focus around your motivations for joining the police. For example, you might be asked:-Why do you want to join this police constabulary?-What do you know about this con stabulary?-What qualities do you think you could bring to the police?Hope this helps, and that your interview goes well!Sincerely,The How2Become Team November 6, 2018 at 2:52 pm Reply Lali says:Hello there, i have got my Day1 for a `PC role in less than 2 weeks time, what sort of questions i can expect under ” we are emotionally aware, we deliver, support and inspire and we are innovative and openminded” competencies ? Many thanks! January 3, 2019 at 4:38 pm Reply Jordan Cooke says:Hi Lali,Great news about your day 1 assessment, we hope it goes well. For questions surrounding these competencies, you can expect them to focus on areas such as:-How you provided others with emotional support or guidance.-How you reacted when faced with adversity.-Changes that you’ve implemented to your own working practice, to show that you are constantly learning and improving.Hope this helps, best of luck.Sincerely,The How2Become Team January 8, 2019 at 3:04 pm Reply Lewis says:Hello, I have an interview for a PCSO role tomorrow and wondering if these all involved in that job role? January 13, 2019 at 11:38 am Reply Jordan Cooke says:Hi Lewis,PCSOs use a different set of competencies â€" however, the general expectation is largely the same. You are expected to be professional, hard working, and operate with integrity. You should consult with the force that you are applying to, to ensure you have a full list of their values and competencies, prior to application.Sincerely,The How2Become Team January 17, 2019 at 9:55 am Reply Gavin says:Hi there Jordan I wonder what questions I can expect for a video pre recorded interview by me for an inspector role. The guidance notes state that there will be competency based questions based on the csv framework. February 24, 2019 at 11:57 am Reply Jordan Cooke says:Hi Gavin,Thanks for getting in touch, and it’s great to hear that you are interested in becoming a police inspector. If you’re due to sit competency based questions, then the questions will focus around times when you have displayed the core competencies for the role. They’ll ask you to give examples of when you’ve demonstrated that competency in the past, and to give a detailed account of how you used the competency. So, you might be asked, ‘Give us an example of a time when you’ve worked as part of a team to solve a problem’. Your task would then be to give a detailed account of a time when you’ve demonstrated teamwork skills, and any related attributes.There is also a good chance that you could be asked to elaborate on why the competency is important. For example, they might say to you, ‘Explain to us why teamwork is such an important element when working as an inspector’. Using your research of the role, you’d then have to show them why this is, and what teamwork means to you.I hope this all helps, and good luck with your interview =] February 25, 2019 at 4:54 pm Reply Harry says:Afternoon. I was wondering if there was anything new for the core competencies? So its the ones in this forum? I havent received my pack yet so I was wondering what the pass mark was to pass the assessment centre?Regards Harry March 21, 2019 at 8:46 pm Reply Jordan Cooke says:Hi Harry,It largely depends on who you are applying to! Since 2018 the Metropolitan Police and a few other constabularies have been trialling a new selection process, which uses new competencies and assessment centre exercises. You can find out more about the difference between the regular police assessment centre and the new police assessment centre, via our comprehensive blog on the subject. We really hope this helps, and we wish you the best of luck for the assessments!Sincerely,The How2Become Team. March 22, 2019 at 10:41 am Reply Hugh says:I ordered the book advertising the new core competencies. How disappointed I was to receive the book which was published in 2017 and which contained the old core competencies. £15 wasted “P olice Interview â€" Questions and answers â€" Richard McMunn March 29, 2019 at 9:02 pm Reply Hugh says:Still waiting on a reply to my previous email April 2, 2019 at 9:33 pm Reply Gemma Butler says:Hi John, we did drop you an email after your last message, maybe it’s ended up in your spam?We’re very sorry that the book you ordered did not cover the core competencies you were looking for. Yesterday we dispatched a complimentary copy of our new How2Become a Police Officer guide book which covers the new core competencies (Emotionally Aware, Taking Ownership, Working Collaboratively, Deliver, Support and Inspire, Analyse Critically, Innovative and Open Minded) and new assessment centre that is being trialled by the Met and few other constabularies.Please let us know if there’s anything else we can help you with ?? April 3, 2019 at 8:59 am Reply Georgia Warris says:Hi, I have also been provided the same 2017 book as Hugh, it was advertised as the ‘New core competenciesâ €™ on Amazon, very disappointing and my assessment is on Friday! June 1, 2019 at 10:05 am Reply Jordan Cooke says:Hi Georgia,We’re sorry to hear about your experience with Amazon. Is it possible for you to contact us via our main inbox at info@how2become.com â€" where we will do our best to resolve this for you. Thank you.Sincerely,The How2Become Team. June 3, 2019 at 4:18 pm Reply Chris says:Hello there, I will be going for my interview as a