Applying for Specialty training How to do it, what to expect

Learning outcomes You will: Understand the processes and timescales for specialty applications Be able to refine your CV and complete competency-based applications Recognise the range of selection methods which you may encounter Know how to prepare and present yourself professionally at interview

Things to pin down Am I applying in Round 1 or later? Is specialty more important than location or vice versa? What about any dual career issues – who takes priority? Core or run-through programme? Am I ready/good enough? Where can I explore for longer? What is my 1st, 2nd, 3rd choice? What is my Plan B? Should I go abroad now or during specialty training? If I go now, how will I keep in touch?

Myths about specialty applications You only get one chance a year to apply for specialty training Working in a fixed term specialty post or locum will count against me in the future Once in a specialty it is well nigh impossible to change Applications to change specialty will be unfavourably viewed later on If I apply to more than one specialty the others will find out If a consultant expresses a view on a career route it is the absolute truth

What’s happening in 2011-12? Application and interviews will be even earlier! Posts advertised for 4 weeks, applications during 2 weeks All processes national and on-line; WCAT the exception Can apply to unlimited specialties but not unlimited locations – check each specialty Fewer posts in England/Wales this year – expect tougher competition Expect one or two interviews per specialty Some specialties will run clearing, others will rely on Round 2/3 to fill remaining posts Once accepted, out of the process for that round (If national offers system goes ahead)

Key dates (indicative) Adverts during November- see NHS Jobs and BMJ website for Wales Applications from 12th November (check for variation between specialties) GP from 14th Nov with MMT in w/c 14 January 2011 Round 1 offers all out by 9th March 2011, from 9th for GP Round 1 acceptances by mid March There will be a new round opening after this Check individual specialties for clearing dates

Indicative Posts in Wales NATIONAL Core Surgical Training CT1 (c30) Paediatrics ST1 (c25) Core Medical Training CT1 (c65) Obs & Gynae ST1 (c14) Core Psychiatry Training CT1 (c25) Public Health Medicine ST1 (c2) Anaesthetics CT1 (c24) Radiology ST1 (c5) ACCS CT1 (c16) Histopathology ST1 (c5) Medical Microbiology/Virology ST1(tbc) General Practice ST1 ( c121) Plus Ophthalmology ST1 (c2 plus possible FTSTA1) It is likely that CT2 posts will be recruited to locally but NOT CT1

Information for applicants www.mmc.nhs.uk for Applicant Guidelines, Person Specs, comp ratios (from early Nov) Lead Deaneries and Royal College websites www.specialty.walesdeanery.org for all Specialty Training Wales information. Enquiries to stjobs@cardiff.ac.uk www.walesthesmartchoice.co.uk – quick links to GP and ST recruitment in Wales and to specialty video clips http://www.gprecruitment.org.uk for GP The Gold Guide (how training works, TOOP, LTFT etc)

Other planning resources Our e-learning module on PLATO: http://www.mle.wales.nhs.uk/login/signup.php http://www.medicalcareers.nhs.uk/career_planning/plan_implementation.aspx Where to look Application tips Practice Interview questions Also BMJ Careers and BMA

Competition ratios – a word of warning! Numbers look an attractive way of planning or justifying decisions BUT Still no common way of collecting/presenting data Posts are based on NHS service need; this changes from year to year The recruitment process has changed so much that the previous year’s data is incomparable to current year Using ratios to determine choice is like driving whilst looking in the rear view mirror Try http://www.cfwi.org.uk

Specialty Applications They focus on information selectors rather than what you think you’d like to provide They take longer than you think to complete Competency questions are key to shortlisting decisions Accuracy and attention to detail are essential On-line applications should be completed in more than one sitting; and checked before you send Many applicants wait until the last minute to submit, for no good reason, then some miss the deadline – so hit “send” well before the closing date!

Presenting your Evidence Where there are defined sections for you to present information, check for word counts; draft first. Think about specific examples to showcase personal skills e.g. teamwork, communication, ethics Vary your examples to match specialty When giving examples, think STAR (Situation, Task, Action, Result) to structure your response Describe not just on an experience, but what you learnt from it

Key Points for your CV Have a summary version for portfolio (2 -3 pages) Good layout important; get the most relevant information on early pages Different versions for different specialities This is an advertisement for YOU! Ensure your CV does not contain any Patient Identifiable Data

Medical CVs can include: Personal details: Career plan: your career aim how this job will fit into the plan Professional qualifications: usually in reverse chronological order Education: mention prizes, distinctions, electives, special study assignments Professional expertise: Include job title and location Practical skills: Summarise specialty experience and also technical skills Additional courses Research: plus any related publications and presentations Teaching: to who and in what topics Audit: include your role, the outcome and quantifiable improvements Management/Organisational roles: include roles outside work Other relevant skills: You can mention language and particular IT skills Interests: Include a couple of your interests that add value to your application Referees: At least two and make sure that you have asked them first

