Career planning

1. Career planning

2. Where are you now? • I have chosen the specialty I wish to pursue • I am not certain which specialty I wish to pursue but I have started to narrow it down • I haven’t decided which specialty to pursue and I haven’t yet started to narrow it down

3. Career Planning “Career planning will involve foundation doctors learning and being coached about how best to match their skills, strengths and interests with the needs of the NHS.” Operational framework for foundation training (Paragraph 186) http://www.foundationprogramme.nhs.uk/download.asp?file=Operational-Framework-FINAL.pdf

4. Career Planning “Good career planning will also involve helping foundation doctors to understand that life-long learning is vital to a successful career, giving them flexibility and adaptability throughout their medical working lives. ” Operational framework for foundation training (Paragraph 186) http://www.foundationprogramme.nhs.uk/download.asp?file=Operational-Framework-FINAL.pdf

5. Skills Strengths Interests The Needs Of The NHS

6. Career Planning UNCERTAINTY ? ? ? ? ? ? ? ? ? ? CHANGE Needs of the NHS You ? ? ? ? ? Strengths Skills Interests

7. Choosing a career Opportunity awarenessWhat they have to offerWhat they want Self awareness What you have to offer& What you want + = Decision MakingMaking a career choiceHaving back up plans TransitionMoving onEffective applications

8. The Recruitment Process

9. Skills ExerciseDemonstrating personal skills • In what way are you able to demonstrate that your own skills and attributes are suitable for a higher career in this specialty?

10. Recruitment • Application form • Interview • References

11. Application form

12. Application Form • Section A – monitoring information • Section B – application for employment • Registration status • Educational & professional qualifications • Courses attended • Employment history • 6 questions

13. Questions • Why this speciality and what have you done to explore your suitability for this speciality? (300 words) • Describe your skills & competencies, highlighting strengths & weaknesses and areas for improvement (300 words) • Your experiences of & contribution to audit (150 words) • Describe your relevant teaching experience (150 words) • Research work, publications & presentations (150 words) • Other helpful supporting evidence? (300 words)

14. Question 1 Motivation Orientation Suitability Insight Exploration Use of experience to date Quality of written communication Question 2 Generic skills Technical skills Relevance Strengths Areas for improvement Quality of written communication Shortlisting for interview – stage 1

15. Shortlisting for interview – stage 2 • Full application form • If successful, interviewed

16. Application Form Exercise • Complete 2 questions • 150 words per answer • 30 minutes time limit • These are two of the questions from last year’s ST1 application forms.

17. Answers? • Why this speciality and what have you done to explore your suitability for this speciality? (300 words) “…at least you have to use your brian for this speciality (unlike surgery)…”

18. Questions • Why this speciality and what have you done to explore your suitability for this speciality? (300 words) • What are your experiences of & contribution to audit? (150 words)

19. Group Task • 30 minutes to shortlist the application forms • Create an agreed scoring system • Identify which applications you would shortlist • Identify which you would reject (at least 2) • Summary of key +/- feedback

20. Feedback • From the short listing groups about the application form answers • Positive elements to the answers • Negative elements to the answers • Also feedback about the group activity • How you worked together • How everyone contributed

21. Teamwork-positive indicators • Demonstrates participative, non-confrontational approach • Actively seeks contributions from others Respects others’ views. Listens and negotiates. Able to compromise. • Actively supports, encourages and recognises need to draw on others • Understands importance of being target focused

22. Teamwork-negative indicators • Lack of respect for others and their views • Little evidence of support for others • Sticks rigidly to own agenda, no negotiation • No understanding of how others contribute to success • Dominates the team

23. Written applications - problems • Including negative statements about yourself. • Applying for colleagues -“We..” • Not giving clear examples that highlight your role and contribution • Being too passive/negative (“the role required…”) • Making mistakes with spelling and grammar • Leaving time gaps / not answering all questions • Not including referees and their full contact details • Too long, important information buried • Too many fonts/styles/unattractive layouts

24. Before you write anything…pppppp • Familiarise yourself with the applications timetable and keep this in mind when planning holidays etc • Read all supporting documentation. • The job description • The person specification and the application form, so that you understand what is required from you • Familiarise yourself with any other material, including any deanery guidance for applicants • Gather your evidence • Do your career research • Plan your time • Follow the instructions • Language • Referees • Working e mail account

25. Interviews

26. Interviews • Questions about you (what do they know already?) • Questions about the job/specialty (what do you know?) • Technical / Specialist questions (to test specific knowledge / skills that are required in the job) • Questions about the organisation/profession (what do you know? Wherecan you find outmore) • On-the-spot / off-the-wall questions… • Questions you are dreading…

27. Competency Based Questions Questions that require a clear example to show how you have demonstrated the required skills/qualities, e.g. • Describe a time when your communication skills made a difference to patient care. • Tell us about a time when you effectively led a team • Tell me about a time when you had conflicting priorities and what you did to resolve them.

28. Structured Answers • Situation or • Task • Action • Result or Reflection • Context • Action • Result • Context. Give a quick introduction by outlining the situation or task you were faced with. • Action – what you actually did. Clearly show your role and contribution. The skills and qualities you demonstrated. • Result- quick summary – the results of your actions (ideally a positive outcome). Can also show reflection about your performance / the situation.

29. Interview Exercise • Groups of 3: • Interviewer, interviewee, observer • 5 min interviews – questions from list • Observer (and interviewer) – give feedback on answers: what was said & how it was said • Rotate roles

30. Interview Techniques - problems • Poor body language • Irrelevant answers • Badly organised answers • Recited answers • Repetition • Being nervous / lacking in confidence • Being over confident • Talking too quickly (or slowly) • Failing to engage all the panel

31. Other selection methods? • Simulated patient interaction • Group exercise • Written test/MCQ • Written exercise • Others…?

32. Being more competitive • Knowing what they want • Understanding transferability • Making the most of current opportunities • Networking & identifying new opportunities • Be inventive & original • Document/evidence (Portfolio)

33. Summary • Know yourself and be able to talk about your skills and experiences positively • Know what’s out there & what they want • Make effective plans • Get yourself in a position to act positively and quickly towards change, uncertainty and opportunities.

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