special constable on the 26th of this month and i can honestly say i am really nervous. I have wrote everything down that i feel is important but once i have revised what i need to know it feels like is has been wiped from my memory and i feel on the day i will be to nervous and forget everything i have learned. I have always wanted to become a police officer since i was a young lad now i have been given the chance to prove myself i feel i will blow it. Any pointers or tips to help me please. April 20, 2019 at 10:46 pm Reply Jacob Se nior says:Hi Chris,The first thing to remember is that your nerves are completely understandable. If anything, it shows that you really care about the role. This is a good thing, and your passion for the role should shine through in the interview.Next, try to break all of your notes down into smaller chunks. The smaller the chunks are, the easier that they will be to remember. Learn each of these points one at a time, and only move on to the next one when you’re sure that the first has sunk in!Finally, try and conduct a mock interview with a friend or family member. This is a great way to find out what you can remember. The more of these mock interviews you can do, the better.Good luck with your interview! The How2Become Team. April 23, 2019 at 9:29 am Reply shabaz says:Hello there, i have got my Day1 for a `PC role in less than a week , what sort of questions i can expect under ” We are innovative and open minded, we analyse critically and we deliver support and inspire ” competencies ? Many thanks! April 26, 2019 at 5:36 pm Reply Jordan Cooke says:Hi Shabaz,Great news to hear that you’ve got through to the assessment centre. For questions like this, you can expect the assessors to ask about qualities such as:-Your ability to solve problems.-Your ability to help others in difficult situations.-Your ability to deliver exceptional work under tight time constraints.-Your creativity and flexibility.-Your tolerance for change.We wish you the best of luck.Sincerely,The How2Become Team. April 29, 2019 at 10:12 am Reply Selina says:Hi i would like know what questions i can expect for we analyse critically. This is for the post of criminal quality assurance. Thank you August 31, 2019 at 5:34 pm Reply Jordan Cooke says:Hi Selina,You will need to show examples of where you have analysed critically in the past. So, the interviewers will expect you to demonstrate that you have used your critical analysis skills in a professional capacity before, to hel p solve a problem.We hope this helps â€" best of luck!Sincerely,The How2Become Team September 2, 2019 at 9:32 am Reply David McAuley says:Please could you confirm the most up to date Core Competencies for 2019-20 for role of Police Officer? October 18, 2019 at 1:39 pm Reply Jordan Cooke says:Hi David,No problem, the competencies are as follows:Emotionally Aware Taking Ownership Working Collaboratively Deliver, Support and Inspire Analyse Critically Innovative and Open MindedWe hope this helps =].Sincerely,The How2Become Team October 18, 2019 at 2:33 pm Reply Aqeelah says:Hi,I am a little confused. If the above listed are the competencies then what are the following: Decision making Service delivery Serving the public Professionalism Openness to chang Working with others. January 7, 2020 at 3:55 pm Reply Jordan Cooke says:Hi Aqeelah,The competencies you have listed are the regular police core competencies. Some UK forces still use those competencies, whereas others use th e ones we have listed.Sincerely,The How2Become Team January 8, 2020 at 9:01 am Reply Beth says:Hi, I’ve got my final PC interview coming up in Lincs. Are they still using the old competencies or will they definitely use the new ones? October 29, 2019 at 5:09 pm Reply Jordan Cooke says:Hi Beth,Our advice is to email Lincolnshire Police directly, as they should be able to give you more specific information about what you’ll be assessed against. We wish you the best of luck in your interview.Sincerely,The How2Become Team October 31, 2019 at 4:14 pm Reply Tanveez says:Excellent service, great approach to help new comers and very positive to provide information . Thanks November 2, 2019 at 9:43 am Reply Olivia Hodgetts says:Hi, i’ve got my PCSO assessment centre next week which will contain a competency based interview related to the core competencies mentioned above. I was wondering what type of questions are asked for we are collaborative as I’m struggling to come u p with an example answer for that competency. January 10, 2020 at 4:22 pm Reply Jordan Cooke says:Hi there,It’s great to hear that you’ll be attending your assessment centre. Questions focused around the competency of ‘we are collaborative’ will focus on your ability to work with others â€" not just in your team or company, but externally too. Essentially, they want to know that you can collaborate with others to achieve fantastic results.Sincerely,The How2Become Team January 14, 2020 at 1:19 pm Reply Molly says:Hello, i have an interview for force contact. Will the questions be based around these competencies? Many thanks! January 14, 2020 at 2:04 pm Reply Jordan Cooke says:Hi Molly,In an likelihood, yes, but it really depends on the force that you’re applying to. Not all constabularies are using the new competencies, and you may also find that there are slightly different requirements based on the role you’re applying for â€" as this isn’t ‘frontline’ po lice, so to speak.Sincerely,The How2Become Team January 16, 2020 at 9:33 am Reply