Sheriff

This is an opportunity for the candidate to demonstrate sincere interest in the department and preparation for the interview. The candidate should be able to give specific reasons how being hired by the agency will fulfill a need for him/her. For example, larger organizations typically offer more opportunities to have a long and diverse career. As they respond to the question, it is important for the candidates to demonstrate they recognize that they have to 'pay their dues' and learn the fundamentals in the patrol division before moving to other units.

Candidates may choose to join departments serving smaller communities because they have family ties to the community and do not have any desire to move to a larger department. In addition, smaller agencies do not provide the same opportunities to specialize as larger departments, but officers are more likely to be involved in a variety of activities every day.

(depending on the type of agency you are applying to) Try to avoid the cliché answers of "I want to serve and protect" or "I want to give back to the community." Cynical panel members are on the lookout for people who tell them what they think they want to hear.

I advise people, when you picture yourself as an officer, what is it that you are doing? If it is helping small children and being role model because the same thing occurred to you when you were a child interacting with a neighbor who was an officer, then say so. If it's because you've tried the indoor, office cubicle type of career path and you are looking for a more varied, outdoor type of excitement, then say so. If it's because you want to help bust drug dealers because your best friend from high school died after graduation from an overdose, then say so.

► Why are you seeking a career as a police officer/deputy sheriff?

► What education & experience do you possess that has prepared you for this career?

► Describe the worst situation you have encountered in a work situation. How did you deal with the problem?

► How do you feel about carrying a gun and possibly having to take someone's life in the line of duty?

► What are the sources of stress in your personal & work life? How you do manage this stress?

► What is your pattern of alcohol use?

► What types of interpersonal conflict have you experienced in your work life?

► What steps did you take to resolve the issue?

► In what area are your looking for a change or self improvement?

► What personal qualities and traits do you possess that would make you well-suited for a law enforcement career?

► What types of situations cause you to feel discouraged? Anxious? Irritated?

► When have you had to take charge of a situation to quickly resolve a problem or crisis?

► As a police officer, you pull a speeding car. It's a friend of yours and you think he may have been drinking. How would you handle the situation?

► Name a time when you had to choose between one priority and another, why you chose one over the other, and the impact it had on you?

► Why do you want to be a police officer in (city)?

► What do you like about our city?

► Name a time when you went above and beyond in a job you had to do?

► What is the least favorite aspect of your job that you are currently employed in?

► Everyone has something in their background. What is in your background that you would like to make us aware of?

► Some will just be mentioned to throw you off and see how you react.

► Talk about a current event happening in the world today?

► Name the last book you read, and talk about why you liked it?

► Name a time of stress in your life, what was the cause of it, how did you handle it while at work/home, and how did you learn from it?

► Name some issues you think are facing law enforcement today?

► As you know, we have a lot of qualified candidates. What do you have to offer over other candidates?

The candidate has no way of knowing what skills the other candidates may possess and should acknowledge it. The purpose of this question is to determine if the department will receive an adequate return-on-investment from the required training they must provide for a new employee. When preparing for this question, view the issue from the perspective of an employer.

Departments do not want to hire an officer only to learn he/she is incompetent, lazy, or are looking to move on to another agency. The candidate should be able to describe how he/she has always been a dedicated and hard worker with other employers. Candidates who are highly motivated may describe how they continuously seek to enhance their knowledge, skills, performance, and do not expect the department to always provide this development. They may also describe a desire to stay with the department because of ties to family and friends in the community and department.

The Knowledge of relevant equipment, policies, procedures, and strategies to promote effective local, state, or national security operations for the protection of people, data, property, and institutions, laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process, the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar, human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders, principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.

Sheriff and deputy sheriff responsibilities are to execute arrest warrants, locating and taking persons into custody; investigate illegal or suspicious activities; record daily activities and submit logs and other related reports and paperwork to appropriate authorities; verify that the proper legal charges have been made against law offenders; notify patrol units to take violators into custody or to provide needed assistance or medical aid; patrol and guard courthouses, grand jury rooms, or assigned areas to provide security, enforce laws, maintain order, and arrest violators; drive vehicles or patrol specific areas to detect law violators, issue citations, and make arrests; take control of accident scenes to maintain traffic flow, to assist accident victims, and to investigate causes; question individuals entering secured areas to determine their business, directing and rerouting individuals as necessary; transport or escort prisoners and defendants en route to courtrooms, prisons or jails, attorneys' offices, or medical facilities; serve statements of claims, subpoenas, summonses, jury summonses, orders to pay alimony, and other court orders; locate and confiscate real or personal property, as directed by court order; supervise law enforcement staff, such as jail staff, officers, and deputy sheriffs; place people in protective custody; manage jail operations and tend to jail inmates.

The purpose of these questions is to measure the candidate's judgment and moral resolute. When deciding the appropriate response, it is common to be torn between violating department policy and potentially being insubordinate. Operational policy is designed to give officers direction regarding acceptable behavior in compliance with established legal and professional standards.

History is filled with instances of individuals who claimed they "were just following orders." The correct answer is to advise the supervisor that he/she perceives the directive to be a violation of department policy. This gives the supervisor the opportunity to clarify the issue or change the directive. If the supervisor insists on violating policy, the officer must decide between refusing and complying with an improper directive. When responding to the follow-up question regarding an order that violates the law, the candidate should always respond that he/she would not follow the order.

Hiring managers have identified some of the top mistakes job candidates make. Read on about the worst qualities you can display in an interview and real-life examples.

1. Poor Communication Skills

A candidate who has bad grammar, talks too much, or does not listen is a red flag. Being too open during the interview is a killer, too. You should be candid, but don't spill your guts with all your personal problems. And think before you speak - one candidate at a drug treatment facility asked if they drug-tested and if there was advance notice.

2. Poor Performance or Preparation

Yes, there are job seekers who don't prepare or even know what job they're interviewing for. Physical ticks like lack of eye contact or extreme gestures and movement turned off employers. Other candidates simply flaked out - answering a cell phone, eating a sandwich, or jumping up out of the chair and falling down.

3. Negative Attitude Displayed

Hiring managers are turned off by unenthusiastic, bored or arrogant behavior. Using profanity, acting cocky, or putting down a previous boss will quickly turn off an interviewer. One 37 year-old candidate said the only reason he seeking a job was because his mother wanted him to.

4. Inappropriate Appearance

Improper dress and grooming can jeopardize an interview, too. Ladies, this is not a pick-up opportunity, don't dress like you're going clubbing. Guys, jeans and a t-shirt are not acceptable. Countless hiring managers cited instances of candidates who obviously did not bathe. Think that's bad? Said one employer, "One candidate did not wear shoes to the interview. How you can forget your shoes?" Oh, and please be sober.

5. Lying on Resume or During Interview

Do you have to be told that dishonesty is a no-no? "One guy mentioned his arrest after completing on an application that he had never been arrested," said one hiring manager. And just in case you weren't sure, stealing from a prospective employer is also frowned upon in an interview.

Many candidates may not be able to provide a clear-cut answer to this question. For example, they may have known they wanted to be part of something important, but were not sure about law enforcement as a possible career choice. Regardless, they worked hard in school, developed a strong character, and avoided behavior that would be perceived as bad by a potential employer.

As they matured, they recognized law enforcement was a viable career for them. Others may have taken a more direct path including participation in law enforcement Explorers, criminal justice classes in college, and possibly service in the military. In the end, assessors are seeking to determine whether applying with the department was a passing fancy, to simply get a job, or a step toward a meaningful and rewarding career.