Preparatory Guide for the Regular Member

Suitability Interview

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Contents
Regular Member Suitability Interview Introduction ....................................................................................... 3
Attribute Evaluation Introduction ................................................................................................................... 3
What is the Attribute Evaluation Like? ....................................................................................................... 3
Essential Job Requirements Questions: ................................................................................................... 4
What Does the Attribute Evaluation Assess? .............................................................................................. 4
How to Prepare for the Attribute Evaluation .............................................................................................. 4
I Don’t Have Any Experience! ...................................................................................................................... 5
Use the STAR principle: ........................................................................................................................... 5
In General .................................................................................................................................................... 5
During the Interview.................................................................................................................................... 6
What to Expect ............................................................................................................................................ 6
General Tips on How to Approach the Interview ........................................................................................ 7
Regular Member Suitability Interview Security Acknowledgment ................................................................. 8
RMAQ Review Introduction ............................................................................................................................ 9

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Regular Member Suitability Interview Introduction
The purpose of the Preparatory Guide for the Regular Member Suitability Interview is to make
you more aware of what will happen in this step of the recruitment process. It provides you with
tips on how to prepare for the interview and is intended to help minimize any anxiety you might
have. The goal of this guide is to help you perform at your best during the interview, as this will
enable us to get the most accurate information about your potential to perform successfully as
an RCMP constable.

The Suitability Interview consists of two components; the Attribute Evaluation and the Regular
Member Applicant Questionnaire (RMAQ) Review. Depending on the length of time needed,
there may be a break between the Attribute Evaluation and the RMAQ Review. Do not be afraid
to let your Suitability Reviewer know if you need to take a break.

You must successfully pass the Attribute Evaluation in order to proceed in the recruitment
process. After passing the Attribute Evaluation interview, the next step is completing the RMAQ
Review. If you proceed after the RMAQ, you still have to successfully complete other steps,
including reference checks, a Psychological Suitability Screening (PSS), a medical exam and a
Security assessment. If necessary, you may also have to write a language test (second
language) and possibly complete a Pre-employment Polygraph (PEP). Contact your Recruiting
Analyst for more details on these steps of the process.

Attribute Evaluation Introduction

The Attribute Evaluation portion of the Suitability Interview is used to select applicants for RCMP
cadet training. In the RCMP recruitment process, the Attribute Evaluation takes place prior to
the RMAQ Review. The Attribute Evaluation interview may be challenging, however, if you have
prepared for the interview it can be a positive experience.

What is the Attribute Evaluation Like?

A careful analysis of the functions and duties of an RCMP constable was carried out to identify
the qualities required to do this job well. The Attribute Evaluation questions were developed
based on this analysis. The goal of the interview is to determine if you possess the qualities that
have been identified as necessary to perform successfully as an RCMP constable. The Attribute
Evaluation utilizes behavioural type questions. Behavioural questions focus on gathering
examples of how you performed in different situations in the past. These questions are fairly
general so that applicants from a wide variety of backgrounds can relate to and describe
pertinent experiences.
Here is an example of a behavioural type of question (not an actual question from the Attribute
Evaluation):
People often have to persevere to overcome obstacles. Please tell me about a time when you
had to face such a situation.
In your answer, you can refer to experiences from a variety of contexts such as school, work,
volunteering, sports, etc.

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The duration of the Attribute Evaluation portion of the Suitability Interview will vary from one
applicant to another, but the average length is thirty minutes to one hour. If you do not meet
one or more of the "Essential Job Requirements" questions that are asked at the beginning of
the interview, the interview will end.
Keep in mind that you will be held to the answers you provide in the "Essential Job
Requirements" questions.
Essential Job Requirements Questions:
• Do you still possess a valid driver’s license?
• Are you prepared to perform shift work, including evenings, week-ends and holidays?
• Are you prepared to carry a firearm and to use it or any other necessary physical force in
the performance of your duties up to and possibly including deadly force?
• Are you willing to pledge allegiance to Canada?

What Does the Attribute Evaluation Assess?

The Attribute Evaluation assesses four competencies (qualities) considered essential to perform
successfully as an RCMP constable. The goal of this portion of the Suitability Interview is to
determine to what extent you possess these competencies. Each competency is defined below:
Problem Solving: Systematically analyzes and breaks down problems, risks, opportunities and
issues into component parts. Identifies appropriate solutions and makes timely decisions and
actions. Understands cause-and-effect chains and relationships.
Teamwork: Achieves common goals by working cooperatively with others and developing a
positive work climate. Acts to facilitate the operation of teams of which they are a member.
Communication: Effectively receives and conveys ideas and information in a way that
increases the understanding of the target audience. Can communicate effectively and
interactively with others.
Self-Control and Composure: Keeps emotions under control and restrains negative actions
when provoked or faced with opposition or hostility from others, or when working under
increasing levels of stress. Maintains stamina and concentration under continuing stress.
Refrains from acting on strong emotions such as anger. Is able to stay effective when faced with
heavy or long-term stresses or challenges.

