Behavioural Descriptive Interview (BDI)
At anEDGE, our team of former police officers and HR specialists has coached thousands of applicants through competency-based interviews across Canada.
Behavioural Descriptive Interviews (BDIs) are increasingly used by police services to assess the leadership, judgment, communication, and integrity required for a career in law enforcement.
Over the years, I have received numerous calls from applicants preparing for Behavioural Descriptive Interviews, particularly with police services that use this assessment format as part of their recruitment process. Many applicants are unsure what a BDI is, how it differs from a traditional interview, and what recruiters are really looking for in their answers.
This guide is designed to provide some much-needed insight into the Behavioural Descriptive Interview process, explain how police services assess applicants, and help you prepare more effectively for this important stage of the hiring process.
Behavioural Descriptive Interviews are commonly used by Canadian police services during the hiring process.
These interviews are designed to evaluate how applicants handled real situations in the past, based on the belief that past behaviour is one of the best predictors of future performance.
Police services such as the Calgary Police Service and Edmonton Police Service commonly use behavioural and competency-based interview formats to assess applicants during the selection process.
This guide explains:
- What a Behavioural Descriptive Interview is
- how BDI questions work
- the STAR method
- common police interview competencies
- examples of behavioural interview questions
- mistakes applicants should avoid
What Is a Behavioural Descriptive Interview?
A Behavioural Descriptive Interview (BDI) is a structured interview format where applicants are asked to describe real-life examples from their past experiences.
Instead of asking hypothetical questions such as:
“What would you do if…”
Interviewers ask:
“Tell me about a time when…”
The purpose is to evaluate how candidates have demonstrated competencies such as:
- communication
- leadership
- teamwork
- integrity
- problem solving
- judgment
- adaptability
- conflict resolution
- community awareness
Police recruiters want specific examples that demonstrate how applicants think, communicate, and behave under pressure.
Why Police Services Use BDIs
Modern policing requires officers to make decisions under pressure, communicate effectively with diverse communities, and demonstrate professionalism in difficult situations.
Behavioural interviews help police services evaluate:
- decision-making ability
- emotional maturity
- integrity
- interpersonal communication
- accountability
- professionalism
- critical thinking
- leadership potential
As a result, behavioural interviews are now widely used across Canadian municipal police services.
The STAR Method
Most Behavioural Descriptive Interviews are answered using the STAR format.
S — Situation
Describe the situation or background.
T — Task
Explain your responsibility or challenge.
A — Action
Describe exactly what you did.
R — Result
Explain the outcome and what you learned.
The strongest answers spend most of the time explaining the “Action” section.
Common Behavioural Descriptive Interview Questions
Examples of common police behavioural interview questions include:
- Tell us about a time you dealt with conflict.
- Describe a difficult decision you had to make.
- Tell us about a time you demonstrated leadership.
- Describe a stressful situation and how you handled it.
- Tell us about a mistake you made and what you learned.
- Describe a time you worked with someone difficult.
- Tell us about a situation where integrity was important.
- Describe a time you had to adapt quickly to change.
Interviewers are usually evaluating both the example itself and how clearly you communicate it.
Many applicants improve significantly after completing structured mock interviews and interview coaching
Competencies Commonly Evaluated in Police Interviews
Most police services evaluate a combination of competencies, including:
- Communication
- Teamwork
- Leadership
- Integrity and ethics
- Problem solving
- Judgment
- Adaptability
- Community awareness
- Accountability
- Stress tolerance
Applicants should prepare several strong real-life examples that can be adapted to different competency questions.
Common Mistakes Applicants Make
Many applicants struggle in Behavioural Descriptive Interviews because they:
- speak too generally
- give hypothetical answers
- ramble excessively
- fail to explain their specific role
- provide weak examples
- blame others
- over-rehearse answers
- fail to explain what they learned
Strong answers are structured, specific, honest, and reflective.
How to Prepare for a Police Behavioural Interview
The best way to prepare is to:
- identify common competencies
- prepare multiple real-life examples
- organize answers using STAR
- practice speaking clearly and concisely
- complete mock interviews
Many applicants underestimate how difficult behavioural interviews can be until they attempt a structured mock interview under pressure.
Police Interview Preparation Support
At anEDGE, we help Canadian law enforcement applicants prepare for competency-based and behavioural interviews through structured coaching and mock interview sessions.
Our coaches work with applicants preparing for municipal police services, federal agencies, and other public safety careers by helping candidates develop stronger STAR-format responses, improve communication skills, and prepare for high-pressure interview scenarios.
Many applicants underestimate how challenging Behavioural Descriptive Interviews can be until they experience a structured mock interview environment.
Applicants can learn more through our police interview coaching resources and interview preparation guides.
Final Thoughts
Behavioural Descriptive Interviews are now a major part of the hiring process for many Canadian police services.
Applicants who understand competency-based interviewing and prepare strong STAR-format examples are often significantly more successful during the interview stage.
Preparation, structure, and self-awareness are critical to performing well in a police behavioural interview.
Frequently Asked Questions
What is a Behavioural Descriptive Interview?
A Behavioural Descriptive Interview is a structured interview in which applicants describe real past experiences to demonstrate their competencies.
What is the STAR method?
The STAR method is a framework for answering behavioural interview questions, using Situation, Task, Action, and Result.
Are behavioural interviews common in Canadian policing?
Yes. Many Canadian municipal police services use behavioural and competency-based interviews during hiring.