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After your pre-interview visit you’ve reconfirmed your desire for this job, and the day of the interview approaches.<\/p>\nAfter your pre-interview visit you’ve reconfirmed your desire for this job, and the day of the interview approaches.<\/p>\n
The interview process is fairly standardised around the UK, since the NHS has very strict standards about how to appoint consultants.\u00a0 (1, 2, 3)\u00a0 This will obviously differ across the world, but the basic principles should be similar.<\/p>\n
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Technically speaking it isn\u2019t an interview panel \u2013 it\u2019s an appointments advisory board, whose job is to advise the trust board on an appointment.\u00a0 But since you\u2019ll think of it as an interview panel, and for all intents and purposes it is, then we\u2019ll refer to it as such.\u00a0<\/p>\n
The panel members will ask questions in roughly the following order.\u00a0 We can\u2019t give you the questions or the answers, but we can hint at what they might be interested in.<\/p>\n
This person determines, on behalf of the relevant college, whether or not you are technically appointable to the post. \u00a0This will therefore be in the form of a description of your training, achievement of your certificate of specialist training, and other aspects.<\/p>\n
Note that this person can only say if you can or cannot be appointed; they do not have an actual vote, and their role is strictly advisory.<\/p>\n
This person will look into any research or teaching aspects of your application.\u00a0 Their questioning will obviously depend on the particular requirements of the post.<\/p>\n
There may be more than one member of the team that you are applying to join.\u00a0 They may ask clinical questions \u2013 usually involving complex situations with patients and families \u2013 or questions which seek to demonstrate how your appointment might compliment the other skills in the team, and how you\u2019ll fit into that team.<\/p>\n
The clinical director is most likely to be interested in how you will help them solve some of the problems that the team may face in the future.\u00a0 This is likely to include questions about leadership roles and management experience.<\/p>\n
The medical director will be keen to ensure that your appointment enhances the consultant body, and that you will be an asset to the organisation.\u00a0 If you consider this a different way, if you end up in difficulty with the GMC or with any other disciplinary action, it will be this person who has to do a huge amount of work.\u00a0 In addition, the medical director may ask questions which explore that you\u2019ve read the relevant Department of Health documents, or other high impact reports \u2013 for example, the outcomes of major enquiries.<\/p>\n
The chief executive will be interested in your advanced skills in terms of your understanding of management, strategy, service development, and in general how you will fit into the trust.<\/p>\n
It\u2019s fairly unusual for this person to ask questions, but they may wish to clarify answers you\u2019ve already given.<\/p>\n
The Lay Chair can be independent, or may be a non executive director of the trust.\u00a0 This person has to ensure that good interview practice is adhered to, and will be responsible for the overall running of the interview.\u00a0 They will often want to ask a closing question, which can be very broad; they will invite you to ask questions and will close the interview by explaining the next steps.<\/p>\n
Although all NHS trusts will use a panel like this, many trusts are also using other selection methods, including<\/p>\n
1.\u00a0\u00a0\u00a0\u00a0\u00a0 Carousel interviews.\u00a0 In this format you move through a series of interview stations and are interviewed by other members of the team.\u00a0 This might include nurses and other members of the multidisciplinary team, children and young people, GPs and managers.<\/p>\n
2.\u00a0\u00a0\u00a0\u00a0\u00a0 Group exercises.\u00a0 We\u2019ve heard of one trust which puts all the candidates together and they have to work as a group to solve a difficult problem, like pressures on waiting lists.<\/p>\n
3.\u00a0\u00a0\u00a0\u00a0\u00a0 Presentations \u2013 see comments above, but above all don\u2019t over run.<\/p>\n
4.\u00a0\u00a0\u00a0\u00a0\u00a0 Psychometric tests.<\/p>\n
While all this sounds scary, it is worth remembering that this is standard process for most senior NHS managers, many of whom will only be in post for two or three years, and most of whom will be paid less than you.<\/p>\n
Our next post will catch up with a few things you might still be worrying about …<\/p>\n