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The Interview Process Choosing and being chosen. Courtesy of Coventry and Warwickshire GPST scheme. Objectives. To increase awareness of interview process To help with your performance on the day. My Ideal Practice. Factors to consider Location Spouse Children Organisation

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The Interview Process Choosing and being chosen

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The interview process choosing and being chosen l.jpg

The Interview ProcessChoosing and being chosen

Courtesy of Coventry and Warwickshire GPST scheme


Objectives l.jpg

Objectives

  • To increase awareness of interview process

  • To help with your performance on the day


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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


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Discuss in pairsMust / 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


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Review

  • 3 minutes in groups to prepare feedback

  • Feedback from each group


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INTERVIEWS

PREPARATION

TECHNIQUES

YOUR TIPS


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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


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Preparation (2)

  • Practice leaflet

  • LMC secretary / course organiser / Trainer

  • Other GPs

  • Web site

  • PCT directory

  • Others

    Interview starts at first contact


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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


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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


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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


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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)


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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.


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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?


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Closing

  • Asking your questions – sensible

  • What is the next stage

  • If gone badly express your disappointment

  • Thank them


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Goldfish bowl Technique


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Weavgotitall Medical Practice

  • Practice Profile (read out)

  • Need some roleplayers

    • An interviewee

    • Dr N otmorechange

    • Dr Moor Change

    • Dr N I Ceangentle

  • Plus 5 groups of observers


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Process

  • 10 minutes prepare for interview

    • The Interview group

    • Decide on questions

    • How to run the interview


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  • The observers: think what you are looking for

    • Body Language - Non verbal communications within the group

    • Focusing on Questions from interview panel

    • Focusing on Questions from interviewee

    • Focusing on Answers from interview panel

    • Focusing on Answers from interviewee


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The Interview – 15 minutes


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