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

2. 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?

3. 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

4. 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

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

6. 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

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

8. 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

9. 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?

10. Equality & Diversity
What would your definition of EQUALITY be?

11. 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.

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

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

14. Equality & Diversity
What would your definition of DISCRIMINATION be?

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

16. 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?

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

18. 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?

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

20. 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

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

22. 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

23. 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?

24. 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

25. 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

26. 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

27. 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!

28. 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

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