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Behavioural Descriptive Interview (BDI) Guide for Canadian Police Interviews

The Behavioural Descriptive Interview (BDI) is a structured, competency-based interview used by Canadian police services, particularly the Calgary Police Service and Edmonton Police Service. Rather than asking what you would do in a hypothetical situation, interviewers ask you to describe specific situations you have handled in the past.

Your responses are evaluated for evidence of important policing competencies, including integrity, judgment, adaptability, interpersonal skills, initiative, stress management, service, and diversity. Strong answers clearly explain what happened, the actions you personally took, the outcome and what you learned from the experience.

Many applicants understand the STAR method but still struggle to select examples that demonstrate the correct competency or provide enough detail for the interview panel to assess them properly.

This guide explains:

  • How a Behavioural Descriptive Interview works
  • How BDI responses are evaluated
  • The competencies assessed by Calgary and Edmonton Police
  • How to select and structure strong examples
  • Common BDI interview questions
  • Mistakes that can result in lower scores

What Is a Behavioural Descriptive Interview?

A Behavioural Descriptive Interview (BDI) is a structured interview in which applicants answer questions using specific, real-life experiences. The interview is based on the principle that past behaviour can provide evidence of how an applicant may perform in similar situations in the future.

Unlike a situational interview, a BDI does not primarily ask what you would do in a hypothetical scenario.

Situational question:
“What would you do if you disagreed with a co-worker?”

Behavioural descriptive question:
“Tell us about a time you disagreed with a co-worker. What did you do, and what was the outcome?”

Interviewers use these questions to assess competencies such as:

  • Communication
  • Leadership
  • Teamwork
  • Integrity
  • Problem solving
  • Judgment
  • Adaptability
  • Conflict resolution
  • Service and respect for diversity

Police interview panels are looking for genuine, detailed examples that show what you personally did, why you chose that approach, what happened and what you learned.

Why Police Services Use Behavioural Descriptive Interviews

Police officers regularly encounter situations requiring sound judgment, effective communication, integrity, adaptability and emotional control. A Behavioural Descriptive Interview allows recruiters to assess whether an applicant has previously demonstrated these qualities through their actions.

Rather than relying on general statements about an applicant’s strengths, the interview panel looks for specific evidence of how the applicant:

  • Made decisions under pressure
  • Resolved conflict professionally
  • Worked effectively with others
  • Accepted responsibility for mistakes
  • Adapted to changing circumstances
  • Treated people fairly and respectfully
  • Demonstrated initiative and perseverance
  • Provided service to people with different needs and backgrounds

Past experience does not need to come from policing. Relevant examples may come from employment, education, volunteer work, sports, community involvement or other meaningful life experiences.

The quality of the example matters, but interviewers primarily assess the applicant’s behaviours and how closely they align with the competency being evaluated.

How the Behavioural Descriptive Interview (BDI) Is Scored

A Behavioural Descriptive Interview follows a structured evaluation process. Interviewers assess each response against the specific competency being measured, using predetermined scoring criteria to evaluate applicants consistently.

A strong answer is not necessarily the most dramatic or impressive story. It is an example that provides clear evidence of the competency being assessed.

What Interviewers Are Looking For

Interviewers will generally consider:

  • Relevance: Does the example directly answer the question?
  • Specificity: Did you describe one genuine situation rather than speak generally?
  • Individual contribution: Did you clearly explain what you personally did?
  • Decision making: Did you explain your reasoning and the options you considered?
  • Competency evidence: Did your actions demonstrate the behaviour being assessed?
  • Outcome: Did you explain what happened as a result of your actions?
  • Self-awareness: Did you identify what you learned or would apply in the future?

Applicants often receive lower scores when they spend too much time describing the background, speak about what “we” did or fail to provide enough detail about their own decisions and actions.

The interview panel can only evaluate the evidence contained in your answer. Even a strong real-life experience may receive a lower score if the relevant behaviours are not clearly explained.

Calgary and Edmonton Police BDI Competencies

The competencies assessed in a Behavioural Descriptive Interview vary between police services. Applicants should always review the current recruitment information provided by the service to which they are applying.

