National Healthcare Scientist Recruitment Process

1. National Healthcare Scientist Recruitment Process Val Davison Louise Ayers National Healthcare Science School of Genetics

2. Why use National Commissioning Consistency in approach Used by other disciplines Evaluates well by both candidates and departments High calibre of trainees MSC marketing and role design is attracting high quality individuals The fairest interview I have ever been to I think it was a good way to achieve objective judgement of candidates Different questioning assessment strategies of interviews were good.

3. Short listing Submission of results to NHS West Midlands by 18th March 2011 Electronic copies of parts A & B of the applications forms for short listed candidates must provided to NHS West Midlands by 18th March 2011 Departments should provide their top 4 candidates plus a reserve list of 10 candidates ranked in order of preference for each post Where departments have short listed the same candidates NHS West Midlands will refer to the reserve list and will invite the next highest scoring candidate(s) as indicated

4. Interviewers Each department hosting a Trainee Healthcare Scientist should identify at least one person to sit on the interview panels as indicated by the schedule Departments should also identify a reserve panel member Panel members should have experience of recruitment and interviewing Scientists and should have undertaken equality and diversity training in the last 2 years. Where interviews are indicated to start before 9.30am, finish after 5.30pm or are held over 2 days, panel members will be eligible for overnight accommodation.

5. The Process

6. The Process • 2 – 4 streams for simultaneous interviewing • 4 interview stations per stream • 2 interviewers per station • Candidates seen in groups of 4 with one candidate per station • 10 minute interviews and candidates rotate until they have been seen at all stations (40 minutes in total) • Panel are given a 2 minute warning before the interview ends • Panel score independently and submit forms

7. The Stations Stations 1 & 5 Suitability and Experience Stations 2 & 6 Understanding of the specialty or pathway Stations 3 & 7 Clinical Scenario (materials to be provided where appropriate) Stations 4 & 8 Potential to benefit from training; Leadership/Professionalism All stations Communication skills

8. Marking • Each question is marked from 1 - 5 (1 = poor and 5 = excellent) • Each interviewer provides a score at the end of each 10 minute interview and a separate score on communication skills (1 – 5) • Interviewers should not discuss their scores with each other until the forms have been submitted • Scores are recorded and aggregated on a spreadsheet. • Candidates will receive a total interview mark plus total communication mark with a maximum possible score of 80 (40 for interview, 40 for communication) • Candidates are ranked according to their scores with the top scorer(s) eligible for the available training position(s).

9. The Candidates • Where possible candidates will be seen by the Department who shortlisted them • Departments unable to see a candidate they have shortlisted will take the scores given by the stream who interviewed them • Candidates will arrive 30 minutes before their interview time for clearances (I.D, qualifications and right to work in the UK) • Candidates will be asked when they arrive to identify their preferred location if they have applied to more than one department or specialty • Candidates will be asked to complete an evaluation form to inform future recruitment events

10. Outcome • The results of the scores will be provided to the panel(s) at the end of the interviews. • NHS West Midlands will match the scores against the preferences indicated by the candidate. • Departments will be notified of the outcome of this matching process after all of the interviews have taken place. • Where the top scoring candidate(s) is shortlisted by more than one department, the candidate(s) will he choose of department. • If candidates have matching scores their performance at individual stations will be reviewed with their communication scores. • Candidates who score 2 or less for any part of the interview will not be considered appointable

11. Actions for the Interviewers • Complete all forms with the candidates name, reference number and your name (candidates and the panel will be wearing name badges) • Score candidates independently, providing scores for both the station question and communication skills • Ensure that the same questions are asked for each candidate. Probing questions can be asked where appropriate. • Work within equality and diversity regulations at all times

12. Sample Timetable

13. WHAT HAPPENS NEXT? • Conditional offers will be sent to successful candidates by NHS West Midlands once all assessment centres have been held • If accepted, NHS West Midlands will notify departments who seek references and undertake CRB and Occupational Health checks • If all clearances are satisfactory the NHS Trust issues an unconditional offer letter and terms and conditions of employment • The trainee should undertake local corporate induction

14. Actions for Departments • Return short listing results with reserves and application forms to NHS West Midlands by 18th March 2011 • Identify one panel member plus one reserve panel member and inform NHS West Midlands as soon as possible • Confirm dates accommodation will be required by 18th March 2011 where this is applicable

15. Any Questions?