public trust interview questions

Expand on the who, what, where, when, why, and how of what happened during your HR investigation interviews. Posted by Ann Snook on March 14th, 2022.

Is a Public Trust Easier to Get?

General interview questions

Employers can examine your general abilities, outlook, and values during an interview to make sure they align with the position and the organization’s mission. The following are some examples of typical general interview questions you might encounter when applying for a job that requires a security clearance:

Security clearance interview sample questions and answers

Reviewing sample questions and answers pertaining to fictitious situations can help you prepare for a security clearance interview and may help you land a job. Here are a few sample questions and possible responses to think about.

Did you attend any universities or training programs?

This inquiry enables an employer to comprehend how your particular education and training relate to the position. They might inquire as to what college or training program you attended or what particular skills you learned there that might be relevant to the job at hand. Consider the position and any necessary training or skills when composing your response, and try to tailor it to the needs of the hiring manager.

Example: “Before being discharged, I successfully completed marksmanship training and Marine boot camp.” I then went to the police academy and received my badge. After I graduated from high school in 2002, I joined the military, so I was unable to enroll in college. I gained knowledge of firearms and law enforcement gear as well as vital leadership and communication skills. “.

Interviews for Top Jobs at Trust for Public Land

Philanthropy Writer Interview


I applied online. I interviewed at Trust for Public Land (Los Angeles, CA) in Oct 2019


Three-part interview, 1( phone call with HR, 2) Call with hiring manager, 3) Zoom Panel interview with 3 TPL staff and HR member. The questions were straight forward but thoughtful, the staff was seemed focused, warm.

Interview Questions

  • What are your greatest assets and weaknesses, according to your friends?

Marketing Manager Interview


I applied online. I interviewed at Trust for Public Land in Aug 2021


I had a brief phone interview (15 minutes) and then never heard back. The interview went well but I wish they would have let me know that I didn’t move on in the interview process.

Interview Questions

  • What are your salary expectations?

Communications Interview


I applied online. The process took 5 months. I interviewed at Trust for Public Land in Feb 2020


Great phone conversation with head of HR – put the job in context and made me excited about the position and the organization. The phone interview with hiring manager went well and was told a decision would be made in the next day or so about next steps and someone would get in touch with me in the next two to three days. As mentioned by prior candidates – nobody got in touch even when I sent an email inquiring. It’s very disrespectful and does not speak well of the organization. You are leaving a bad taste in potential future employees, donors, volunteers, partner org staff members, etc. Especially when you “ghost” more senior professionals. A simple email update will do – doesn’t need to be a essay and doesn’t even need to be a phone call.

Interview Questions

  • routine questions

Consider each point in turn: -There must have been a reason to review passports Without knowing the specifics, it is hard to say. Some interviews require passport review. -asking about pay and implying you might be bribed is inappropriate -rarely ask about current financial ties other than a former partner or child’s parent (i e. child support) No need if former partner is deceased. Child services inquiries went off the rails once more, with the only justification for asking about support at age 18 being the presence of an employment record dating back to age 18. Whatever is listed on case papers is open to question. Although only seven years must be listed, many people go back to their birth dates (which is quite painful). -Not quite sure where the sexual history came into play. Not a question for the SF85P. -SF85P only ask for charges in 7 years. No need to list them. No need to discuss them. Certainly no need to provide any kind of documentation.

While talking about something that happened 20 years ago is fine, I unintentionally set off a chain reaction by disclosing my criminal charges. Just his line of questioning was questionable. What does my fiance’s (not my spouse) VA benefits, salary, or the fact that she took care of me when I was 18 or that she was my adult sexual partner have to do with the fact that my criminal history is all petty theft-related? I’ve worked for the government for nine years and have had interviews before, but this one felt the most intrusive and out of line.

Just try to understand. The investigation process is an evolving, ever changing process. There are investigators who have been doing this for a very long time, as well as new investigators who might not be familiar with the specifics of every case. It should not affect the outcome of your case. Even if there is too much information reported, it should still be accurate. Adjudicators can determine what is necessary and what is outside of their purview.

I considered the salary because I can understand his request, but he also wanted to know about their annual income, VA disability benefits, and AF retirement. The SF85P goes back 7 yrs. I’m not sure if anything related to my unemployment when I was 18—I’m 40 now. I believe it is because my charges were committed at that time. I only listed my charges—4 petty thefts in a year when I was 18—because I always do. However, he was more interested in what transpired in 1998 than anything from 2012 to 2019. Maybe he was impressed by my story.