Calgary Police Service BDI Competencies

The Calgary Police Service identifies five competencies for its Behavioural Descriptive Interview:

  • Interpersonal skills
  • Adaptability and decisiveness
  • Stress management
  • Valuing service and diversity
  • Initiative and perseverance

Applicants are expected to use real experiences and communicate their responses using the STAR method.

Edmonton Police Service BDI Competencies

The Edmonton Police Service identifies six competencies in its Behavioural Descriptive Interview:

  • Adaptability and decisiveness
  • Initiative and perseverance
  • Interpersonal skills
  • Organizational skills
  • Stress management
  • Valuing service and diversity

Although the two police services assess many of the same qualities, Edmonton also specifically identifies organizational skills. Applicants should therefore prepare examples that demonstrate planning, prioritization and the ability to manage competing responsibilities.

Do not assume that one example will be suitable for every competency. Each response should provide clear evidence of the particular behaviour being evaluated.

How to Choose Strong BDI Examples

Choosing the right experience is one of the most important parts of preparing for a Behavioural Descriptive Interview. A well-structured answer will still receive a lower score if the example does not provide sufficient evidence of the competency being assessed.

Strong BDI examples are usually:

  • Specific: They focus on one clearly defined situation.
  • Genuine: They describe something you personally experienced.
  • Relevant: They directly demonstrate the competency being evaluated.
  • Substantial: They involve a meaningful challenge, decision or responsibility.
  • Detailed: They allow you to explain your reasoning and individual actions.
  • Recent: Where possible, they reflect your current level of maturity and ability.
  • Reflective: They include a clear outcome and something you learned.

Examples may come from employment, volunteer work, education, sports, community involvement or personal responsibilities. Police experience is not required.

A Note for Edmonton Police Applicants

Edmonton Police Service applicants should pay particular attention to the age of their examples. EPS identifies using examples that occurred more than five years ago as a common interview error. Wherever possible, prepare substantial examples from within the past five years and always confirm the current instructions provided by Edmonton Police before your interview.

Avoid selecting an example simply because the situation sounds impressive. A smaller experience in which you made thoughtful decisions, took meaningful action and achieved a clear outcome may demonstrate a competency more effectively.

Prepare several different examples before your interview. Relying on one story for numerous questions can make your responses appear limited and may prevent you from demonstrating the full range of competencies required for policing.

How to Use the STAR Method in a BDI

The STAR method provides a clear structure for answering Behavioural Descriptive Interview questions. STAR stands for Situation, Task, Action and Result.

Situation

Briefly explain the circumstances and provide enough background for the interview panel to understand the example. Avoid spending too much time describing details that do not relate to the question.

Task

Explain your responsibility, the challenge you faced or the outcome you needed to achieve. Make it clear why the situation required action from you.

Action

Describe exactly what you personally did. Explain your decisions, the options you considered, how you communicated and why you selected your approach.

The Action portion should normally contain the greatest amount of detail because it provides the strongest evidence of the competency being assessed. Focus on “I” rather than describing only what “we” did as a team.

Result

Explain the outcome of your actions. Where possible, include a specific or measurable result. Finish by describing what you learned and how the experience influenced your future behaviour.

Keep the Competency at the Centre of Your Answer

STAR provides structure, but it does not automatically produce a strong response. Every part of your answer must help demonstrate the competency being evaluated.

For example, an answer about teamwork should show how you communicated, supported others and contributed to a shared objective. An answer about integrity should demonstrate the ethical issue you recognized, the decision you made and why you believed it was the correct course of action.

Behavioural Descriptive Interview Answer Example

The following example demonstrates how a behavioural interview response can be organized using STAR. It is provided to illustrate structure and level of detail—not as an answer to memorize. Applicants should always use genuine experiences they can discuss confidently during follow-up questioning.

Example Question

Describe a time circumstances changed unexpectedly and you had to make a timely decision.

Situation

In a previous customer-service position, our computer system stopped working during one of the busiest periods of the day. Customers were continuing to arrive, staff were receiving conflicting information, and wait times were increasing quickly.

Task

As the acting supervisor, I was responsible for keeping operations organized, providing customers with accurate information and helping the team continue serving people wherever possible.

Action

I first contacted technical support to confirm the extent of the outage and obtain an estimated restoration time. I then gathered the employees for a brief update and assigned clear responsibilities so everyone understood what they could continue doing.

