The recruitment process at Austin for Intern positions in 2014…

1. The recruitment process at Austin for Intern positions in 2014…

2. What is the Process? • Open Day at Hospital – May 25th • Careers Expo – June 1st • Apply online via PMCV • Application for Austin open – April 30th • Application submitted to hospital by candidate along with resume and cover letter (see guidelines on the web) • Referee reports submitted to PMCV

3. What happens from there: • We short list the 1000 candidates down to the number of interview spots we have available (250) • Short listing process undertaken (12-15th June) • Email invitation for interview (15th June) • Selection of interview time by candidates • Interviews take place: 19-28 June 2013 • We then evaluate the candidate based on their application to decide on the 54 positions • Cover letter • CV • Marks • Interview

4. Weighting of assessment criteria:

5. Resume: reasons for use • Academic marks provide a good indication of academic ability • We wanted a process that considers this heavily but also considers other attributes of good doctors: • Team work • Social and Institutional citizenship • Interest in Research • Well developed communication skills • Community focus • Interests outside of Medicine

6. Changes for 2014 • Will be a Resume requesting supporting evidence in a less formal and structured way for some components only • No evidence will be required from Universities: we can clarify information provided e.g. membership of a Committee can be verified directly with the University (if need be)

7. Format • Guidelines for cover letter have been published • Guidelines for resume have been published • Austin Doctors - Home • Part time /full time work • Other qualifications • Volunteer or community work • Completed research activities: including publications or a supporting letter from supervisor • Extra-curricular activities Statutory Declarations will be accepted

8. Why apply at the Austin?

9. Friendly and supportive work environment • Fantastic career opportunities • Great rotations • All core requirements (Emergency Medicine, General Medicine and General Surgery) • ENT/Head and Neck Surgery • Orthopaedics • Cardiac Surgery • Urology • VIFM • Stroke • Endocrinology/Rheumatology • Liver Transplant Unit • Rural rotations (Mildura Regional HealthCare)

10. State of the art Clinical Education Unit • Weekly protected intern teaching times • Deteriorating Patient Assessment Workshops • Professional Development Workshops • Research opportunities • Clinical Skills Workshops • Surgical Skills workshops at RACS • Integrating multidisciplinary learning and teaching opportunities • Supportive Medical Workforce Unit • Very active HMO Society

11. Who do we want to work with us?

12. A good doctor • Embody Austin Health values • Work well within a team environment, particularly within a multidisciplinary setting • Have well developed communication skills • Are interested in research and teaching • Have interests and achievements outside of the medical field • Display a community focus through membership of community or volunteer groups • Are interested in a future career at Austin Health

13. Austin Health Values • Integrity • Work in the spirit of collaboration and honesty to build effective working relationships across the whole organisation • Accountability • Transparent, responsible and build trust by fulfilling promises and communicating effectively • Respect • We care about others and treat each other with consideration, equality and fairness • Excellence • We continually strive to advance patient focused care through innovation, research and effective stakeholder management

14. How do we use the selection process to select these attributes? • Marks • Good clinical skills • intelligence, medical aptitude, application • Resume – • Gives us an insight into the complete person, not just the medical student • interest outside of study/work • ideas of career goals • interest in professional development • compassion • Referee – • overall view, but obviously significant selection bias (is this a good measure of picking who we want?) • Interview • many of the intangibles: good communicator, decision making ability, flexibility, self-awareness, teamwork, knowing role in a team, personality, intelligence, friendliness, self-awareness

15. Resume

16. What marks for what? • In 2013, the process was very structured with very strict marking criteria. Overall worked very well, but feedback was that it caused a lot of stress to applicants • This year … still structured with marks rewarded for each category (not published this year, but much less strict) • Need to apply in the given format

17. Additional Tertiary level Qualifications • Work and Volunteer Employment • Leadership roles and commitments undertaken during the duration of your medical degree • Teaching, presentations, research, publications and presentations • Personal achievements

18. Qs about the Resume • Why? • Why such a proportion of ‘marks’? • What to include? • Personal achievements section?

19. Interview • Structured interview • 5 questions • 4 general questions, • 1 question from your CV

20. Communication from you • Twitter • Facebook • Email • Information Session/Open Day 25th May • Medical Careers Expo 1st June

21. What marks for what? • In 2013, the process was very structured and publicised the exact marks for each component. This led to significant stress for applicants trying to achieve maximum marks rather than reporting actual facts in some cases. • We are not disclosing the marking plan as this created unnecessary stress and creative reporting of activities in the 2013 evidence based CV

22. Questions???