have to say, we had a busy weekend. Exeter, Southampton and Stafford Saw everyone turning up, and having worked the First two, I can say what a good crowd you all were! Some groups really stood out in terms of asking questions and evidencing motivation, and you let kept us there till late both nights!

One question did come up on the feedback though, in terms of evidence for the interview question in terms of the diversity issue. Firstly, one should remember that the questions (and indeed the role plays and written exercises) stay the same, word for word, nationally, for six months. (It used to be 12 until NPIA realised the internet exists and that candidates tell each other what is on the assessment. They have tried to counter this by the six month change, which just half’s an absolutely massive flaw in the system into a merely massive one!). What this means is that as candidates are asked the same questions word for word, and often have very similiar backgrounds, the type of responses given to the interviewers tends to be the same or very similiar (another flaw in the system). Over the weekend, one student made the point that whilst I was suggesting types of answers that are good include race, sexuality and religion, my colleague appeared to suggest that these were a bit obvious now. Instead he suggested disability as being more “original”. Whilst I actually agree with this, it only works if you have that experience. If not, stick with the tried and tested topics of race etc. It is true something a bit different is more interesting for the interviewer, but as we prove on the course when we go through probable questions, most people will give such poor answers that you giving a common (but relevant) example will still mark you out as being a star. For police assessments, the trick is, as always, do your preparation and have examples ready to go.

We have been getting a  few queries from people boked nto the above courses. Can I just emphasise that these course WILL BE GOING AHEAD no matter what the weather. They are both big courses, and will represent a big chunk of those successful, and we guarantee they are going ahead. If you are thinking of attending but have not yet booked, there are at the moment three places left for Southampton and Four for Exeter.

As if to prove what I am always saying, the new police assessment exercises that came in on Nov 1st 2009 and will run until the last day of April 2010 are again biased heavily towards dealing with diversity issues. I was discussing this with a contact who is involved in recruitment in Cheshire. Whilst it is arguably as to what extent ones ability to be a good police officer is tested, there is a obvious run on diversity issues. In three of the four role plays, there are elementsof either sexuality or race issues to be dealt with. And yet oddly enough, the two new written exercises deal with issues that could have been written to give existing specials and CSO’s an unfair advantage in the process. This is because they deal with such things as disorder and operational tactics that any police trained candidate would have  a good head start on. The interview questions are okay as far as it goes.

The morla of the story is to clearly understand how to deal with diversity. If you do not know how to challenge effectively, the way the police want you to, as opposed to the way you think it should be done, you will be dead. And ironically, this will catch out many specials and CSO’s who would normally have been expected to go through. The police culture is in some ways quite bullying, if you offend the establishment! Where existing specials and CSO’s go wrong is that they know that the senior force management will brush off uncomfortable truths regarding issues, and bury them. So, in assessment, they often try to do the same, and are failed by the same people who in a few months time, had they been successful, would have been telling them to bend the rules over detections or response figures!

The new police assessment exercises would suit diversity advisers better than police officers, but nevertheless, to pass, you need to understand all about diversity, the police way!

We have of course altered the emphasis of our course to reflect this new shift in the police assessment exercises.

Found out that the Northumbria police assessmenst are the first week in january today, so have moved the course we had planned for January forward to acommodate this. Alreday had a fair few bookings for it, so if you want to attend, please book as soon as. We normally have good group numbers in Newcastle, and they normally as a force have a good few people passing. Like quite  afew forces, if this happens this time, you could well find like Gwent or Avon and Somerset that they will just take the highest scores.

Linked in with that, I had a conversation with a PCSO from Gwent a few weeks ago, who was confident that he did not need a course like ours as his background as a CSO would be all he needed. I pointed out that if that were the case, he ought to consider two key points.

1. If that were true, then why did he know loads of cso’s who had tried and failed before to get in (and the same goes of course for Special Constables). Secondly, if the police background was such a huge help, then all the other CSO/Specials would also have the same advantage, and the force could not have enough vacancies to possibly fit them all in.

he didn’t believe me, but after another call this week assures me he will be coming on a course for his next application having failed!

had he come with us, he would probably have been in by now!

Regards

John

Just a note for those of you going for the Gwent police assessment centre in December. We have put on a course in Cardiff to have a venue in Wales. However, we will only have a small number of places on it as we have other commitments the same day. If you want a place on this, book early.