Speciality Selection Selection Centres involve: Several stations, 10-15 mins each (3 or 4 the norm) Assessment on a number of dimensions (e.g. clinical, communications, career) A range of assessment techniques A number of assessors or observers Multiple candidates, parallel activities Structured/formal environment Often interviewed by people you will never work with: completely impartial Standardised scoring system against nationally agreed criteria

Specialty Selection Stations Could include: CV/Portfolio Clinical interview/case Patient role-play/communication scenario Incident management Structured interview/scenario-based Presentation Watch the streamed DVD in the E learning module to see what happens

GP Selection Selection Centres involve: Longer stations, up to 30 mins Also includes written and group work Half day See: http://www.gprecruitment.org.uk/recruitment/assessment_process.htm

First Impressions In the first 5 minutes of an interview you will convey information by: 55% - body language 38% - tone and pace of voice 7% - the words you say

What does a Panel want to know about you? There are four basic questions : Why have you applied for this job/speciality? What can you do for us? (what skills, knowledge, intellectual ability can you offer?) What kind of person are you? (what are your attitudes, values, motivation levels? Do you have the ability to get on with others, work in a team?) What distinguishes you from all the other applications?

Case Study Interviews Hints: Make sure you spend enough time looking at the information before you indicate you are ready Be aware that some of the information will be less relevant; focus on key facts Ensure that you make definite recommendations, don’t be vague and don’t be afraid of saying you don’t know or would refer to a senior

Presentations Hints: Make sure your presentation has a clear structure to it. Introduce it by explaining what you will be covering, deliver the talk and then summarise your main points. Keep it simple, avoid lots of pages/slides, use diagrams Speak clearly and stick to the time limit.

Patient Communication Sometimes explicit (e.g. an actor) sometimes implicit (e.g. explain to the panel what you’d say to a patient) Don’t overact – try to appear realistic Think about soft skills e.g. showing empathy, giving bad news, directing a treatment plan, handling emotion or resistance Show listening skills as well as talking skills.

Applicant etiquette If you decide not to attend or to withdraw from an interview, please notify the recruiters Be on standby – you may receive an interview invitation at short notice if applicants have declined to attend Arrive with all requested documents and your portfolio Schedules on the day can be unpredictable, so arrive in plenty of time in case you can have an earlier slot, or take water/snacks and materials to use up waiting time Accept only what you intend to do – don’t hedge bets by accepting a post with the intention of dropping out (unprofessional behaviour). Some don’t receive offers because others have accepted something they don’t intend to follow through

Receiving offers (if national system) Offers are not all made at the same time but will come from the same place You can hold one offer at any time pending other interviews If you hold an offer rather than accept it, location/rotations are not guaranteed Once you accept an offer, you will be withdrawn from the process Accepted offers will be upgraded as held offers are declined/withdrawn

If you have no initial offers… Some specialties will run clearing so you may still receive an offer, based on your applicant score and remaining places Try in Round 2 – plenty of time until August Consider other locum/LAT/LAS opportunities in specialties you want to pursue or explore further Build experience in a Career Grade/SAS post Time for an overseas opportunity? Caution – check experience allowed for future entry at CT/ST 1. Several short posts doing different things may be a safer bet than a year or more in one thing The specialty training round is highly competitive. There will be competition with Foundation doctors from other Deaneries but also doctors who are applying at a later stage in their career, doctors from the EU, Foundation doctors who have taken a year out etc. Not everyone will get their first choice and some may not be successful in this round. This is common in the wider field of job hunting and part of your career development will be learning how to deal with rejection, adapt your plan and regroup for the next opportunity. Not securing a role is not necessarily a reflection of your potential or capability. Your potential for success runs in relation to the nature of supply and demand in your chosen field at a given time, plus the level of competition at that time. Sometimes all factors work in your favour, at other times they don’t. So, if the unthinkable happens, remember, there are plenty of employment options for enthusiastic, talented and committed doctors. If a training post is a realistic goal then stay with it, but make good use of the intervening time to build experience, even if in your mind it is an interim step. Think career bridges rather than career ladders; we sometimes need to take one or more lateral steps before the next vertical step and this is not unusual in a typical career pathway.

Action plan Organise ‘hard evidence‘ – assessments/certificates etc Organise ‘soft evidence’ – stories/experiences Bookmark key job sites (e.g. NHSJobs, BMJ, Deaneries) Get portfolio in shape Update CV Rehearse / anticipate difficult questions Talk to those who have been through the process (candidates/panel members)