MET POLICE RECRUITMENT PROCESS
This brilliant new guide is designed to guide candidates through the brand new police selection process. As of 2018, the Metropolitan Police and certain other UK police services are trialling a NEW selection process for their candidates, that has a number of differences from the regular assessment process.
In this guide, we’ll give you a breakdown on every element of the new process, and the new MET Police core competencies too! This book is jam-packed with POWERFUL tips, to help you ace your MET police assessment process.
MET Police Core Competencies
As part of the brand new MET Police selection process, they’ve introduced a totally a new set of core competencies, and values too. The idea of the new Metropolitan Police selection process is that the police are now recognising how important it is to hire candidates with the right ethics and values, rather than just candidates who meet the core competency requirements as before.
Now, let’s look at some of the NEW core competencies:
Metropolitan Police Core Competency 1: Emotionally Aware
It’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.
Metropolitan Police Core Competency 2: Taking Ownership
In 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.
To learn more about the core competencies, including: working collaboratively, analyse critically, deliver support and inspire, and innovative and open minded, PLUS the values AND clusters, pick up a copy of our excellent guide!
The New Met Police Selection Process
The Application form
As previously, the first stage in the MET Police selection process is to fill in an online application form. At the end of the application form, you’ll be asked a series of questions, which require you to use the competencies and utilise your knowledge of said competencies. Our book is full of advice on how to do this!
met Police Assessment centre
The second stage of the MET Police selection process (after the application form and another test), is to take on the Assessment Centre.The new assessment centre is extremely different to the old one. For a start, the new centre has a much friendlier atmosphere. During previous national assessment days, you were basically just a number in a system, and were processed by staff in conveyor belt fashion. There were no attempts to greet you or get to know you. At the new assessment day, staff will shake your hand and welcome you warmly to the centre.
On top of this, the assessments have very much changed. Whereas before you were placed in the role of a customer services officer – now the police have created assessments where you are an acting police officer or constable. The reason behind this is that they want to challenge candidates on their potential policing skills, before they get the job. Just like before though, the assessment centre still focuses heavily on the competencies and values.
There are five parts to the new assessment centre, with 7 tests to take in total. These are as follows:
• Role play exercises. You will take two role play exercises, one involving one role play actor and another exercise involving two role play actors.
• A virtual reality exercise.
• An interactive video task. You will take two video exercises, one focusing on observation and one focusing on situational judgement and observation.
• A written exercise.
• An interview.
Prior to each test, you will be told how long the exercise will take, and how preparation time will be afforded.
The metropolitan police interview
The final stage of the assessment centre is the police interview. Just like the other exercises, the interview has undergone a significant revamp for 2018. The format is still largely the same: you’ll face 4 competency-based questions, lasting 5 minutes each. However, the interview will be much more relaxed now. You’ll be welcomed into the room with a handshake, and you will also get to look at the
questions on your iPad. Just as before, the questions will focus largely on your past experiences and how you’ve demonstrated the MET police core competencies.
The police interview will focus heavily on the core competencies. Each question will be focused around a specific competency, but in your response you should also endeavour to demonstrate as many of the other competencies as possible. Most of the time, this will occur naturally. For example, working collaboratively might require you to demonstrate a level of emotional awareness.
All of the questions will be situational based. This means that you will need to give a detailed account of when you have demonstrated the behaviour being asked for. Your response to each situational question must be ‘specific’ in nature. This means that you must provide an example where you have already been in this type of situation. During your response you should provide details of how you handled or dealt with the situation, preferably with a successful outcome.
Our book contains a FULL CHAPTER of advice on how to ace the Met Police Interview. So, pick up your copy today!
METROPOLITAN POLICE SAMPLE Interview Question
Sample Question: Tell me about a time when you have demonstrated your ability to be innovative.
Tips For Structuring Your Response
In this question, the interviewer is clearly testing the core competency of being innovative and open minded. So, you need to think about what these competency entails, before you can respond. Remember that being innovative and open minded requires a very specific mindset. You must be someone who is creative, can problem solve, and is open to new methods of police work. So, try and demonstrate all of this in your response!
Sample Response: ‘Whilst working for my previous company, a business consultancy firm, I was one of the team leaders. Our team was specifically tasked with producing presentations for visiting clientele and customers, with the aim of endorsing our products and encouraging them to utilise our services.
On one occasion, my team was asked to make a presentation to a partnership agency who were considering investing a large amount of money in our company. This was a huge responsibility. Although I felt very nervous, I was confident in my ability to manage the team and produce a truly excellent presentation. I believed that, since I had given many similar presentations before, this one would be similar. I quickly got to work, assigning people individual roles and parts to present, based on their strengths. However, halfway through the planning, one of my colleagues pointed out to me that because of this company’s particular viewpoint, it would be better off for us not to present in our normal way. Initially, this threw me a little bit. I was naturally quite happy at the idea of doing something that I was comfortable with, but I quickly realised that my colleague was correct, and changed my approach. I decided to take a completely different outlook on the project, and produce something with a bit more creative flair. I knew that this was a big risk to take, but I believed that it was the right one given the circumstances, and that our normal style of presentation would not have worked. I was happy to change my way of working, with the goal of the team in mind. When I explained my new idea to the team, they all thought it was great, and praised me for my quick innovation and on-the-spot thinking.’
We got to work, and ultimately produced a brilliant presentation. The partnership agency were extremely impressed, and ultimately invested even more money than we had hoped for. As a result, my managers were full of praise for both myself and my team.’
THE NEW MET POLICE GUIDE includes:
- Essential advice on the BRAND NEW Police selection process;
- Practice tests, questions, and detailed explanations to each and every single element of the MET Police assessment centre;
- Step-by-step information on how to ace the police interview, using the core competencies to impress the assessors;
- PLUS lots more!
Free Bonus Item
When you order, you will receive the following free bonus:
30-days free Police Officer testing suite access
As part of your order, you will receive 30-days FREE ACCESS to our awesome online testing suite. Crammed full of 100s of sample test questions! After the 30-day free trial is over the service is automatically charged at just £5.95 +vat per month with no minimum term. You may cancel at any time. If you cancel before the 30-day trial is up, you will not be charged. See our terms and conditions for more details.
How to Become a Police Officer Guide Paperback Book (MET)
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