Tips for the recruitment process

  • Please refer to candidate guidance on the vacancy page of our website.
  • Read each question carefully before you answer and save.
  • Read each page on the online application process to make sure you are providing everything that is needed.
  • Refer to the role profile when completing the evidence section.
  • Check the person specification on the role profile for which areas are being tested at shortlisting and at interview.
  • You need to evidence the areas which state application form next to them and check the word count.
  • Make sure you are within the word count outlined on the role profile. If significantly under, have you provided enough detail?
  • You need to avoid general statements and provide clear, specific evidence and examples.
  • Structure your answers to ensure you are providing everything necessary.
  • One way to structure your examples is by using the STAR model. This will help you structure your responses both for application and interview stages:
    • Situation – Describe the event or situation you were in. This situation can be drawn from a work experience, education, a volunteer position, or any other relevant event. Be as specific as possible.
    • Task – Explain the specific task you had to complete.
    • Action – Describe the particular actions you took to complete the task
    • Result – close with the results or outcome of your actions and the conclusion.
  • Check the closing date – it cannot be extended.
  • Do your homework on the organisation, the department, and the role to ensure you have a basic understanding.
  • Save a copy of the role profile for interview stage once the vacancy advert closes you will not have access to it unless you have saved or printed a copy.
  • If you have any queries, ask before submitting - once submitted the application cannot be retracted.

Using the STAR model for your answers

I worked on a team of five people that was tasked with changing the software of all 150+ computers in our company. Each member of the team was from a different department and a specialist in different aspects of the changeover, so we needed to work together to ensure that the changeover occurred during the specified three-week period with as little disruption as possible.

The task was very challenging, so it was important to involve people with expertise in different areas to make up the team. I considered my own abilities and skills and how they would fit in with the various tasks we had to complete. I also looked at the skills of the team and which people would be best suited to specific jobs. I made sure everyone knew what they were doing and helped when people were unsure. I also checked on the progress of the team so that we would meet our deadline.

I concentrated on making sure the team worked together on the job, and tried to provide help if any problems occurred. I did this by organising regular weekly meetings to discuss any problems and monitor our progress against our plans to ensure we were working to the timescales we set. The meetings were also a good opportunity for us to get to know each other better. We also developed a website where team members could raise questions or ask for help.

The changeover was very successful, with the team completing its task two days ahead of schedule, which is something I was very proud of. The website that was developed for the changeover was kept to help deal with other IT related problems.

Preparing for an interview

  • Be prepared – do your research.
  • Listen carefully to the question and make sure you have answered it fully.
  • Refer to the job description for required attainments, experience and knowledge. Read the competency value framework and match your skills to those in the job description.
  • Consider specific examples of occasions when you displayed those skills.
  • Whatever examples you select, make sure they are as closely related to the job you are being interviewed for.

FAQs | Police officer applicants

Unfortunately, officers wishing to apply must have successfully completed their probationary period at the rank they are transferring. (This includes Step 4 of the NPPF process).

We are looking for officers with various skills including detectives from constable to inspector rank so that we can fill a variety of future vacancies as they arise. We do not have a timescale for appointments at the moment. Appointments will depend on applicants’ skills and vacancies across the force area and cannot be guaranteed.

Please note that existing vacancies are across Gwent.

If successful we will ask you to attend a medical appointment, which includes an eyesight test. Minimum standard is currently 6/36 unaided vision (without glasses/contact lenses).

We will contact your HR department to verify sickness, PDR, training, salary and pension. Please provide a direct email.

Provided training courses are nationally accredited, they follow national guidelines and there is evidence of competence (i.e. certificate of completion of courses and refreshers) they would be transferrable.

Officers who have OSPRE qualification would need to apply for promotion after appointment - when we have a promotion recruitment process open at Gwent Police. You will transfer on your current grade.

  • All territorial police forces in England and Wales
  • Police Service of Northern Ireland
  • Police Scotland
  • British Transport Police (BTP)
  • Ministry of Defence (MOD) Police
  • Port of Tilbury Constabulary
  • Channel Isles & Isle of Man Police.

We are not currently accepting applications from officers serving with:

  • The Civil Nuclear Constabulary (CNC)
  • National Crime Agency (NCA) (staff with investigative experience but not sworn officers).

FAQs | Police staff and volunteers

A competency is a quality used to measure how well you can do something. An example is 'taking ownership' or ‘innovative and open minded'.

We use competency based interviews as they’re a good way to make sure you can show you have the skills needed to perform the job well.

Every job we advertise comes with a list of competencies, and those that are really important for the role are highlighted on the job description.

Each competency is described in detail so you understand exactly what it means.

You should think of examples from your own background – whether from a previous job, a voluntary role or school – that show you can demonstrate each competency.

Yes, there are no restrictions on how many vacancies you are able to apply for.

Feedback is available for candidates from interview stage. We are not able to provide shortlisting feedback due to the number of vacancies and applicants.  Please e-mail to request a copy of your interview notes.

References will be requested after interview, while we also process vetting.  Please ensure you have provided valid e-mail addresses for your referees.  Employment references are preferred. Any delays in receiving satisfactory references will delay your start date.

We will require personal details and that of those you live with, along with immediate family. As a police service we need to ensure we understand what risks there may be. Each role will have a different vetting clearance level you will be required to meet. Cautions, convictions and charges will be looked at on a case-by-case basis.

Not found what you're looking for?

If you have any questions about the recruitment process, please e-mail us.

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