When we are job applicants , we should ideally be aligned to the organisation ’ s objectives in this task . If we want to prove we are not only suitable for the post in question but a better choice than the other candidates , then we should want to enable the exploration of our skills , experiences and ambitions . You could say the more detailed , the better . This can , however , prove to be more than a little uncomfortable at times - particularly so when areas where we feel less confident are being explored .
Between the organisation and the applicants sit the interviewers . They are the human face of the organisation who are tasked with establishing the relative suitability of each candidate for the role . To achieve this , they must conduct their assessments in a fair and consistent manner . Gaining consistency between individuals on subjective matters is always a challenge .
The terminology of ST and CT Medical Interview would suggest a single activity , such as a one-hour interrogation of each candidate . In reality , the face-to-face stages of the job allocation process vary from one programme to another . Some ST3 or ST4 roles do utilise the 1-hour panel interview for recruitment . But most run-through ST programmes and the CT programmes use multi-station interactive assessment centres . The intention is to achieve the levels of rigour , consistency and fairness desired by all stakeholders and uniting their complementing objectives .
1.02 The aim of this book
Some candidates attending our regular ST & CT Medical Interview Courses want us to tell them exactly what to say and how to behave . However , the aim of the selection process is to find out about you as an individual . Responding to your assessor ’ s questions with stock answers would mean that they find out very little about you . In theory , it would be impossible to differentiate the grading of two people providing the same stock answer . The interviewer ’ s role would become impossible if multiple people offered identical responses .
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