The recruitment process
The recruitment process to becoming a Police Constable can be a challenging and stressful journey. But the feeling you will have once you finally put on your uniform will make it all worth it.
The recruitment process can take between six to nine months. You will regularly receive communications from the recruitment team, keeping you up to date on how your application is progressing and the stages you are still required to complete. If you are unsuccessful at any stage of the recruitment process, the recruitment team will be on hand to support you.
To prevent any confusion or nerves you have around the process, we have highlighted the different steps below, so you know what to expect at each stage of the process.
Want to make sure you don't miss anything? Download an easy-to-follow recruitment checklist.
This first stage is to obtain key details from you that confirm your identity, where you live, and that you meet the eligibility criteria for your chosen entry route e.g., qualifications, tattoos, cautions and convictions. Our application form requires some personal information, reference details and reasons for applying.
We may stop your application from progressing if you have any tattoos that can be considered offensive or inappropriate. We will assess this on a case-by-case basis.
All applications will undergo a shortlisting process to assess their suitability for progression.
Top Tip: Please make sure you upload all qualifications and qualification certificates applicable to your chosen entry route. It can delay the progress of your application if you do not do this in the first instance.
An overview of the Online Assessment Process
The second stage of the process is a series of exercises that test the key competences and values that are that are essential to succeeding as a police constable.
Top Tip: Please answer the questions honestly. We advise candidates to not answer the questions with what they think we want to hear but more of what they would personally do if they were in that situation.
The next step is a combination of three online exercises that make up the assessment centre. These exercises include:
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A Competency-based interview (CBI): This includes a series of questions on how you have dealt with specific situations in the past. Here we are looking for you to provide real life examples from both your work and personal life, and ensure they meet the expected competencies and values of Police Constables.
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Written exercise: You will assume the role as a Police Constable and be tasked with writing an urgent written task for you manager.
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Briefing exercise: Again, you will assume the role as a Police Constable and this time you will be tasked with providing a response for several questions related to a policing issue.
Watch the College of Policing video to learn more about this section of the process.
Top Tip: Please work through all of the supporting documents we give you. These will assist you with preparing for the assessment centre. There are also a number of resources on the College of Policing website which may assist you.
The in-force interview is the concluding section of the formal assessment in the recruitment process. It is normally conducted by a two- or three-person panel who will work for West Mercia Police.
The interview questions will be a series of questions based on the Competency Values Framework. These may be followed by additional questions to further explore your initial answer. Here we are looking for your motivations on becoming a police officer, and if you have the skills, motivations, and qualities to succeed as a police officer.
Top Tip: We would recommend looking into using the STAR Method when preparing for your interview. This will allow you to showcase your skills and experience.
S Situation – The situation you had to deal with
T Task – The task you were given to do
A Action – The action you took
R Result – Overall result and what you learnt
It is crucial that we are employing new Police Constables with the right beliefs, motivations, and skills to succeed in policing. Therefore, we carry out enhanced pre-employment checks to make sure you meet the required standard.
An overview of the Medical Assessment
A medical assessment will review your health and confirm whether it is safe for you to become a Police Officer. Prior to your appointment you will need to complete a set of forms which require visits to your opticians and GP to obtain information.
An overview of the Fitness Test
A fitness test will review your health and fitness levels to make sure you meet the standard required to be a police officer. A minimum standard of level 5.4 on a 15-metre bleep test must be achieved in an endurance shuttle run.
An overview of the Vetting Process
A biometric vetting appointment will be made to take your fingerprints and DNA which will be saved and assessed against the national police databases.
If you are concerned that you may need to declare a criminal offence that you have not already, please contact our recruitment team on [email protected].
- Make sure you provide maiden names, dates of birth and addresses for all the people listed on your vetting forms
- Include details of any criminal associates
- Be honest – declare all convictions, cautions and involvement in criminal investigations
- Check your credit history and make sure it's up to date before applying to the police. You can request your own free credit report – search 'free credit report' online for options
- Make sure all County Court Judgements (CCJs) are satisfied
- Check your emails and your ‘junk/spam’ folder regularly. It’s an easy way to ensure you’re not missing any communications from the force vetting officers
Why is vetting so important?
As a police officer, you’re working in a position of trust. Vetting plays a key role in assessing an individual’s integrity and so has a strong link to public trust and confidence in policing.
Those who are granted police vetting clearance are awarded a privileged position of trust, so identifying these areas are imperative to maintain confidence in the police service.
What are you mainly looking for?
The vetting process is assessing your honesty, integrity and ethical behaviour. This allows us to reassure the public that individuals in a position of trust have demonstrated their utmost integrity.
How long does it take?
With vetting being such an important part of the recruitment process, it can take longer than many people expect. It can take weeks or even months, but this depends on the level of vetting required.
I am not a UK resident; can I still go through vetting?
Unfortunately, we cannot grant vetting if you have not been in the UK for the minimum period. See below residency requirements:
- Recruitment Vetting (RV) – three years
- Management Vetting (MV) – five years
- Non-Police Personnel Vetting (NPPV) – three years
- Counter-Terrorist check (CTC) – three years
- Security Check (SC) – five years
- Developed Vetting (DV) – ten years
What happens if I fail?
If you fail vetting, you have the right to appeal. This can be done when one or more of the below applies to you:
- Further information is available that was not considered by the decision maker
- The vetting rejection was disproportionate considering the circumstances or details of the case
- The decision was perverse or unreasonable
- No explanation has been given for the decision
We will ask you to share with us your employment, education, and volunteering history for the previous 10 years. We will only request a reference from those that fall within the last 3 years.
Congratulations! Once you’ve successfully completed all of the stages in the application process, we will now be in a position to send you a formal job offer. This will come to you via email and will detail everything you need to know about your potential start date and next steps.
If you have any specific questions about the recruitment process then please contact our recruitment team on [email protected].