NHS North West Career Management Guide

Finding your way

Working for the NHS 04

Preparing for change 0 6

Making an impact with your cover letter and CV 10

Job searching and networking strategies 1 4

Social media 16

Completing a successful application 22

Interview and presentation 26

Executive interviews and inclusive leadership 31

Dealing with unsuccessful applications 34

Checklist 36

Continuous professional development 37

NHS North West Leadership Academy 38

Contact 41

INTRODUCTION

Working for the NHS

The NHS is an attractive place to work for many reasons:

Values

Working together for patients: Patients come first in everything the NHS does Respect and dignity: The NHS values every person – whether patient, their families or carers, or staff – as an individual, respects their aspirations and commitments in life, and seeks to understand their priorities, needs, abilities and limits. Commitment to quality of care: The NHS earns the trust placed in us by insisting on quality and striving to get the basics of quality of care – safety, effectiveness and patient experience right every time. Compassion: The NHS ensures that compassion is central to the care the NHS provides and responds with humanity and kindness to each person’s pain, distress, anxiety or need. Improving lives: The NHS strives to improve health and wellbeing and people’s experiences of the NHS. Everyone counts: The NHS maximises its resources for the benefit of the whole community, ensuring no one is excluded, discriminated against, or left behind.

Benefits

Pay : The NHS offers a fair and transparent pay structure. Pensions : The NHS offers a generous pension scheme. Discounts : The NHS offers discounts at high street stores, insurance companies, and more. Annual leave : The NHS offers competitive annual leave. Flexible working : The NHS offers flexible working arrangements. Death in service : The NHS offers death-in-service benefits.

Opportunities

Training : The NHS offers training courses to help employees develop and improve their skills. Volunteering: The NHS offers opportunities to volunteer. Groups: The NHS offers opportunities to join groups and have your say. Working with talented teams : The NHS offers the opportunity to work with talented teams. This guide is designed to provide NHS staff across all roles with a detailed and structured approach to career development, job progression, and professional growth. Whether transitioning into a new role, preparing for an interview, building a personal brand, or enhancing job applications, this guide will serve as a valuable reference.

PREPARING

Preparing for change

Career development within the NHS requires careful planning and self-assessment.

Career planning

Individuals should begin by evaluating their current NHS job satisfaction and identifying areas of professional interest. There are more than 350 different careers in the NHS. Many work with patients while others work behind the scenes. What they all have in common is that they make a real difference in people's lives. Visit NHS Careers for an overview of NHS roles. The best place to explore roles is on the NHS Jobs website . On average, there are around 25,000 vacancies advertised each month, and thousands are advertised every day. You can also get top tips on job applications and interviews on this site. You should use your current job satisfaction and information from these sources to identify the career opportunities in the NHS that are attractive to you.

A structured approach to career planning includes setting short-term and long-term goals.

Before applying for an NHS role that interests you, ask yourself these key questions:

What’s important to find in your new NHS job? Where would you like to be at the end of your career? Do you prefer patient-facing work or internal NHS work? Do you enjoy leading others?

Once you have done this you should be able to tell whether a role is right for you!

Self-assesment

When you have decided to apply for an NHS role you should take some time beforehand to self- assess your key strengths and the value you can bring to NHS organisations. There are several key skills that are desirable to any NHS organisation regardless of the role:

communication leadership teamwork interpersonal learning and adaptability

strong work ethic self-management organisation IT literacy problem-solving open-mindedness

To help you think about which of these skills you have you can use the skills table linked below to highlight those that you have evidence of:

Click here to download

PREPARING

In addition to these skills think about your other abilities and successes

key knowledge a time when you performed tasks successfully a time when you have been responsible or held accountable a time when you have achieved or exceeded targets other relevant skills and leisure activities e ducation, qualifications, apprenticeships, memberships what do you think makes you unique compared to others

What makes you unique compared to others can often form the basis of your 'Personal Brand,' and it can be helpful to think about your uniqueness as coming from personal attributes such as:

a ccurate adventurous assertive

challenging committed communicate well compassionate confident creative dependable efficient energetic enthusiastic expressive hard worker high standards

imaginative independent inquisitive intuitive level-headed personable persuasive practical productive rational responsible responsive tolerant trustworthy

When you're changing careers in the NHS or applying for roles that are not directly comparable to your current position think about transferable skills.

SITUATION

TASK

ACTION

RESULT

The system was inefficient and needed changing.