I established a manual check-in process, positioned one employee near the entrance to explain the delay and asked another employee to identify services that could still be completed without the computer system. I provided customers with regular updates and ensured that anyone with accessibility needs received appropriate assistance.

I also informed my manager, documented the temporary procedures we were using and continued monitoring the waiting area. As new information became available, I adjusted the assignments and communicated the changes to both employees and customers.

Result

The team continued providing the services that were still available, the waiting area remained organized and customers received consistent information throughout the outage. Once the system was restored, we processed the outstanding requests without losing any information.

Afterward, I recommended developing a written outage procedure so employees would have clearer guidance if the problem happened again. The experience reinforced the importance of remaining calm, confirming information before acting and communicating clearly when circumstances change unexpectedly.

Why This Answer Is Effective

This response provides evidence of:

  • Adaptability when circumstances changed
  • Decisive action based on available information
  • Clear communication with employees and customers
  • Organization and prioritization
  • Consideration for different customer needs
  • Accountability and appropriate escalation
  • Reflection and improvement following the incident

The example remains focused on the applicant’s individual decisions and actions while clearly connecting those behaviours to the competency being assessed.

Behavioural Descriptive Interview Questions and Examples

The exact questions used by police services are confidential and may change. However, applicants can prepare by practising questions that require them to demonstrate the competencies commonly assessed in a Behavioural Descriptive Interview.

Interpersonal Skills

Example question: Tell us about a time you had to resolve a disagreement with another person.

Interviewers may look for evidence that you listened carefully, communicated respectfully, considered another perspective and worked toward a constructive resolution.

Adaptability and Decisiveness

Example question: Describe a time circumstances changed unexpectedly and you had to make a timely decision.

A strong response should explain how you assessed the changing situation, considered the available information, adjusted your approach and accepted responsibility for your decision.

Initiative and Perseverance

Example question: Tell us about a time you recognized a problem and took action without being directed.

Your example should demonstrate that you identified what needed to be done, acted appropriately and continued working toward the objective despite obstacles.

Stress Management

Example question: Describe a demanding situation in which you had to remain calm and effective.

Interviewers may assess how you managed pressure, maintained professional behaviour, organized your thoughts and completed your responsibilities.

Valuing Service and Diversity

Example question: Tell us about a time you adapted your approach to assist someone whose needs or background differed from your own.

Your response should demonstrate respect, active listening, fairness and a willingness to adjust your communication or approach to provide effective service.

Organizational Skills

Example question: Describe a time you had to manage several competing priorities.

A strong example should show how you assessed urgency, developed a plan, used available resources and ensured that important responsibilities were completed.

These questions should be used to identify and practise genuine experiences—not to create memorized scripts. Interview panels may ask follow-up questions to clarify your role, decisions and actions.

Common Reasons Applicants Receive Lower BDI Scores

Applicants do not always receive lower scores because they lack suitable experience. Often, the problem is that their answers do not provide the interview panel with enough relevant evidence.

Common mistakes include:

  • Answering a different question: The example may be strong but does not demonstrate the competency being assessed.
  • Speaking too generally: The applicant discusses what they usually do rather than describing one specific event.
  • Focusing on the team: The response explains what “we” did without identifying the applicant’s individual contribution.
  • Providing too much background: Too much time is spent explaining the situation, leaving insufficient detail about the applicant’s actions.
  • Leaving out decision-making: The applicant describes what they did but not why they selected that approach.
  • Using a weak example: The situation does not involve enough challenge, responsibility or personal involvement.
  • Failing to explain the result: The panel is left unsure whether the actions were effective.
  • Leaving out reflection: The applicant does not explain what was learned or how the experience influenced future behaviour.
  • Over-rehearsing the response: The answer sounds memorized and may not adapt naturally to the question asked.
  • Blaming other people: The response lacks accountability or fails to acknowledge the applicant’s own role.

Strong BDI responses are specific, relevant and honest. They clearly demonstrate the applicant’s personal actions, reasoning, outcome and self-awareness.

