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The Interview Process Choosing and being chosen Courtesy of Coventry and Warwickshire GPST scheme.

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Presentation on theme: "The Interview Process Choosing and being chosen Courtesy of Coventry and Warwickshire GPST scheme."— Presentation transcript:

1 The Interview Process Choosing and being chosen Courtesy of Coventry and Warwickshire GPST scheme

2 Objectives To increase awareness of interview process To help with your performance on the day

3 My Ideal Practice Factors to consider –Location –Spouse –Children Organisation –Nature of the practice – physical & cultural –Nature of the partners, sex, age, dynamics –Income e.g. partnership share, outside work –Training Practice

4 Discuss in pairs Must / Must not haves Personal needs Desirable features in looking for a practice 3 things which are essential in a practice 3 things that you definitely don’t want KEEP THIS SAFE

5 Review 3 minutes in groups to prepare feedback Feedback from each group


7 PREPARATION Dress Timing, location, parking Who are the interviewers – pronunciation Philosophy of the practice The area inc schools, housing, size etc Neighbouring practices Services offered Who are they after

8 Preparation (2) Practice leaflet LMC secretary / course organiser / Trainer Other GPs Web site PCT directory Others Interview starts at first contact

9 Techniques Arrive on time Know your CV and bring a copy Shake hands firmly Wait till offered a chair – sit upright, be alert and interested Listen well to the questions – clarify Smile and make eye contact Practice obvious questions Answer concisely, sincerely, and sell yourself Sound like you are really determined

10 Techniques (2) Don’t give simple ‘yes’ ‘no’ answers – explain yourself Don’t lie Don’t make derogatory remarks Don’t over answer ie politics – be honest but avoid controversy

11 Obvious questions Why GP. Why here What can you bring here Where do you want to be in 5 -10 yrs How can you demonstrate initiative in your career Strengths and weaknesses What does teamwork mean to you

12 What might they be looking for? Empathy/caring (for other partners and staff) Interpersonal skills (ability to build rapport with patients and colleagues) Sociable/cheerful/fun Self confidence (including knowing and admitting when wrong) Decision making/living with uncertainty Organisational skills (able to prioritise) Good team player Copes with change/flexibility/achievement drive (open to new ideas, looking for self-improvement)

13 Sample questions In any team there will always be issues between staff and colleagues. Can you recount any problem you have encountered, how did you help resolve it? How did you feel about it? When was the last time you got something wrong? What was it? How did you handle it? You are duty doctor and its 6pm on a Friday when you see a 2 yr old with a high temperature but no obvious focus of infection, describe your decision making process in managing this child.

14 Your questions Think about what you want to ask and have something ready Sample question: –I see the partnership has sabbaticals written into the practice agreement, what have you done or what are you planning to do?

15 Closing Asking your questions – sensible What is the next stage If gone badly express your disappointment Thank them

16 Goldfish bowl Technique

17 Weavgotitall Medical Practice Practice Profile (read out) Need some roleplayers 1.An interviewee 2.Dr N otmorechange 3.Dr Moor Change 4.Dr N I Ceangentle Plus 5 groups of observers

18 Process 10 minutes prepare for interview –The Interview group –Decide on questions –How to run the interview

19 The observers: think what you are looking for 1.Body Language - Non verbal communications within the group 2.Focusing on Questions from interview panel 3.Focusing on Questions from interviewee 4.Focusing on Answers from interview panel 5.Focusing on Answers from interviewee

20 The Interview – 15 minutes

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