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Getting a job in the NHS

Getting a job in the NHS. David Millett Senior Pharmacist. By the end of this session you should be able to:. Understand why you are having this session Describe the purpose of job descriptions and person specifications Complete an application form Understand shortlisting

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Getting a job in the NHS

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  1. Getting a job in the NHS David Millett Senior Pharmacist

  2. By the end of this session you should be able to: • Understand why you are having this session • Describe the purpose of job descriptions and person specifications • Complete an application form • Understand shortlisting • Prepare for interviews • Get a job in the NHS

  3. Why are we having this session? • “I have spent a lot of time considering this application to try and make it stand out from the crowd. I have decided to write it as a poem, so here it goes. Pharmacy is my passion, as Versace’s was fashion…”

  4. The Job Description • What does it mean for the applicant? • What does it mean for the employer?

  5. The Person Specification • What does it mean for the applicant? • What does it mean for the employer?

  6. Advertising Pharmacy Jobs • Where do you look?

  7. Advertising Pharmacy Jobs

  8. Advertising Pharmacy Jobs

  9. Advertising Pharmacy Jobs

  10. Applying for Jobs • Do your homework • What is happening at that Trust or in that health economy that has been in the news recently? • What was their last CQC report like? • What is happening at the Trust which is innovative? • Talk to people who already work there if you know any • Arrange an informal visit

  11. Applying for Jobs • The application form • Complete • Accurate • Relevant • Make sure you cover the person specification • Submit on time • Beware - anything you write on this is fair game for an interview question

  12. Applying for Jobs • Things to check BEFORE submitting • Check you’re spelling and grammer • Don’t use txt shorthand, the recruiter will not lol  • USE CAPITAL LETTERS APPROPRIATELY • “For vacancies where a high volume of applications are received, we reserve the right to close the post before the stated closing date.” • Some adverts will contain an interview date – are you able to attend?

  13. How to get on the shortlist • At the point of shortlisting – all applications are anonymous • The person shortlisting may be administrative • Scoring is used • Make sure you cover the person specification and give examples of how you meet the specification

  14. How to get on the shortlist • Using the person specification provided, devise a simple scoring system • Consider 4 factors that you think are important • Devise discriminators within those 4 factors and assign a score • E.g. Registered with GPhC • Yes = 2 • Current prereg = 1 • Neither = 0

  15. How to get on the shortlist • “Due to the volume of applications for some posts, it may not be possible for us to contact all applicants with the outcome of the shortlisting. Therefore, if you have not heard from us within 4 weeks of the closing date, you should assume that you have not been successful.” • Specific feedback about unsuccessful applications is difficult as your application is anonymous at this stage

  16. Did this application make it to the shortlist for interview? • “I have spent a lot of time considering this application to try and make it stand out from the crowd. I have decided to write it as a poem, so here it goes. Pharmacy is my passion, as Versace’s was fashion…”

  17. Interviews • You will either be invited to choose an interview time or allocated a time • You should be given an idea of what the interview will be like • E.g. how long, panel, values based, test, presentation

  18. Standard Interviews • What interview questions would you expect to be asked? • Think about 5 questions you would expect to be asked at interview

  19. Standard Interviews • Potential presentation topics • What’s hot for the Trust? • What’s hot for hospital pharmacy? • What’s hot for pharmacy? • What’s hot for the NHS?

  20. Values Based Interviews • Why? • Warner Report 1992 • Bichard Enquiry 2004 • Francis Report 2013 • Qualified people on paper but something went badly wrong

  21. Values Based Interviews • Look beyond experience and qualifications • Assess values, attitudes and behaviours • Sends a clear message of what the organisation expects • Ensures the candidate’s values match that of the organisation

  22. Values Based Interviews • Situational and evidence based NOT hypothetical • Follow up questions to probe values, attitudes and behaviours not skills • Informal but structured • Set criteria for assessment • Complements “traditional” interview techniques

  23. Values Based Interviews • Proud to Care • Devise a question to explore this Trust value with a candidate • What positive indicators are you looking for? • What negative indicators are you looking for? • What probing questions would you ask?

  24. Values Based Interviews • Proud to care • Behaviours and attitudes which put our patients and our staff at the centre of everything we do. • We strive for the highest standards of excellence and professionalism in our work • We make people feel valued • We care about the wellbeing of others • We treat patients, their carers and others with sensitivity and kindness

  25. Values Based Interviews • Give us an example of a time when you were really proud of the care you were able to provide to a patient.

  26. Values Based Interviews • Tell us about a time when you were not as pleased or as proud as you wanted to be about the care you were able to provide to a patient.

  27. Values Based Interviews • Probing questions • What did you do? • How did you do it? • How did that make you feel? What impact did that have on you? • Why did you do …..? Why was that important to you? Why did you think that was right/wrong? • What was the outcome? How did you assess your performance? • What was the impact on you/others? What have you learnt about yourself? What would you do differently?

  28. After the interview • If unsuccessful • Seek feedback • If successful • Accept the post • Beware accepting the post if you intend to go for other interviews. • If on hold • Seek feedback • Keep you fingers crossed

  29. By the end of this session you should be able to: • Understand why you are having this session • Describe the purpose of job descriptions and person specifications • Complete an application form • Understand shortlisting • Prepare for interviews • Get a job in the NHS

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