Don’t gamble with your company’s investigation process. Learn about i-Sight software today

public trust interview questions

Expand on the who, what, where, when, why, and how of what happened during your HR investigation interviews. Posted by Ann Snook on March 14th, 2022.

It can cost your business money if you don’t ask the right interviewees the right questions.

In a recent wrongful dismissal lawsuit, a towing company was ordered to pay a fired employee nearly $20,000 in compensation. The witnesses they questioned during their workplace investigation were crucial to their decision to fire them, but the accounts varied during different interviews.

“Where this particular [employer] fell short was in the credibility of the witnesses that were put forward, particularly the witness to the conduct, who was inconsistent,” explains employment lawyer Ted Flett. “I think that proved to be highly problematic, as he was central for allegedly having observed the theft having taken place.”

Start by posing the sample HR investigation questions listed below during your interviews to ensure you are getting the most useful information. Use them as a starting point for the discussion and go over the essentials of what happened, but don’t stop there. The only way to discover the full truth is to ask the probing questions that follow from what is revealed during the conversation.

i-Sight software is a better way to manage investigations. Your investigations can be managed more effectively and consistently with i-Sight, a specialized investigative case management tool. To learn how users of i-Sight are reducing risk, increasing compliance, closing more cases, and saving time, request a demo.

No matter how ridiculous or improbable the reporter’s complaint may seem, it is crucial to take it seriously. Sometimes even the most beloved manager is a harasser, or a devoted worker is secretly stealing from the business.

Another justification for treating complaints seriously is to reassure both the complainant and others that the company will investigate and fairly evaluate their issues, no matter how minor. This fosters a culture of speaking up and raises the likelihood that others will do the same in the future.

By resolving issues early on and before they have a chance to become more serious, you’ll also lower your risk of lawsuits and fines.

No matter what kind of incident you are looking into, speak with the victim/reporter/complainant first. This will enable you to learn more information about the complaint, allowing you to focus your investigation.

The reporter can also provide the names of potential witnesses that can help with your investigation, according to SHRM.

Your main goal is to learn the who, what, where, when, why, and how of the incident during the reporter’s interview. Ask them to provide as many details as possible.

Don’t push too hard, though, especially if the reporter is experiencing harassment, discrimination, or other forms of abuse. They might become overwhelmed or distraught recalling the events.

Read their body language and tone. Offer to stop or continue on another day if they start to feel tense or shut down. Be compassionate without adopting a bias toward the reporter. Also, point them in the direction of any mental health resources your company offers, like an EAP.

Ask the reporter the following questions about the HR investigation:

  • What happened? Be as specific as possible.
  • What was the date, time, and duration of the incident or behavior?
  • How many times did this happen, that you’re aware of?
  • Where did it happen?
  • How did it happen?
  • Did anyone else see it happen? Who? What did they say and/or do in response?
  • Was there physical contact? Describe it. Demonstrate it.
  • What did you do in response to the incident or behavior?
  • What did you say in response to the incident or behavior?
  • How did the subject of the allegation react to your response?
  • Did you report the incident to your or another manager? Who? When? What they say and/or do?
  • Did you tell any other employees about the incident or behavior? Who? What did they say and/or do?
  • Do you know whether the subject of the allegation has been involved in any other incidents?
  • Do you know why the incident or behavior occurred?
  • Do you know anyone else who can shed light on this incident?
  • Has this affected you and/or your work? If so, how?
  • Do you have any physical evidence of the incident you can share (e.g. emails, notes, etc.)
  • How would you like us to address/resolve this situation?
  • Is there anything else you want to tell me about the issue?
  • Interviewing witnesses comes next after speaking with the complaint’s author.

    Witnesses can shed light on some of the details that the reporter may not have been able or willing to provide and help to confirm or deny the reporter’s account of what occurred.

    Of course, those who actually witnessed or heard the incident make for the most compelling witnesses. However, witnesses can also be people who heard about the incident from other people who saw it, people the reporter told about it after it happened, or anyone else the reporter mentions who might know more about the situation.

    Consider speaking with witnesses from those cases as well if the complaint’s subject was involved in other incidents, especially ones that are comparable to the one you’re currently looking into.

