Training for Service Users for Participation in Interview Panels CAMHS Beds & Luton Training for Service Users for Participation in Interview Panels

Introductions & Ice Breaker Name What is your dream job? Have you ever had an interview? If so, what was good about it and was there anything that didn’t go well?

Aim of today’s training To gain knowledge of the interview process To understand job descriptions and person specifications To learn how to make a fair decision when choosing which candidate gets the job To be able to identify the qualities of a good interview and a good interviewee

Why we want YOU involved We need you to be happy with the people CAMHS employ to work with young people We value your opinions and want you to help us decide on the best person for the job It’s a fantastic opportunity to learn new skills & add them to your CV We will be able to see how each candidate engages with you in their interview

Deciding on the best person for the job What do you think would make a candidate look good in an interview?

Creating a Good Impression Dressed appropriately and as if they have made an effort Carried out research on the role and the Trust Asking relevant questions Acting professionally Engaging with the young person on the panel

Making a Bad Impression What do you think might create a bad impression during an interview?

Making a Bad Impression Turning up late Being overconfident Focussing on the professionals and ignoring the young person Being underprepared Too nervous Poor body language Phone ringing Not answering the questions

What would your ideal CAMHS worker be like? Understands the needs of young people & is passionate about helping them Is trustworthy & non-judgemental Is approachable & accessible Is motivated Is able to engage with young people on their level Has an understanding about poor mental health & the issues facing young people in today’s society What would your ideal CAMHS worker be like?

Equality & Diversity What would your definition of EQUALITY be?

EQUALITY Equality is about ensuring that everyone has the same opportunity to make the most of their lives. It is believing that no-one should have poorer life chances because of where they were born, what they believe in, whether they have a disability or who they are.

Equality & Diversity What do you think the word PREJUDICE means?

PREJUDICE Prejudice means judging somebody or having an idea about them before you actually know anything about them

Equality & Diversity What would your definition of DISCRIMINATION be?

DISCRIMINATION Discrimination is treating a person differently – either negatively or positively – because of a characteristic rather than assessing them as an individual

EQUALITY Act The Equality Act brings together all the legal requirements on equality that employers need to follow. There are 9 “protected characteristics” we need to consider What do you think these could be?

Protected Characteristics Disability Marriage or Civil Partnership Race Age Sex (gender) Religion or belief Sexual Orientation Gender Reassignment Pregnancy/maternity

Interview Scenarios Do you think it is ok to ask a woman in an interview whether she wants to have children? Can you ask someone about their religious beliefs or sexuality during an interview?

Job Description What information do you think is included in a job description? What do you think it is used for?

A job description is used to sell the job to people Job Title Salary Band Duties & Responsibilities Location & Department Who you are responsible/accountable to The purpose of the role Key relationships A job description is used to sell the job to people

Person Specification What information do you think is included in the Person Specification? What do you think it is used for?

Person Specification Tells you the qualifications that are required Lists the skills & knowledge needed to carry out the role effectively Details the experience they need to have to apply The Job Specification helps people to decide whether they have the necessary skills required to apply for the job

Confidentiality What do you think we mean by confidentiality? What has confidentiality got to do with the interview process? Who do you think you can talk to about the candidates?

What Makes a Good Interview? The aim of an interview is to decide whether the candidate has the necessary skills to do the job well It should be fair - all candidates must be asked the same questions Candidates should be treated with respect Questions should be clear and can be rephrased or repeated if necessary The candidate should be given the option to ask questions A good interviewer allows the candidate to speak for 70% of the time Interviewers should be well prepared, provide a good introduction, put people at ease and use positive body language

The Interview Panel The panel will normally be made up of 2 professionals and a service user depending on the seniority of the role The panel will normally be lead by the Clinical Group Manager The panel must be the same for each interview You will be able to choose/write 2 questions to ask There should be a gap after each interview to give time for the panel to discuss their thoughts on the candidate The schedule of interviews can range from 1 hour to all day

Do’s & Don’ts DO welcome the candidate & introduce yourself DO listen while the candidate is talking & use positive body language including eye contact DO make notes that you can refer back to. These notes will be forwarded to our HR Dept so please ensure comments are appropriate DO speak clearly and repeat questions if necessary DO make sure you have your mobile switched to silent DO act professionally but be yourself!! DON’T interrupt while others are talking

Who Gets The Job? After each interview you will have the opportunity to give your feedback about the candidate & share your score At the end of all the interviews you will discuss with the panel who you have scored the highest and who you think is the most suitable candidate for the job Don’t be afraid to express your opinion but give reasons to back up your thoughts rather than just saying “I really like them/I don’t like them” All opinions will be considered & a decision will be made as to who should be appointed – if anyone!

What Happens Next? The panel lead will contact the successful candidate to offer them the job. Hopefully they will accept the position The unsuccessful candidates will be contacted and offered constructive feedback if requested (verbal or written) We will confirm to you whether or not the candidate has accepted the job References will be applied for from a current employer as well as a previous A DBS check will be carried out to ensure the candidate is suitable for the role

Thank You!! If you have any feedback regarding this training or ideas for improvement please feel free to discuss now