How to Prepare for the Attribute Evaluation

Before applying for a job, you should research the organization to which you are applying. This
will help you determine if the responsibilities, culture, and working conditions of that occupation
suit you. Read relevant documentation and talk with RCMP members about their cadet training
experiences and what they encounter during their work. This will help you form a realistic idea of
an RCMP member’s job. This may help you to adapt better to cadet training and increase your
job satisfaction later on.
The Attribute Evaluation portion of the interview focuses on your own capabilities and how you
have demonstrated them in the past. The interview does not assess your knowledge about legal
or policing issues, or the RCMP itself. Therefore, there is no essential material to learn before

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the interview. Still, there are several steps you can take ahead of time to prepare yourself for the
interview.

• Review the definitions of the four competencies and make sure you understand them.
• Separate each competency definition into different components and ask yourself, "When
did I have to demonstrate this part of the definition?" For example: "When did I have to
work as part of a team?"
• If you use a team environment example for an Attribute Evaluation question, please use
“I” as opposed to “we” when describing the actions that you took.
• Review your own experiences and clearly identify incidents or situations that relate to
these competencies.
• Try to use challenging and recent situations as examples. If your best example for a
question happened five years ago, use it, but keep in mind that the more recent the
example, the better. The interviewer wants to know if you are using your skills and
abilities now.

I Don’t Have Any Experience!

Many people make the mistake of neglecting relevant life experiences because they did not take
place in a job setting. However, you may have acquired and demonstrated the required
competencies through a wide variety of activities. When preparing for the interview, take time to
reflect on your past and pick examples that most relate to each of the competencies. In addition
to employment, examples could be from competitive sports, school projects, volunteer work,
hobbies, etc.
To make a fair assessment of your actions in the examples you describe, the interviewer needs
to get a complete description of the situation, the actions you took, and the result of these
actions. We call this structure the STAR principle. If you practice describing your past
experiences according to this structure, your answers will flow more easily and you will be less
likely to leave out important information. You are encouraged to use the STAR principle during
the interview.

Use the STAR principle:

S: Describe the situation – include the who, what, where, when but try to keep it brief. What are
the relevant details that impacted your actions?
T: What was the task you were called upon to do and how does it relate to the example you are
giving? What was your specific challenge?
A: What action(s) did you take? Talk about your contributions and what you actually did.

R: What was the result? What did you accomplish?

In General
It is a good idea to write down a summary of examples that highlight your skills, abilities and
experiences. Review them periodically to refresh your memory (some people use index cards).
When you write out your examples, try to structure them according to the STAR principle, and
think about how they could apply to other situations.

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PLEASE NOTE that candidates are NOT allowed to consult or utilize ANY of their preparatory
materials during the course of the interview.
Conduct a practice interview with a friend. You can prepare interview questions using the
competency definitions (e.g., "Tell me about a time when you had to...''). This will give you the
opportunity to get some feedback on your answers regarding clarity and level of detail (e.g., too
much, not enough).

During the Interview

Be enthusiastic, confident and professional. Keep in mind that this is a formal interview. Being
composed, courteous and friendly is always the best policy. The way you handle the interview
provides an indication of your interpersonal and communication skills, and the interviewer will
take this into account in their evaluation. Treat this interview as though it were in person.
Answer the questions directly in the form of one example. There is a fine line between
appropriate detail and long-winded responses. Formulating your answers according to the
STAR principle will help you with this.
The interview is not a race. Take your time to collect yourself, think, formulate your answer, then
talk. You can use note paper to quickly jot down what you want to say or important parts of the
question. You cannot consult previously prepared material. Keep in mind that you will only be
allowed up to two minutes to prepare your answer to the interviewer.
Be a good listener. You may ask the interviewer to repeat a question, however, keep in mind
listening is an important part of oral communication, which is also assessed during the interview.
Do not panic if you cannot answer a question. You can "pass" on a question and come back to it
later and will not be penalized for doing so. If you draw a blank, as all of us sometimes do, just
say: "I can't think of anything right now, can we come back to that question later?". You are
expected to provide an answer to each question prior to the interview concluding. The questions
are designed so that they can apply to everybody.
Do not make up answers! Interviewers are trained and any misinformation is likely to be
detected. The interviewers are experienced in verifying the accuracy of what they are being told.
You could be asked about the honesty of your answers at the Pre-employment Polygraph stage.
The interviewer may ask you to provide the names and contact information of people who can
verify the situations you describe. Any attempt to lie or deliberately omit relevant information will
result in your removal from further consideration for employment within the RCMP.

What to Expect
The interviewer's job is to gather the information required to make an informed decision on
whether or not to recommend that you continue in the recruitment process. The interviewer will
be taking a lot of notes during the interview and may continue taking notes after you have
finished speaking. You can use this time to "rest up" and organize your thoughts. This
extensive note-taking is for your benefit as well as the interviewer's. The interviewer needs to
capture your answers in as much detail as possible to properly assess your responses.