Identify the issues and

Analysed the issues. Spoke to colleagues to gather their views. Put together a proposal for management.

100% of changes adopted and the system now working efficiently and saving time.

propose changes.

For the CV: Improved an inefficient system with 100% recommended improvements being adopted. Involved discussion with the wider team and documented proposals for management.

SKILLS

analysis influencing communication (written & verbal) teamwork documenting proposal

Reflecting on your key achievements

Understanding one’s professional strengths and key skills is fundamental to career growth. NHS hiring managers value competencies such as communication, leadership, teamwork, adaptability, problem-solving, and digital literacy.

One method for identifying personal achievements is using the STAR method:

Situation : Define the context in which you worked. Task : Describe the challenge or responsibility. Action : Explain the steps you took to address the issue. Result : Outline the outcome and impact of your actions.

Making an impact with your cover letter and CV

Your CV should be well-structured and clear. This will make it easier for a recruiter to review it quickly and ensure they don’t overlook any relevant information. TIP: Fundamental information relating to the job should be presented, don’t make the reader search for it. Read the job description and word your CV to match. The content of your CV should be relevant to the jobs you are applying for, not the job you last had. Focus on translating your key skills, experience, and personal attributes to match what it say in the person specification. It may be helpful to look at job adverts for roles similar to the one you are applying for, to understand the language being used, however, always ensure you are focused on the job description of the role you are applying for. TIP: Focus examples of previous experience on any impact you had and quantify this where you can. What to consider before you start writing your CV Basic structure of a CV

Key points

Be specific when talking about your skills, experience and achievements and relate them to the role the employer needs to fill. An interviewer will look at your CV with cynical eyes, so be careful not to overstate your claims. You need to quickly grab the attention of the reader. Your CV layout needs to be professional and neat with clear headings and relevant points clearly highlighted. The content of your CV has to be relevant to the job to be selected for interview.

Try not to include too much information and keep it to a maximum of two to three pages.

Checklist Is your CV easy to read with a simple, clear layout and efficient use of white space? How many pages is your CV? Aim for 1-2 pages if possible. Are your career aspirations clear and aligned with the role you are applying for? Does your CV highlight achievements and demonstrate the impact you had on your organisation? Focus on how you added value. Are your achievements quantifiable? Is it clear what impact these achievements had? Have you mentioned the scale of the positions you held? Is your CV tailored to sell your skills effectively for the position? Have you proofread carefully and asked someone you trust to review your CV?

Personal details Your personal details should always be included on your CV. Providing the correct level of information shows professionalism. TIP: Including an online professional profile, such as LinkedIn can be helpful to employers and recruiters. Personal profile A personal profile is a short, summary of your CV, a bit like the “blurb” you read on the back of a book you might be tempted to buy. The profile should encapsulate you, so the reader has an idea of who you are before they read the rest of your CV. It’s an opportunity to highlight your best points and make the employer want to read on, keep it short and use positive language. Aim for between 4-6 lines. TIP: Tailor it to the role and avoid generic buzzwords. Employment history Detail your employment history, starting with your current or most recent. TIP: Make sure that any experience you mention is relevant to the job you’re applying for and back up your skills with facts or statistics where possible. Making your experience tangible by using facts and statistics will allow the reader to understand see the impact you have had in your previous role. Reference both the responsibilities you have undertaken, and achievements gained.

Education and qualifications Give a summary of your educational and professional qualifications. TIP: Include only the most relevant for the job and always start with your most recently gained educational qualification. Cover letter A cover letter is your chance to elaborate on your relevant skills and experience by highlighting your past accomplishments and explaining how they’re relevant to the position you’ve applied for. Your cover letter needs to provide this information and leave the reader convinced that you are the right person for the role they have advertised. Your CV exists to progress you to interview and should represent an honest and authentic review of your achievements and experience for the role you are applying for, whilst also conveying your drive and determination to make an impactful first impression. CV templates You can find useful templates to help get you started with your CV by visiting the following resources: Indeed CV templates .

1) Demonstrate your subject matter expertise.

2) Demonstrate stakeholder influence and relationships.

