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Can you tell me about he Consultant Medical Interview Process?

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An introduction into the interview process, how it works, what are its aims. How the interview starts at the pre interview visit.
Interview Overview

Interview Overview

After submitting your application the shortlisting process occurs.  During this process each candidate is assessed according to the person specification that was published with the job advert.  Essential and desired criteria are awarded points with varying degrees of importance.  Each candidates application is therefore scored in each of the areas looking for your skills, knowledge and attributes.  The score is allocated by each member of the appointments advisory committee and averaged so that the candidates may be ranked.  This process is used so that the cream of the applicants can be separated from the rest. These candidates form the short list and are invited for interview.

This process normally takes in the region of 3 to 4 weeks.  You will be informed by the Human Resources department of your invitation to attend interview by either telephone, email or post.
Candidates must be aware that there is normally very little time between the publication of the short list and the interview process itself.  Normally it is released a week before the interview which gives candidates approximately 10 days to prepare for the interview itself.  Dont forget that during this 10 day period you will also have to make appointments to see the Chief Executive , Medical Director and Clinical Director and       also provide your normal clinical duties at work.  This leaves very little time to prepare for your interview.  Ideally this preparation should have been done prior to being invited for interview.

What are the interviewers objectives?

Generally their objectives are:-

• To find the most suitable person

• Look for the skills that are required for the job

• To assess your previous achievements

• To assess socially how you might fit into the department and the Trusts

• To encourage you to express yourself fully giving your own opinions good or bad

• Portray the job and organisation in the best possible light

A substantive consultant appointment is a significant move for the Trust.  Historically consultant appointments are for life and therefore successful candidates may have 30 years of employment with the Trust.  It is vitally important that the AAC panel appoints the right person as they will be in a tricky position if they appoint someone who cannot do the job or gives indications at the interview that there may be extra baggage.  If this is the case or if there is any doubt by the AAC panel that none of the interviewed candidates can provide the services and portray themselves in a positive light, no candidates will be offered the post.

The  Advisory Appointments Committee

The Advisory Appointments Committee is a statutory instrument laid down in the National Health Service regulations published in 1996.  Its function is transparent and to assess equally each of the invited candidates.  Legally in represents the Trust but also external interests.  Membership of the AAC includes the following people:-

• The Chief Executive

• Medical Director

• Royal College representative

• Chairperson (a lay member usually the Non Executive Director)

• Clinical Director

• Consultant colleague

• University Representative (usually if there is a teaching or research component to the job.)

Each member of the panel will follow a structured process whereby they ask questions for approximately 5 to 10 minutes.  The questions will have been decided before the interview and should be put to every candidate.  This should be the foundation for a level playing field.  If you look at the dynamics of the AAC there are normally two external members.  One being the Royal College representative who is normally a consultant in the speciality that the advertised job is for and secondly the university representative who may not be from the department.  There will also be dynamics between the management appointments (Chief Executive and Medical Director) and the department which is represented by the Clinical Director and the consultant colleague.

On a simple note the department will be trying to impress the management who in turn will be trying display the Trust in a positive light to the two external representatives.This is where the consultant medical interview becomes a difficult process.  If the candidate does not understand the dynamics of the committee they may not answer the questions appropriately in order to keep the general body of the AAC panel happy.

Commonly there is a conflict between management and clinicians.  Management may be interested in cost effectiveness and turnover which naturally is not compatible with the clinicians vision for delivering a high quality service.  Therefore candidates should balance their answers so that they are aware of this potential conflict in order to keep both sides of the equation happy.

Download the 112 page guide to the NHS Consultant Interview process containing great tips, questions and our full guide. Included in this guide are nearly a hundred essential documents on the NHS structure and governance.