    Some witnesses might be hesitant to cooperate. If they were complicit or involved in the incident, they might want to shield a friend or avoid drawing attention to themselves.

    Assure them of their safety and that your investigation will benefit greatly from their feedback. Stress the “no retaliation” policy of your business and pledge to maintain the account’s confidentiality.

    You can get the most pertinent information from your witnesses by using the following HR investigation questions:

  • What did you witness? Provide as many details as you can.
  • What was the date, time, and duration of the incident or behavior you witnessed?
  • Where did it happen?
  • Who was involved?
  • What did each person do and say?
  • Did anyone else see it happen? Who?
  • What did you do after witnessing the incident or behavior?
  • Did you say anything to the parties involved in response to what you witnessed?
  • How did the complainant and the subject of the allegation react to your response?
  • Did you report this to anyone in management? To whom? When? What they say and/or do?
  • Did you tell any other employees about the incident? Who?
  • Do you know why the incident occurred?
  • Do you have physical evidence of the incident you can share?
  • Do you know anyone else who can shed light on this incident?
  • Is there anything else you want to tell me that I haven’t asked you?
  • Finally, interview the person accused of the incident or behavior. This could be the most difficult and delicate interview you ever conduct.

    Before you attend this crucial interview, you’ve heard the accounts of everyone else involved in the incident, and it can be difficult to resist forming an opinion. However, it’s crucial that you maintain an open mind to prevent drawing conclusions based solely on what you’ve already heard.

    Keep in mind that the only goal of speaking with the accused employee is to learn the truth. At this time, you shouldn’t try to make any decisions or judgments.

    When you tell the person what they are accused of, they might respond in a number of unsettling ways. They could shut down and refuse to cooperate. They might lash out, becoming verbally or physically violent.

    Stay safe and avoid accusations of coercion or wrongful dismissal by having two investigators in the room, if possible. Recording the interview can also help prevent negative consequences. Check this list to see if your state requires the accused to agree to recording or if you can make the decision on your own.

    Here’s what to ask the accused person:

  • What happened? Provide as many details as possible.
  • If the subject denies that the incident occurred, ask:

  • Is there any reason anyone would invent or lie about the incident?
  • Where were you on the date and time the alleged incident occurred?
  • Do you have any witnesses who can corroborate your whereabouts at the time of the incident?
  • If the subject doesn’t deny that the incident occurred, ask:

  • When (date and time) and where did this happen?
  • What were the circumstances leading up to the incident?
  • Was anyone else was involved?
  • What is your connection to the complainant?
  • Are you aware of any other complaints by this person?
  • Recount the dialogue that occurred as best as you can remember.
  • What did the complainant do or say?
  • Is there any evidence (e.g. emails, notes, messages) to support your account of what happened?
  • Is there anyone else we should talk to who had knowledge of the incident or the circumstances surrounding it?
  • Have you talked to anyone about the incident? Who? What did you tell them?
  • Download this free eBook to learn how to better recognize deception and its various manifestations.

    This week, I have a phone interview for tier 2 public trust. i am SO nervous. He seemed friendly enough and said nothing other than a “30 minute clearance interview.” I don’t have any debt, my father is from another country, I’ve moved a lot in the last seven years, especially between the ages of 18 and 22, and I’ve had a lot of jobs, many of which I quit or didn’t give notice at. i also have done lsd and weed in the past. The employers who got in touch with me and said they’d been contacted left me with nothing but positive feedback. I’m not sure what to anticipate; what will they inquire about?


    What disqualifies you from a public trust clearance?

    Although lying about your employment history, education, drug use, or other details won’t necessarily jeopardize your public standing, it will result in your clearance being denied. And keep in mind that adverse decisions roll down hill.

    What do they check for public trust clearance?

    Depending on factors like how sensitive and dangerous the role is, a public trust clearance check’s precise nature will change. However, the majority of people can anticipate a thorough examination of their employment history, a look at their housing and education, as well as a thorough personal information questionnaire.

    How long does it take to get a public trust interview?

    You have been misinformed regarding the length of the public trust clearance procedure. Depending on the level, complexity, backlog, and priority, public trust investigations can take anywhere from six months to more than a year.

    What questions do background investigators ask?

    Investigators looking into a candidate’s background might enquire about their relationships or work history. You could also look into other attributes like honesty, integrity, precision, or punctuality.

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