3) Demonstrate your ability to manage multiple priorities and always provide outcome and metrics where you can. Caroline Chipperfield Director of Leadership Development and Delivery

JOB SEARCHING

Job searching and networking strategies

Finding job opportunities in the NHS

There are over 350 different careers in the NHS, with thousands of vacancies advertised daily. The primary job search platforms include:

Indeed LinkedIn CV Library GOV.UK/find-a-job Monster Fish 4

NHS Jobs Trac Jobs

Many job opportunities are part of the hidden job market, meaning they are filled through internal referrals and networking rather than public postings. Hidden jobs are often less competitive due to their reduced visibility. NHS employees should proactively seek out networking opportunities to learn about unadvertised positions. Networking for Career Advancement Networking can seem like a daunting exercise in the beginning. The fear of being seen as pushy or annoying is a common fear that often inhibits people. The truth is that you already know how to network and have been unconsciously doing it. Networking isn’t about aggressive self-promotion; it’s about building relationships and connecting with others. Whilst it sounds intimidating it can be rewarding and a chance to forge your career path. Joining an NHS network will allow you to develop your organisational knowledge and build your community interest. You can take part in discussion forums, share knowledge and good practice and learn this from others.

Eventbrite can be a useful place to find local networking events.

Take time to maintain your network Maintaining your job network is just as important as building it. Accumulating new contacts can be beneficial, but only if you have the time to nurture the relationships. Reciprocity is key Always remember that successful networking is a two-way street. Your ultimate goal is to cultivate mutually beneficial relationships. That means giving as well as receiving. By nurturing the relationship through your job search and beyond, you’ll establish a strong network of people you can count on for ideas, advice, feedback, and support. Fight your fear Encourage yourself to do a little more than you normally would by speaking to someone a little longer or interacting with a handful of people at your next work event. If you feel anxious about interacting with others, try preparing questions and discussion topics before talking with them.

If there is an organisation-wide call for volunteers for various events or specific projects, volunteer for tasks you can help with. NHS Networks offers virtual networks in Health and Social Care. A free platform for sharing information, discussion and creation of open and closed networks The NHS North West Leadership Academy hosts several events and networking spaces throughout the year. Reach out to your network Make a list of the people in your network. It includes; your peers, co-workers, family, friends, and even casual acquaintances. Once you’ve drawn up your list, start making contact with the people in your network. Let them know that you’re looking for a job. You may be surprised by who they know. Start with your references When you are looking for a job through your network the best way to start is with your references. Your best references can endorse your abilities. Let them know of your progress and remember to thank them for their help regardless of the outcome.

JOB SEARCHING

Social media

Most employers and recruitment agencies today use social media to source candidates, which means it should be a big part of your job search strategy. As much as social media can be an enabler and an attractor for employment it can also be a barrier... Go through your existing accounts with a fine-tooth comb. Make sure any public information on your various profiles is clean and professional. This is potentially the first impression an employer could have of you. Consider removing articles that are politically divisive or posts that could be considered offensive or insensitive. Use your real name It can be tempting to pick a clever nickname or handle when making your profiles but as much as possible, use your real name. This both looks more professional and means that people will be able to find your profiles when they search for your name. Become a subject matter expert Start posting and reposting items that are relevant to your career or area of expertise. Write well- researched, succinct posts to showcase your knowledge and expertise. Network with other professionals Connect with experts in your field on social media and find chapters or groups where you can gain membership. These affiliations will show potential employers that you’re serious about your career. Social media has become an invaluable tool, especially when searching for a job, as well as getting a boost in your job skills. It is a convenient way to reach out to a large audience easily.

Linkedin Having a professional and informative LinkedIn page helps you manage your professional brand, keeping people updated on your career and who you are as well as providing an insight into your values and interests. Once you have built your profile it will be visible to all LinkedIn users, however it’s important to review the profile privacy preferences and settings, so you can control what appears on your profile and also what other people can see about your updates: Profile privacy preferences. Benefits to having a profile on LinkedIn: Manage your professional brand, let people view your experience and qualifications and track your milestones i.e. new jobs, promotions. See a range of job opportunities and search for roles – find jobs on LinkedIn . Build a range of networks across the NHS and the health and care sector to share best practise, learn about events and ask questions to other professionals in your sector.

