How would you describe your management style?
Exhibits an effective management style with a proven track record of a stable and well-run department.
How would you handle a situation if one of your subordinates were to commit a crime?
Demonstrates an attitude of upholding ethical standards, respect for protocol, and the ability to act in the best interest of the department.
1 What Is Your Greatest Accomplishment So Far?
This is a question that is asked once in a while and should not, therefore, be overlooked. The interviewer wants to know how you measure success.
Tip #1: Talk about an achievement that will paint you as the right person for the job.
Tip #2: Show that you are passionate.
While at Hyde’s police post, I was among the team that was charged with lowering crime in the region. We managed to lower the crime level by a staggering 80%, something that I am ever proud of.
Leadership qualities are an important consideration, regardless of an agencys size, and Betterteam suggests that you can expect to expand on your credentials and experience during your interview. Overall, preferred candidates for the chiefs job would be either captains or deputy chiefs with masters degrees in public administration or related fields. A town council would also look for a proven track record of varied command assignments, as well as experience in budgeting, planning and staff development.
Small town chief applicants may be required to attend town hall meetings, which are likely to contain questions that are different from police chief oral board questions. The town hall is where residents can bring up additional questions that didnt surface at public interviews. For example, the new chief may be questioned about his intentions of moving to the community. Unlike previous command positions, a finalists chances of getting the job depend on interacting with local political decision-makers. Candidates who arent ready for this kind of scrutiny should rethink whether the position is right for them.
Small town police chiefs interact closely with the communities they serve, so its natural to probe a candidates reasons for seeking a particular job. In responding, applicants must be mindful of an areas distinctive characteristics. For example, finalists might stress familiarity with the area, knowledge of local issues and willingness to involve residents in their decision-making. Go Law Enforcement suggests that they like to see candidates who have a compelling reason to work in their specific area so that they are not tempted to make lateral moves to other agencies once hired. The resulting answers help a councils hiring committee determine if the candidate fits the job.
Chief applicants can expect to be questioned on how they will address specific local issues, such as trends in criminal activity, or ways to improve community relations. Ideally, a finalist will already have gotten a sense of those concerns from talking with business owners, residents and police commanders from neighboring agencies. Otherwise, a candidate risks giving out mixed responses that may not satisfy everyone who attends his public interview.
Every police department has its own unique culture, which is why elected officials will examine an applicants management style. For example, evidence of morale or staffing issues may prompt the hiring of an outside candidate to promote change. Internal candidates will have the inside track at a stable, well-run department. No matter which scenario prevails, officials want to see if the applicant has researched a departments challenges, and how he might address them.