Tough Questions You Might be Asked in a Command Officer Interview

Having served as a firefighter for a number of years and successfully competed in the promotional process for company officer, you stand at the threshold of that distinguished title. In many departments the only step between you and a bugle is an interview with the chief, who holds your promotion in their hands. But what will you be asked, and how will you answer?

Practice Introspection

One of the most common questions: “What are your weaknesses?” The truth is that everyone has strengths and weaknesses, but an effort to identify a positive attribute as a weakness to avoid the hard conversation about areas of improvement will be seen for what it is-a fundamental inability to practice introspection. This is the process of checking yourself periodically to see what you’ve achieved and whether that hard work has yielded measureable results. This is your big chance to honestly assess what still needs to be done.

A poor answer to this question might be a statement such as, “My biggest weakness is that I work too hard.” It may be true that you’re a hard worker, but identifying that as a weakness will be seen as a thinly veiled attempt to inform the chief of your work ethic. An alternative is to say you have a hard time balancing work-life commitments, because articulating the inability to balance your work with personal life as an area for improvement is tied directly to your having a plan to do so. Don’t fear admitting weakness-a weakness does not define you, especially if you’re aware of it and are taking steps to translate it into a strength.

Reputation Management

Another challenging question is “If I asked others to describe you, what would they say?” You might believe that a positive answer to this question could be seen as self-aggrandizing, but there is nothing wrong with being inwardly-focused. Working hard to develop your knowledge, skills and abilities in the formative years of service reflects a fundamental understanding of the importance such a foundation plays in your personal and professional effectiveness.

A dramatically different form of inward focus, however, is the individual who reports for work one minute before their shift and leaves the moment they’re relieved without ever engaging with the department, or the member who comes in for calls but never participates in any other aspect of the company. Remember, your reputation precedes you everywhere you go, and it’s defined not by your words, but by your actions. The most uncomfortable moment in your life may come when you’re asked to verbalize what everyone already knows about you. Be prepared to provide some simple examples that represent your core values.

Use Caution

One of the most dangerous questions you might be asked is to offer your views on loyalty. It might initially seem harmless, but when an individual’s upward mobility is perceived as being tied to their answer, the underlying expectations come forth. Loyalty is not given or valued in words-it’s earned through demonstrated ethical action over whom you exert influence or power. If asked, an effective answer could include describing the common values that define our calling: service above self, defending and protecting the reputation of an organization and a willingness to tell truth to power. Don’t buy into the premise of the question which might be to indicate your willingness to defend the fire chief under any circumstances. Focus on earning the loyalty of subordinate personnel through a personal commitment to their safety and well-being.

Be Prepared

Career and volunteer fire chiefs should have the discretion to promote competent individuals who will carry out the organization’s mission and support its values. As a potential company officer, you should be prepared to answer the questions that will prove these qualities. Sitting in the chief’s office isn’t the time to realize you’re not ready to do so. Good luck!