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.
The OAC interview is a recorded online competency-based interview with five questions. For each one you get 60 seconds to think and up to five minutes to answer, about 40 minutes in all. It assesses courage, public service, respect and empathy, taking ownership and being innovative and open-minded, at CVF level 1. You cannot use prepared notes. Checked against the College of Policing candidate guide (updated 21 July 2026) on 1 October 2026.
One guide per area: courage, public service, respect and empathy, we take ownership and innovative and open-minded.
Try one out loud. Answer a practice question free and get a scored result in about a minute. No account. Answer a question free
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 courage and do the right thing
- 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 assesses its own set of competencies and values, and your feedback report gives a separate overall score for each one. To understand the full structure, see the main guide: Police Online Assessment Centre (OAC) Explained.
How the OAC interview is structured
- Five questions, each with on-screen prompts
- Recorded online on the Tazio platform by webcam and microphone
- 60 seconds of thinking time per question (not recorded)
- Up to five minutes (300 seconds) per answer, about 40 minutes in total
"Once you click start on an exercise you cannot restart it, and it counts as your attempt."
That is the College of Policing's rule, so only open the exercise when you are ready. Timings differ if you have an agreed reasonable adjustment for extra time.
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.
Using 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 time you challenged behaviour that was not right"
- "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).
Your feedback report shows an overall score for the exercise. The College does not publish the scoring scale or how competencies are weighted.
Timescales
Your force tells you when to expect results. You then get an automated email from police.assessments@notifications.service.gov.uk with instructions to open your result and feedback report.
A pass may be transferable to another force at that force's discretion. The College does not state a fixed validity period, so ask the force.
Did you pass?
You must meet the national standard set by the College of Policing. No pass mark is published. A 2022 College FAQ said forces could raise the bar; the current guide (July 2026) does not say so, so ask your force. A pass lets you continue to the force interview and pre-employment checks; it does not guarantee a job offer. See what happens after the OAC.
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.
FAQ
How many questions are in the police OAC interview?
What does the OAC interview assess?
Is the OAC interview the same as the force interview?
Do I need police experience for the OAC interview?
Can I use notes in the OAC interview?
Can I re-record an answer?
Should I use one example per question?
How is the OAC interview scored?
How should I prepare for the OAC interview?
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