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You can make brief notes during the interview to organize your answers. However, at the end of
the interview, you must destroy all of the notes that you have made in order to preserve the
confidentiality of the Attribute Evaluation questions. The interview questions are protected
information and cannot be communicated to any other person, including members and
employees of the RCMP. It is in your best interest not to advantage other applicants by
revealing the interview questions.
Should it be determined that a candidate provided information regarding these questions to
anyone, it could result in their removal from further consideration for employment within the
RCMP. This is necessary to ensure fairness for all applicants.
You must sign the security acknowledgment form on page 8 of this document.
Once the interview is over, the interviewer will evaluate your answers.

General Tips on How to Approach the Interview

It is normal to be nervous at a job interview, however, you need to minimize this nervousness to
perform at your best. The best way to do this is to prepare ahead of time. The following tips may
help:

• If before the interview, you feel physically or mentally unwell to a level of severity that
could interfere with your performance, please let your Suitability Reviewer know.
• Make sure to get enough sleep and to eat well the night before the interview. If you are
tired, you may have trouble recalling your examples, and the specific details the
interviewer needs.
• The less pressure you put on yourself, the better you will be able to demonstrate your
skills and abilities. Your only goal should be to do your best.
Remember the goal of the interview is to simply see if you possess the qualities required of an
RCMP constable.

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Regular Member Suitability Interview Security Acknowledgment

I acknowledge that the Attribute Evaluation questions are protected and cannot be
communicated to any other person including members and employees of the Royal
Canadian Mounted Police. I understand that communication of this information is
grounds for future non-selection and may result in civil action.
DECLARATION INITIALS
I, the undersigned, will not allow any other persons to be present during
the Suitability Interview.
I, the undersigned, will not make any recording (audio or otherwise) of
any portion of Suitability Interview.
I, the undersigned, will destroy any and all notes made during or after the
Attribute Evaluation as well as the Preparatory Guide.
I, the undersigned, understand that I will be required to verify my identity
prior to the beginning of the Suitability Interview.
I, the undersigned, am obligated to notify the interviewer prior to the
interview should I be unable to complete the Suitability Interview for any
reason.
I, the undersigned, understand that I am not allowed to consult or utilize
any preparatory materials during the Attribute Evaluation.
I, the undersigned, acknowledge that I will not be under the influence of
any intoxicants at the time of the Suitability Interview.

Name of Applicant Signature of Applicant Date

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 RMAQ Review Introduction
The Regular Member Applicant Questionnaire (RMAQ) Review stage assesses your
experiences from the past and/or present as they relate to the behaviours required to be an
RCMP constable. Completion of this review is a requirement of all RCMP applicants with a
strong focus on honesty.
While new information or disclosures can be made at any stage of your application, we strongly
recommend that you take full advantage of this opportunity to identify and discuss any and all
potential areas of concern from your past and/or present during your interview. By being
proactive in accepting responsibility for any of your indiscretions, you are displaying honesty,
integrity, and maturity, all of which are valuable when pursuing a career in law enforcement.
An important purpose of the RMAQ Review is to prepare you for later stages of the RCMP
recruitment process; which includes your Psychological Suitability Screening (PSS), reference
checks, a potential Pre-Employment Polygraph Examination (PEP), and your security
assessment. Honesty and integrity are essential and will be assessed throughout the
recruitment process.
As you observed when completing the RMAQ booklet, some of the areas that will be discussed
may be personal and embarrassing. We assure you that these feelings are completely normal
and shared by a wide variety of applicants, however, do not attempt to avoid potential
embarrassment by withholding, misleading, or minimizing vital information. This is your
opportunity to make full and frank disclosures regarding issues that, if left unmentioned, will be
exposed later in our recruitment process. This is your opportunity to show us that you have
been completely truthful in both your written RMAQ disclosures and interview. Applicants who
are diligent and cooperate completely at this critical stage report being less nervous later in the
process than those who have attempted to withhold, minimize or conceal vital information.
Please ensure that you have provided detailed answers for each question during your RMAQ
review. Wherever possible, provide locations (in Canada or abroad), dates (including month
and year) and full circumstances of the event/incident (why it happened, how it took place, etc.)
Unless otherwise specified, the questions relate to your lifetime experience. If a question is
unclear or vague, please disclose any and all information in your RMAQ form (5096) in advance
of your review, at which time you may seek clarification. There is no obligation to provide
information about third parties (e.g. individuals other than yourself).
Please ensure that you have reviewed pages one and two of the RMAQ form (5096) including
the Notice Regarding Prior Serious Criminal Offences and Risk to the Safety of Others and
Automatic Disqualifying Behaviours.

Upon reading the above information, if you feel that you have missed or overlooked any
events or details in your RMAQ booklet, please email your Suitability Reviewer and/or
Recruiting Analyst with that information prior to your interview. This would also include
any new information or events that have occurred since the beginning of your recruitment
process.