Consultant interviews – a Clinical Director’s perspective
Being the Clinical Director (CD) of
a department is often perceived
as a thankless, poisoned chalice
where budgetary constraints
prevent the post holder from
effecting any real change. At best
one manages to walk the tightrope
of implementing change pushed
forward by management while
protecting the service from the
worst budgetary decisions.
One of the most powerful legacies of a CD, therefore, can be
the new consultants we appoint into the department. A legacy
that in most cases will last well beyond the working life of
the CD, as most consultants once appointed will stay in their
hospital until their retirement. It is an enormous responsibility
as the appointment of an individual who does not work well
with other team members will have a lasting negative effect
on the department. During my nearly seven years as CD of
theatres, anaesthesia, intensive care (for three years), pain
and pre-assessment, I appointed 34 substantive consultants,
and was therefore involved in the appointment process of
approximately one-third of the current workforce.
The process of getting consultant posts approved can be
long and bureaucratic, but knowing there is a highly qualified
candidate interested can help its progress, and I recommend
declaring interest in working at a particular hospital early. The CD
can give an idea of when a consultant post may be advertised
and having an idea of potential candidates interested in a
position may help the process along. I always found it strange
that people would apply for a consultant job without making
any contact with the Head of Department to declare their
interest or find out the background to the post.
Shortlisting can be a drawn-out process. If there are a lot of
applications it may not be possible to shortlist everyone who
meets the person specification, so only the top scorers will go
through. When filling in the application form make sure you
write it clearly and succinctly to ensure the shortlisting person
can quickly pick out your ‘unique selling points’. I always prefer
bullet points to long blocks of text. After being shortlisted it is
customary to make contact with most of the panel, but usually
not the lay chair or the RCoA representative. Most people
bring their nicely bound CV, but I generally prefer seeing a
one-page condensed summary with all the information that is
relevant to me.
The interview panel can come across as intimidating, but we
generally make every effort to put the candidate at ease. If
there is a presentation included you will come across as more
professional if you are standing up, even if there is a seat
available. Make sure you run to time, answer each question to
the person who asked it, and keep your answers structured.
Avoid talking for more than a couple of minutes for each
answer – the interviewer can always ask follow-up questions if
you went in a different direction to the one they expected.
If you are unsuccessful don’t be afraid to ask for feedback
on your interview. It may show you a new angle on your
performance and how you come across. Above all, enjoy it – I
still remember my consultant interview 12 years ago as if it
were yesterday. Be calm, speak at half the speed you think you
need to, and look professional.
Helgi Johannsson
Consultant Anaesthetist
Imperial College Healthcare NHS Trust, London