Why "Lack of Depth" Is the #1 Reason Candidates Fail Police Interviews (And How to Fix It)

Decoding the Most Common Police Recruitment Feedback

"Your answers lacked sufficient depth."

If you've recently received this feedback after a police recruitment interview or assessment centre, you're not alone. This single phrase has dashed the hopes of thousands of otherwise promising police candidates—and it's the most common reason why capable individuals fail the final stages of the process.

But what does "lack of depth" actually mean? And more importantly, how do you fix it?

Having coached candidates through police recruitment for over 31 years, I've identified exactly what assessors are looking for when they talk about "depth" across all types of police assessments.

Understanding "Depth" Across Different Assessment Types

Whether you're facing written exercises, briefings, presentations or interviews, the core issue remains the same: surface-level answers that tell what you would do without explaining how you would do it.

Written Exercises

In written exercises—whether addressing community problems in England and Wales, Northern Ireland, or other jurisdictions worldwide—many candidates write statements like:

"I will host a community meeting to discuss the problem with local residents."

This statement appears reasonable but lacks the crucial element assessors are seeking: how you would approach this task.

Surface-Level vs. Depth-Enhanced Response:

Surface level: "I will host a community meeting to discuss the problem."

With depth: "I will organise a community meeting by first identifying key stakeholders through consultation with local officers, community leaders, and affected residents. I'll ensure diverse representation by scheduling the meeting at an accessible venue during evening hours when most residents can attend. During the meeting, I'll facilitate discussion using a structured approach where each participant has equal opportunity to share their perspective, beginning with a clear outline of the problem using factual data, followed by a facilitated brainstorming session using small breakout groups to encourage participation from quieter attendees."

Notice how the enhanced version doesn't just state what will be done—it explains the methodology, considerations, and approach in detail.

Briefings and Presentations

When delivering briefings or handling scenario-based exercises (like the online paper feed in England and Wales), candidates often resort to generic statements:

"I will discuss the options and, in a collaborative way, we will come up with a solution."

This tells the assessor nothing about your actual approach or skills.

Surface-Level vs. Depth-Enhanced Response:

Surface level: "I will collaborate with stakeholders to find a solution."

With depth: "I'll approach this collaboration by first mapping the key stakeholders and their primary concerns. I'll prepare a structured agenda that allocates time for each perspective to be heard without interruption. When conflicts arise, I'll acknowledge them openly while guiding discussion toward common ground using specific questioning techniques such as 'What would need to happen for you to consider alternative X?' I'll document areas of agreement and disagreement visually, allowing everyone to see where consensus exists and where further work is needed."

Interviews

In competency-based interviews, the depth problem typically manifests in answers that describe events without demonstrating the behaviours assessors are looking for:

"There was a problem with widget deformities costing the business money. I brought together everyone involved in production, and we discussed solutions. I learned that collaboration is important."

This answer tells a story but fails to showcase your specific competencies and approach.

The Key to Adding Depth: Ask Yourself "How?"

The single most important question you can ask yourself when preparing any response is: "How?"

For every action you mention, challenge yourself to explain:

• How you approached it

• How you made decisions

• How you communicated

• How you influenced others

• How you managed challenges

This "seven levels of how" approach—digging deeper with each layer of explanation—is what transforms a failing answer into an exceptional one.

Beyond STAR: More Sophisticated Frameworks for Police Candidates

While the STAR method (Situation, Task, Action, Result) is widely recommended, it simply isn't sophisticated enough for modern police recruitment.

For competency-based questions about past experiences, our Academy uses the proprietary SOUL-KU framework:

• Situation (challenging and complex)

• Objective/Aim (what you were trying to achieve)

• Understood options (showing decision-making)

• Led actions (focusing on HOW)

• Key results and learnings

• Utility for policing (connecting to the role)

For future-focused questions, we use an adapted WHW (Why-How-What) approach that ensures depth at every stage.

The Depth Connection to Police Values

Adding depth isn't just about impressing assessors—it's about demonstrating alignment with foundational policing principles. Sir Robert Peel's seventh principle emphasizes that "the police are the public and the public are the police," underlining the role of every citizen in community welfare.

When your answers show depth in how you would engage communities, solve problems collaboratively, and approach challenges with consideration for diverse perspectives, you're demonstrating the values that have underpinned British policing since 1829.

The Critical Difference Between "Police Ready" and "Interview Ready"

Many candidates who receive the "lack of depth" feedback would make excellent police officers—they're just not "interview ready." They understand policing but haven't mastered how to demonstrate that understanding in assessment contexts.

This is why we've developed our proprietary frameworks—blending practical policing experience with proven assessment techniques to help candidates showcase their true potential.

Ready to Add Depth to Your Police Interview Answers?

If you've been told your answers lack depth or you want to ensure you don't receive this feedback, our Academy programme provides:

• One-to-one coaching focused on your specific examples

• Small group practice webinars where we apply the "seven levels of how"

• Proprietary frameworks developed over 31 years of police recruitment expertise

• Comprehensive online materials and recorded webinars

• A guaranteed pass or your money back

With over 750 five-star TrustPilot reviews—each one a detailed account of successful preparation—our approach has helped thousands of candidates transform surface-level answers into depth-rich responses that showcase their true potential.

Click here to learn more about our Academy programme and avoid the most common reason for police recruitment failure.

Don't let "lack of depth" hold you back from your policing career—master the how and demonstrate your true capabilities.