References: For further information please visit the LinkedIn website where you can find further tips and hints:

JOB SEARCHING

Tips for creating a great LinkedIn profile

Add a professional profile photo. Ensure a professional profile photo is used, this will increase the credibility of your profile. Members with a profile photo on LinkedIn can get up to 21 times more profile views than members without a photo. Your headline is created when you add your positions to your profile but you can re- write it to stand out and promote an area of expertise. You can add various positions to your profile to showcase your skills and expertise. Write a summary. The ‘About’ section of your profile should express your mission, motivation, and skills to people who view your profile. Check out some LinkedIn profile summaries that we love. Add all your relevant work and education experiences. You should keep the profile updated with all your professional experiences that align with your current career goals. Add relevant skills. A list of relevant skills on your profile helps you showcase your abilities to other members, like your colleagues and recruiters. Once you add your skills, your connections can endorse them . If someone endorses your skills, it will increase the likelihood of you being discovered for opportunities related to the skills you possess. Request recommendations from your connections. A recommendation is written to recognise or commend a connection, such as a colleague, business partner, or student. There’s no limit to the number of recommendations you can request. Once you accept a recommendation written by a connection, it becomes visible to your network by default .

Use your profile strength meter to gauge the strength of your profile.

Job search filters Use the following filters on the job search results page to refine your results: You can specify a location for your job search by entering a location. By default, your job search results will show results from any time, but you can also choose to display jobs posted within the last 24 hours, the past week, and the past month. Saving jobs of interest When you search for a job on LinkedIn, you can save it at any time by clicking the Save button on the job details page. To access your saved jobs: Click Jobs at the top of your homepage. Click Saved Jobs above the search bar at the top of the page. Creating job alerts You can create job alerts on LinkedIn to stay updated with new job postings that match your preferences. You can choose whether you want to receive these alerts on a daily or weekly basis through email, app notifications, or both. Search for a job on LinkedIn 1) At the top left of the job search results page, switch the Job alert toggle to “On” to create a job alert for your current search criteria.

2) In the Create search alert pop-up, select how often you’d like to receive alerts about new jobs on LinkedIn that fit those specific search parameters from the Receive alert dropdown.

3) Select how you’d like to get notified from the Get notified via dropdown.

4) Click save.

Apply for jobs on LinkedIn If you see a job that you’re interested in as you search for jobs, you can easily apply for it on LinkedIn. Based on what the job poster chooses, you’ll see an Easy Apply or Apply button. Note: If you see the Apply button instead of the Easy Apply button, you’ll be routed to that company’s website or job board to continue the application process. Once you apply for a job, you can’t withdraw or modify your application submitted through LinkedIn. You’ll need to directly contact the job poster through an InMail.

JOB SEARCHING

Headhunting and recruitment agencies Agency recruiters can be valuable allies in your job search, helping you connect with opportunities that may not always be advertise. One of the best ways to get noticed by recruiters is to update your LinkedIn profile to indicate that you're open to new opportunities. You can do this by: Clicking on your profile and selecting the “Open to” button under your name. Choosing “Finding a new job” and specifying your preferred job titles, locations, and start date. Decide who can see that you’re open to work, either just recruiters or all LinkedIn members. After identifying you as a potential fit, recruiters will likely reach out and ask for your CV. This helps them present your qualifications to their clients. Make sure your CV is polished and tailored to highlight your key skills and accomplishments that align with the types of roles you’re seeking. It’s important to remember that recruiters juggle multiple roles and clients at once. While they may seem eager to engage initially, they may not always follow up or respond to your inquiries right away or at all. This can be frustrating, but it’s part of the process. Follow- up after a reasonable time if you haven’t heard back. A polite and concise message can remind the recruiter of your interest.

Recruiters often prefer to have a quick phone call to get to know you better. During this conversation, they may ask about:

Your career history and relevant experience.

The types of roles you're interested in. Your salary expectations, preferred work location, and availability.

This helps them determine which roles would be the best fit for you and their client.

Once a recruiter determines that you’re a good match for one of their clients, they’ll forward your CV to the hiring manager for consideration. In many cases, the recruiter will also send you background information about the client. This gives you a chance to research the company and tailor your approach if you’re invited to an interview. Sometimes, before committing to a formal interview, a client may request an informal meeting or call to gauge whether you would be a good fit for their organisation. If a client is impressed and interested, the recruiter will coordinate the formal interview process. The recruiter will facilitate the interview scheduling and preparation. If you are not successful, a good recruiter will typically provide constructive feedback from the employer.

JOB SEARCHING

Prepare, prepare, prepare!Do your research on the job as well as its values and all of its metrics CQC, audit, staff survey etc Be your authentic self, smile and be positve Nicola McIntosh Executive Director of People and Organisational Development Rotheram Doncaster and South Humber NHS Foundation Trust

JOB APPLICATION

Completing a successful application

This overview has been designed to provide you with useful information and guidance on how best to approach completing a job application.

