ACES Terrier - Running an RICS APC E-Mock Interview
- 22 hours ago
- 6 min read
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Many thanks go to the ACES Terrier for publishing the original text of this article. It is reproduced here for ease of access - please visit the ACES website to read more of their fantastic content. If you work in the public sector, then please also consider joining ACES (and FACES, the early careers stage sector of ACES).
In my last ACES article, I wrote about the power of mentorship and how the current generation of Chartered Surveyors can help the next generation to get qualified.
As an APC counsellor, supervisor or mentor, it’s likely that you will want to (or be asked to) provide an e-mock interview to your candidate(s). This is an essential part of an APC candidate’s journey to becoming MRICS and provides a realistic test of how they will perform in the real thing. This article tells you all you need to deliver a fantastic e-mock interview experience!
Official APC interviews are conducted online by RICS, using Microsoft Teams. On this basis, we recommend that e-mock interviews are also conduct using Teams to that you can provide candidates with accurate feedback on their performance using the same platform. If you have the opportunity to provide your candidate with more than one e-mock interview, perhaps do one in person and then the second or final interview online.
It is easy to run a solo chaired and assessed e-mock. If possible, however, you should bring in colleagues to perform the three key roles of chair, assessor 1 and assessor 2. The script and roles that each of you will follow will depend on if you have a ‘solo’ panel or a panel of three.
Either way, you should follow the official RICS script and interview structure to simulate what the candidate will experience in the real thing.
We recommend that all APC counsellor, supervisor or mentor undertake the RICS Assessor training (providing that you have the time to commit to providing real life assessments for RICS). This will provide you with the best possible insight into how the interview process works and best practice for assessors. You can also undertake your chair training and further assessor training for the other APC routes, such as SPA and Specialist.
The interview must last for exactly 60 minutes – no less and no more, unless the candidate has any access arrangements or special considerations where additional time may be allowed by RICS.
We have reproduced below the structure that you must follow when providing an e-mock interview (RICS, 2025):
Time frame | Interview structure |
Pre interview | Introduction & welcome |
[Time not part of the interview] |
|
10 mins | Candidate presentation |
| |
10 mins | Questions on presentation |
| |
30 mins | Discussion on overall experience including CPD, technical competencies, mandatory competencies |
| |
8 mins | Professional and technical matters, CPD, Rules of Conduct |
| |
2 mins | Close interview |
|
We recommend booking a two hour slot when providing an e-mock interview to a candidate; 20m for the welcome, 60m for the interview and then 40m at the end for feedback. We recommend following up the interview with a written feedback report – the RICS have a template you can download here.
If you feel comfortable to do so, then you may wish to allow your candidate to record the interview so that you can review sections with them. This could include their verbal responses and use of body language.
Preparation is essential to provide an effective e-mock interview. This includes reviewing the candidate’s submission and preparing areas of questioning or focus. We do not recommend having a stringent list of questions that you will ask, as the questioning will take it’s own path once you get started.
However, some cues and ‘starting’ questions will help you to structure the interview effectively. Try to avoid just reading out questions – the candidate’s answer will often provide areas to ask follow on questions and explore their advice (level 3), actions (level 2) or knowledge (level 1) further.
And, to conclude, some advice on best practice when delivering your e-mock interview:
Base all the questions on the candidate’s declared competencies and experience. You should not question the candidate on competencies outside of those that they have declared.
Start your questioning at the highest level that the candidate has declared.
Base your questions on the candidates examples – do not ask hypothetical questions or questions outside of the experience declared by the candidate. You may need to ask wider questions if the candidate has not written about specific examples or if the examples provided are not relevant to the competency requirements.
Do not use ‘stock’ questions or focus your questioning on level 1 (if a higher level has been declared).
If a candidate does not reach the highest level declared, then you can work down the competencies to assess their competence. Don’t just ask ‘stock’ level 1 questions where there is a higher level to start at and the candidate has provided relevant, specific examples.
Do not exceed the 60 minute timeframe – within this, you must cover the breadth and depth of the declared competencies and entire submission elements.
If a candidate doesn’t reach the required level, despite sufficient questioning to provide them with the opportunity to do so – don’t dwell on it and move on. Time is generally not on your side!
Do not give any indication of whether a response is right or wrong – a simple thank you, or okay, is fine and you can then move onto the next competency.
You can tell the candidate which competency you are questioning them, but do not tell them the level that they are being questioned on. That said, asking about specific examples may give this away in any case!
Make ample notes as you go to allow you to provide feedback to your candidate.
Finally, good luck – the more practice you have in providing e-mock interviews and assessing official interviews, the better assessor and counsellor (or supervisor) you will become. Like everything, it is a skill – the best assessors provide a constructive and positive environment for candidates to succeed within.
We are not here to be gatekeepers or ‘examiners’ – we are here to facilitate an environment whereby candidates can demonstrate their competence and advice. Assessing can be nerve wracking, and your candidate will no doubt be nervous too – so be kind to yourself and your candidate, and work with them to provide a fair and equitable outcome.
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N.b. Nothing in this article constitutes legal, professional or financial advice.