Sheriff Interview Preparation Guide

This is an open-ended statement, usually posed in the beginning, and it gives you a terrific opportunity to create that great first impression. It is also the point at which many people turn the panel members off. In the words of my good friend and recruiting guru Commander Mark Anderson, of the Altamonte Springs, FL, Police Department: "Tell me the time, don't build me a clock."

My last chief taught me the importance of time management - he didn't pull any punches, and was extremely driven. His no-nonsense attitude pushed me to work harder, and to meet goals I never even thought were possible.

I've been a law enforcement officer for the past five years - my chief has said time and time again that without me, the department wouldn't function as well as it currently does. I've also taken the time to educate myself on some of the non-standard techniques that may come in handy while on duty. I can react quickly in hectic situations, and can handle the responsibilities of a leadership role. What's good enough for most people is never really good enough for me.

I've always been motivated by the challenge - in my last role, I was responsible for training our new recruits in firearm care, and wouldn't stop teaching until each recruit passed the course. I know that this job is very fast-paced and I'm more than up for the challenge. In fact, I thrive on it.

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.

I used to lock heads with a fellow officer. We disagreed over a lot of things - from civilian interaction to who got what shifts to how to speak with a victim's family. Our personalities just didn't mesh. After three months of arguing, I pulled her aside and asked her to lunch. At lunch, we talked about our differences and why we weren't getting along. It turns out, it was all about communication. We communicated differently and once we knew that, we began to work well together. I really believe that talking a problem through with someone can help solve any issue.

(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.

In five years I'd like to have an even better understanding of what it takes to be a good officer. Also, I really enjoy being the first to a scene, and I work very well under pressure. Ultimately, I'd like to be in a commander-type position, where I can use my organizational skills and industry knowledge to benefit the people working with me, and those we are there to help.

This scenario is designed to evaluate the candidate's ability to identify unethical behavior and demonstrate his/her ability to withstand negative peer pressure. The candidate should direct his/her partner to properly record the money on the inventory and turn it in. If he/she fails to do so, his/her actions will be immediately reported to a supervisor.

► Tell about yourself and why you think you are successful sheriff and deputy sheriff?
► Why do you like to work as sheriff and deputy sheriff?
► What could you do not like to work as sheriff and deputy sheriff?
► What are your future steps after experience you'll gain from your sheriff and deputy sheriff job?
► As sheriff and deputy sheriff, what training courses or extra education that you think will improve your work performance?
► What salary do you expect you'll get from being sheriff and deputy sheriff employee?