What do APC assessors look for?

The Assessment of Professional Competence (APC) assessment can be an intense experience, especially if candidates have not followed the relevant pathway and guides correctly.

As an APC assessor, I want to share some useful tips for candidates on the best ways to prepare for their final assessment interview.

So what type of information and answers are assessors looking for from candidates?

There are 22 pathways available to obtain RICS membership and RICS offers various routes depending on a candidate's background, experience and qualifications, such as MRICS or AssocRICS.

For example, I primarily assess candidates in the Valuation pathway. 

The pathway guides provide essential, step-by-step instructions for candidates aiming for RICS membership, covering APC (chartered), associate (AssocRICS) and academic routes.

The pathway guides detail requirements for enrolling for the APC, recording experience and continued professional development (CPD) via the RICS assessment platform, finding a counsellor and preparing for ethics and professionalism modules and your final assessment interview.

In addition, candidates must understand and familiarise themselves with the professional requirements of their pathway.

If in doubt, candidates should seek feedback and guidance from relevant professionals and their APC counsellors and supervisors.

The APC assessment interview lasts one hour and is primarily conducted online.

You can make this time a lasting memory of your professional success if you prepare well and know your case study and summary of experience thoroughly.

After the initial welcome and introduction by the chair and two assessors, the candidate is given ten minutes to present their chosen case study followed by questions on the presentation. The questions-and-answers section also lasts approximately ten minutes.

The two assessors then cover experience and technical competency questions. This section of the interview generally lasts 30 minutes.

Mandatory competencies, including RICS ethics, rules of conduct and professionalism are covered by the chair in approximately ten minutes.

The last couple of minutes of the interview are used to summarise the assessment and to provide the candidate with an opportunity to revisit any questions they may have struggled to answer.

This hands‑on practice is essential for developing the competence required for assessment. The practical training will differ from firm to firm, subject to the pathway chosen and competencies selected within that pathway.

Preparation for APC qualification starts from the moment a candidate enrols. Let's begin with the mandatory competencies, which can be overwhelming and feel like a test of memory. 

When candidates connect their day‑to‑day work with their APC journey, however, the process becomes second nature.

The mandatory competencies are mostly assessed at Level 1 (knowledge and understanding), while some competencies such as health and safety, client care, communication and negotiation are tested at Level 2 (application of knowledge).

RICS' Rules of Conduct and professionalism are assessed at Level 3. It is vital for candidates to understand the requirements of each level and the differences according to the advice provided.

If candidates claim in their submission to have in-depth knowledge or understanding of any listed competency, they should be ready to demonstrate this and explain their understanding in more detail.

Assessors ask questions to ensure candidates genuinely understand the required competencies.

They are interested in helping well-prepared candidates to join the profession. 

If candidates can show awareness of the most recent legislative and professional changes and updates, that provides evidence that they have prepared and researched well.

For example, RICS recently introduced a professional standard about the responsible use of artificial intelligence in surveying. A question on this change would be a typical Level 1 assessor question. 

Moreover, the UK government recently introduced Pubs and Live Music Venues Relief for 2026 and 2027 for business rate payers.

This would constitute Level 1 knowledge for practitioners in the UK. However, awareness of current global topics is also recommended.

Candidates would do well to refresh their knowledge of their chosen pathway by reading relevant industry publications related to their chosen RICS pathway.

A typical Level 2 question is how the five valuation methods are applied. It is vital that candidates have a full understanding of each method and how and when to apply them for the Valuation pathway.  

Assessors begin their questioning at Level 3 and use questioning levels to gauge how well a candidate understands a competency.

The levels mirror the competency structure (Levels 1, 2 and 3), but core and optional questions are asked at Level 3 because this is the level where candidates must demonstrate application, judgement and professional responsibility.

I cannot stress enough the importance of practice, as without this there will be gaps in candidates' knowledge, judgement and confidence.

