Police Online Assessment Centre Interview Explained
A calm, practical guide. Learn what assessors look for, how to use the STAR method effectively, and how to prepare without scripts.
What the OAC interview actually is
The Online Assessment Centre interview is designed to assess how you have behaved in real situations from your own experience.
- It is not a test of police knowledge.
- It is not a test of confidence or personality.
Instead, assessors are looking for evidence of how you:
- think through situations
- make decisions
- communicate clearly
- act with integrity
- reflect and learn
You can use examples from any part of your life, including work, education, volunteering, caring responsibilities, or everyday situations.
You do not need policing examples to pass the OAC interview.
Where the interview fits in the OAC
Each exercise is assessed independently. Your interview performance does not directly affect how your written or briefing exercises are marked. To understand the full structure, see the main guide: Police Online Assessment Centre (OAC) Explained.
How the OAC interview is structured
- Include several questions (often around five)
- Delivered online using a webcam and microphone
- Give limited preparation time
- Require time-limited verbal responses
"Once you begin answering, you usually cannot restart or re-record your response."
This is intentional. The interview is designed to assess clarity under mild pressure, not perfection.
What assessors are actually listening for
Strong Answers
- ✓ Specific "I did X..." instead of "We usually..."
- ✓ Structured Follows a logical flow like STAR.
- ✓ Reflective Includes what you learned.
Weak Answers
- ✗ Vague "I always try to be helpful."
- ✗ Overly General Talking about what 'should' happen.
- ✗ Intentions Only Focusing on what you *wanted* to do, not what you *did*.
Assessors are asking themselves: What did this person actually do? Why did they choose that action? How did they consider others?
Understanding the STAR method
Most candidates know STAR (Situation, Task, Action, Result). However, many candidates misunderstand how STAR is assessed.
The situation itself matters far less than how you responded to it.
Why “helping people” answers often fail
Many candidates answer motivation questions by saying they want to “help people” or “make a difference”. While these intentions are positive, they are very common and rarely demonstrate behaviour on their own.
Assessors are looking for: realistic understanding of the role, awareness of challenge, and evidence that you have thought beyond idealised motivations.
A stronger answer explains: what attracts you to the role despite its difficulties, and what you understand about accountability, pressure, and public trust.
If you’re unsure how prepared you are for the interview stage, use the free “Are You Ready for the Police Online Assessment Centre?” readiness check to identify gaps and focus your preparation calmly.
Check My OAC ReadinessUsing non-policing examples properly
Many successful candidates use examples from:
- Retail or customer service
- Teaching or education
- Healthcare
- Security roles
- Volunteering
- Family or caring responsibilities
What matters is not the setting, but the behaviour:
- Managing conflict calmly
- Making a fair decision
- Dealing with difficult conversations
- Taking responsibility for a mistake
Assessors do not expect police language or procedures.
Example question styles (illustrative only)
You may be asked questions that invite you to describe:
- "A time you dealt with conflict"
- "A decision you made under pressure"
- "How you worked with others to solve a problem"
- "A situation where integrity mattered"
- "How you handled a setback or failure"
* These are example styles, not real interview questions.
How to practise effectively (without scripts)
Speak Aloud
Reading answers silently is rarely enough. Speaking them aloud reveals where clarity is missing.
Time Yourself
Get used to the constraints. Refine your structure so you don't run out of time.
Common mistakes candidates make
- ! Speaking in general terms
- ! Focusing on team actions instead of their own
- ! Rushing reflection
- ! Trying to guess what assessors want to hear
The interview rewards clarity, honesty, and structure more than confidence alone.
What happens after the interview?
Scoring & Results
Your recorded answers are uploaded to the assessment platform and marked by trained assessors against the Competency and Values Framework (CVF).
You are typically scored between 1 and 5 for each competency.
Timescales
Timescales vary significantly by force. You will usually receive your results via the applicant portal or email from your recruiting force.
Results are generally valid for 24 months.
Did you pass?
The "Pass Mark" is set nationally (often referred to as the "National Standard"). However, some forces set a higher "Force Cut-Off" score depending on their recruitment needs. Gaining a pass means you are eligible to proceed, but it does not guarantee a job offer.
Final Reassurance
The OAC interview is not designed to trick you or expose flaws. It is designed to understand how you think, act, and learn in real situations. If you can explain your actions clearly and reflect honestly, you are demonstrating exactly what assessors are looking for.