Five Reasons Not To Use Us?

The five most common reasons why people do not come on an assessment centre preparation course:

“I will be fine at assessment, I would make a great bobby, all my mates say so….”

Maybe so. But, have you any experience of role-playing? Do you know how to interpret and apply the police view on ethics and challenging inappropriate behaviour? How would you deal with a member of the public complaining that two lesbians had set up a childcare centre and this person felt it should not be allowed? (First clue, is there a problem here to begin with, why do they have an issue with this?!!). Because if you do not know, and do not fully appreciate all the other techniques we will tell you, then what your mates think will not matter. You will fail.

“I am a Police Special/PCSO/Staff member, I will be fine”

Easiest one for us to answer. That being the case, how come you know loads of Police Special/PCSO/Staff members who have tried to get in and failed? People associated with the job tend to bring job attitudes into the assessment, and hence fail. These attitudes are the very ones the system is trying to weed out. How do you know that you will not do the same as all of your unsuccessful colleagues? Just a thought!

“The course costs too much, and/or it is too far away”

Depends on how much you want to succeed. Clearly people get in without doing a course, and maybe you will be one of them. However, if you do not want to be reapplying in 12 months time, assuming your force is recruiting then, consider this. If you get a failure letter, how hard will you kick yourself if you find successful candidates did our course? Would you have paid the course fee to get their success letter? The course fee probably equates to two good nights out. As regards distance, we get up and often drive two hours to run a course. How motivated are you, and how badly do you want to get in, if a bit of a drive will put you off?

“I want to get through on my own merit”

Very noble. We used to think like that. However, the reality is that many people undertake some form of coaching before the assessment. In some force areas, such as the North West, South West, Greater London and Wales, we will account for around 25% of the successful candidates to begin with. Then, there is the special coaching given by some forces to minority group candidates. Then there are the people who are naturally good at assessments. Then there are the people who have a contact in recruiting who will give them a heads up on the assessment exercises. And then after all of this, there are the people who are just applying with none of these factors to help them. Some do of course get through. If you are confident you will be one, then fine. Policing is all about gaining the advantage. It could be considered unfair when dealing with a large scale disturbance that the police have batons, CS spray, cuffs, guns and a helicopter. Maybe we should just fight one to one. On the other hand, maybe it is after all better to have some advantage! We knew one girl in Cheshire who was a Specials supervisor. She did not see the need to come on a course, although two of her junior specials did. They both got in, she failed. She was devastated. But who was smarter? Still, she failed on her own merit. Bottom line? Everyone in a professional occupation prepares for interviews and assessments, and the police themselves often pay for officers to go on assessment centre training for promotion exams. Our courses are no different. The police have a word for those who don’t prepare. They’re called civilians.

“My force recruitment team/a bobby I know has told me I do not need to do a course. A private company will not tell me any more than I would find out on the force recruitment evening I did when I got my application form. They are just charging me for something I can find out for free.”

We sometimes hear of people being advised not to do a course by recruitment staff or officers (although most of our business comes from recommendations from serving officers who did the course when they joined). Firstly, let us deal with the bobbies view. Firstly, did they get in via this new system? If not, then their view is irrelevant. If they did join under this system, do they know anyone who has ever failed? If they do, and they will, how can they advise you not to do a course that will prepare you thoroughly for the assessment process? Perhaps you could ask them if they are doing their promotion exams, and if so, are THEY using a private company to coach them?

If it is a recruiting officer telling you not to bother with us, consider this. The recruiters do not want prepped up candidates, they want to see you as you are. Prepped up candidates mean more people pass, which makes the assessors job harder. It is not in the recruiter’s interest for you to do a course as there is a much greater chance of you passing, and they will not care about your interest.

Interestingly though, recruiters sometimes say that you will get told the same information at a free recruitment seminar than you will at one of our courses. We always smile at this. To begin with, we guarantee that the person saying it will not have been on a course, so how do they know this to be true? We are also unaware of any force using a specially written 160 page manual like ours. But think about this logically.

The job of the recruitment department is to select the best candidates, not to help you as an individual pass. If the recruiters hold an open evening, then EVERYONE gets the same information (and it is usually generic rubbish anyway.) This means that by definition, YOU are no better off then everyone else. Talking Blues job is to make YOU the best candidate. As a commercial organisation, Talking Blues stands or falls by its ability to develop you so you pass.

The average recruitment evening will have fifty people there and last 2 hours. There will be almost NO interaction between YOU and the recruiters. Our courses are designed to develop YOU as an individual, and for example during the role play session, will focus on YOU doing individual role-plays, with feedback specific to YOU. Our courses therefore have a trainer ratio on average of 1:7, and last ten hours. We have our money back on the day guarantee if you are not happy that you have benefited. It is nonsense for recruiters to say that a recruitment open evening is the same as our course. As regards the fact we charge for helping you, the same argument could be applied to driving instructors. We have knowledge that you desire in order to gain a great career, and meeting that need is our business. Search the web for our company and you will see how well we meet that need.

Bottom line: of course our course is totally different from open evenings. Open evenings simply inform everyone what the process involves. Our professionally written course takes you as an individual and explains to you what you need to pass. The two things are categorically not the same!