Behavioural Descriptive Interview Preparation Checklist

Before attending your BDI, make sure you have:

  • Reviewed the competencies identified by the police service
  • Prepared several genuine examples from different areas of your life
  • Matched each example to the competency it demonstrates most clearly
  • Structured your examples using the STAR method
  • Identified the decisions and actions you personally took
  • Prepared to explain why you selected a particular course of action
  • Included a clear outcome for each example
  • Identified what you learned from each experience
  • Practised answering questions aloud
  • Prepared for follow-up questions about your decisions and responsibilities
  • Avoided memorizing answers word for word
  • Confirmed the current interview instructions provided by the police service

Practice should help you communicate naturally and stay focused under pressure. It should not turn your answers into rehearsed scripts. Your examples must remain truthful and responsive to the exact question asked.

Prepare for Your Behavioural Descriptive Interview

Understanding the BDI format is an important first step. However, applicants must also select suitable competency examples, organize their responses and communicate effectively under interview conditions.

At anEDGE, our interview coaches include former police recruiters, hiring managers and experienced police officers who understand how structured police interviews are evaluated.

Our one-on-one coaching can help you:

  • Identify your strongest competency examples
  • Match each example to the appropriate BDI competency
  • Structure your answers using the STAR method
  • Clearly explain your decisions and individual actions
  • Improve your delivery through professional feedback
  • Practise under realistic mock-interview conditions

Whether you are applying to the Calgary Police Service, Edmonton Police Service or another Canadian law-enforcement agency, your preparation will be tailored to the interview process you are facing.

Ready to prepare with an experienced police interview coach? Ready to strengthen your examples and practise under realistic interview conditions? Learn more about our Police Interview Coaching, Calgary Police Interview Coaching and Edmonton Police Interview Coaching programs.

Frequently Asked Questions

What is a Behavioural Descriptive Interview?

A Behavioural Descriptive Interview is a structured interview in which applicants describe specific situations from their past. Interviewers evaluate these experiences for evidence of competencies required for the position.

What does BDI stand for in a police interview?

BDI stands for Behavioural Descriptive Interview. This interview format is commonly associated with competency-based police recruitment processes, including those used by the Calgary Police Service and Edmonton Police Service.

What is the difference between a BDI and a situational interview?

A BDI asks what you actually did in a past situation. A situational interview asks what you would do in a hypothetical situation. Behavioural questions commonly begin with phrases such as “Tell us about a time when…”

What competencies are assessed in a police BDI?

Common BDI competencies include interpersonal skills, adaptability and decisiveness, initiative and perseverance, stress management, valuing service and diversity, and organizational skills. The exact competencies depend on the police service.

How should I answer BDI interview questions?

Use a specific, genuine experience and organize your response using the STAR method: Situation, Task, Action and Result. Focus particularly on your individual decisions and actions.

Can I use personal examples in a Behavioural Descriptive Interview?

Yes. Suitable examples may come from employment, volunteer work, education, sports, community involvement or meaningful personal responsibilities. The example must clearly demonstrate the competency being assessed.

How long should a BDI answer be?

There is no universal time requirement for every BDI response. Your answer should be long enough to explain the situation, your responsibility, your actions and the outcome without including irrelevant details.

Can I use the same example for different BDI questions?

An experience may demonstrate more than one competency, but applicants should prepare several examples. Reusing one story repeatedly can limit the range of evidence presented to the interview panel.

Are BDI interview questions confidential?

The exact questions used by a police service may be confidential. Applicants should prepare by understanding the competencies and practising comparable behavioural questions rather than attempting to obtain protected interview material.

Can interviewers ask follow-up questions during a BDI?

Yes. Interviewers may ask follow-up questions when they need additional information about your role, decisions, actions or the outcome. Your examples should be genuine and detailed enough to discuss further.

How can I practise for a Behavioural Descriptive Interview?

Review the competencies, prepare several real-life examples, structure them using the STAR method and practise answering questions aloud. A realistic mock interview can help identify unclear answers and areas requiring more detail.

Book your Police Interview Coaching session today and take the next step toward your policing career.

Police Interview Coaching 

Final Thoughts

A Behavioural Descriptive Interview is designed to assess how you have demonstrated important policing competencies through your past actions. Success depends on more than understanding the STAR method—you must choose relevant experiences and clearly explain your decisions, individual actions, results and learning.

Prepare several genuine examples, practise communicating them naturally and remain focused on the exact competency being assessed. The goal is not to deliver a memorized answer, but to provide the interview panel with clear evidence of how you have handled meaningful situations in the past.

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