Taking part in mock interviews will make it easier to answer questions on candidates' summary of experience during the assessment and case study presentation.

Assessors like to hear a story that incorporates visuals and is easy to follow. A maximum of ten presentation slides should be used.

The presentation should include a photo of the subject property so the assessors can visualise the case study.

Candidates should then outline the key steps taken, such as the initial review, inspection, collation of comparable evidence, valuation, advice and the key element that enabled an effective conclusion.

Assessors look for a clear, confident and structured presentation that is easy to follow. The chair times this part of the interview, so it is key for candidates to practise and ensure that they use no more than the allotted ten minutes.

I recommend presenting the case study to as many people as possible before the assessment to build your confidence, seeking feedback and making any improvements that may be required.

It is okay to be nervous, but if candidates have put time and effort into practising, their delivery will be more confident and this will be clear to the assessors.

The case study must show that candidates have achieved the required competence level in their chosen pathway. Therefore, they must demonstrate ownership of their work and the conclusion reached in a professional manner.

Assessors look for reflections and analysis from candidates that link their case study to the required competencies.

Candidates must therefore ensure that their presentation is clear and compelling. The first slides – the introduction, purpose and inspection – can be covered in the first two to three minutes.

In the next few minutes – typically between three and seven minutes into the presentation – candidates should demonstrate the skills and experience they have gained by applying the appropriate practical methodologies required for their chosen pathway.

This includes presenting valuation methods, evidence and approaches, and leading to a well‑reasoned conclusion that clearly links back to the competencies they have achieved.

Candidates should use the last few minutes of their presentation to demonstrate their achievements and to analyse their reflections.

The chair covers the ethics competency component towards the end of the assessment.

Assessors start this section of the interview by asking questions about the highest level of competence.

I would recommend that candidates provide two to three examples for Level 2 questions and three examples for Level 3 competencies.

It is vital for candidates to practise giving structured answers. Therefore, they will need to familiarise themselves with APC questions and answers from the start of their preparation.

A well-structured answer is easy to follow and helps assessors to reward candidates when assessing for different competencies.

Candidates should ensure that their APC supervisors and counsellors have helped them to reach the correct level of competence through their APC journey by assessing their progress regularly and providing feedback.

I recommend that APC supervisors and counsellors use APC-style questions and answers to help candidates build their confidence and knowledge, e.g. RICS Online Academy where candidates can practise APC-style questions and answers.

Assessors look for a well-rehearsed Level 3 response that should cover the following points.  

• Did you consider any possible conflicts of interest?
• What was the purpose of your case study?
• How did you approach your case study?  
• What process did you follow in your case study?  
• How did you arrive at a conclusion or agreement? 

It is important for APC candidates to know their limits and not to overstep the boundaries of their experience and expertise. This showcases that they are competent and trustworthy professionals.

Candidates should also be aware that if they are unsure of an answer during the interview, it is acceptable to ask to come back to a question later. 

The chair will note this request and return to the outstanding question before closing the interview.

At that point, candidates will have a brief opportunity to provide their response or add any clarification that they wish to offer.

Moreover, candidates must ensure that all information included in their submission is relevant to their chosen pathway and summary of experience. 

Candidates should remember that their CPD submissions must be relevant to their chosen pathway. Any learning activity included should clearly support their professional development in that area. 

For example, a residential valuation surveyor listing attendance at an RICS Quantity Surveying Annual Conference would not be considered relevant CPD for their pathway.

In my experience as an assessor, I regularly see candidates covering large amounts of activity and learning, but in completely unrelated areas to their competency.

They are then unable to recall what they have done during their training when tested.

An assessor can ask questions outside of your summary of experience if your given examples are not reaching the required level of competence.

Therefore, it is essential to include a summary of experience that will help you reach the competence level during the assessment.

The one-hour interview provides candidates with the opportunity to showcase their years of hard work to qualify as a chartered surveyor.