When planning your personal statement consider:

You will find NHS jobs advertised across a number of different job sites such as Indeed or LinkedIn. This is done to increase the visibility of vacancies however in most circumstances you will be asked to apply directly with the employer. Make sure you read the advert thoroughly so you don’t submit an application to the wrong place. Most NHS employers usually manage applications through an online system. Lots of NHS Trusts use a system called Trac Jobs but you may find smaller NHS employers like GP practices use the NHS Jobs site instead, there are also other application systems in use across the NHS. It is very important that you complete these system applications to the highest of your ability as some NHS organisations may not look at attached CVs and may only use information imputed directly into their system to evaluate candidates. The application may require the completion of several role-specific questions and a personal statement. Employers will also review your relevant experience and qualifications. Employers will use personal statement to confirm whether your application should be shortlisted for an interview against the essential and desirable criteria for the job. Generally speaking, the information you have written for your CV can be used to help you complete your system application, though you will want to tailor the content to fit the role you are applying for. +

Further information (Links) You can view further help on completing the application form here . Practice and perfect your interview technique with the help of videos from leading industry professionals via Be My Interviewer . For a more detailed overview of how to complete an application for NHS jobs please click here . Top tip: Ensure that you allow enough time to complete the application. It can take time to complete a quality personal statement and some roles may close early if they receive a high number of applications. What is the main purpose of the role? Why is this role important to the organisation, the NHS and patients? What are the key skills and experience required? What personal qualities, values and behaviours are needed to make this role work most successfully and map your previous experinence against the role requirements?

Once completed and before submitting consider the following advice:

1. Try to put your application to one side for a while, overnight if possible, and then come back to it and review it with fresh eyes. 2. Is it brief, to the point and easy to read? 3. Ask a trusted friend or colleague for honest feedback – they may spot things you’ve missed or strengths you haven’t recognised. 4. Present yourself professionally. Keep sentences and paragraphs concise. 5. Don’t include irrelevant material that does not differentiate you or add to your narrative. 6. Remember: A spelling and grammar check is essential to create and maintain a positive first impression. 7. Cross-reference your application with the key skills, attributes and requirements of the role.

8. Have you read and addressed all of the essential criteria? 9. Don’t be modest: Be honest and authentic but also confident about your experience, achievements and skills, readers will not have time to ‘read between the lines’ – make it easy for them to see how what you’ve done in the past and demonstrate what you can deliver in the future. 10. Ensure you clearly articulate why you want the role, this will help to demonstrate your prior research and knowledge of the organisation. 11. Ensure you have highlighted not only technical skills and experience but also your values and leadership approach.

JOB APPLICATION

“

As you progress through senior levels, I find interviews become less about technical competence. This is assumed via application, previous positions held and references. Instead, interview panels are far more interested in you, your leadership style, risk, governance and of course your views and thinking on a range of matters!

Lisa Crichton-Jones Executive Director of People and OD Gateshead Health Foundation Trust

INTERVIEW

Interview and presentation

Hints and tips before the interview:

7. Ensure you’ve considered your vision for the role and the wider strategic context. You will need to be able to articulate clearly what your key priorities would be over the next 12 months and what impact you would hope to have if appointed.

1. Ensure you know key information about the organisation such as: number of employees, strategic objectives, CQC reports and any USP etc.

2. Ensure you are aware of who is on the panel and their areas of expertise.

8. Take your pre-prepared examples into the interview as a prompt.

3. Consider the job description and requirements of the role you are applying for against your key values, skills, strengths, knowledge, and achievements. 4. Draft scenarios. Think about the types of questions you may be asked based on the job description and construct your ideal scenario- based answers using a STAR model (see below for STAR model). 5. When preparing your scenario questions consider how you’ve added value to the organisation, system, patients, team, and others within a strategic context. 6. Consider examples that in the recent past which demonstrate how you meet the role criteria.

9. Thinak about how you will get yourself in the right frame of mind on the day of the interview and how you will handle any difficult questions? 10. In addition to pre-interview preparation you should ensure that on the day of your interview, you arrive 10 - 15 minutes early as this will provide you with a buffer in case you encounter travel delay and will demonstrate punctuality. 11. You should also try to look as professional, in your appearance, as possible on the day of your interview.

Use this to prepare examples to demonstrate how you have succeeded before and will do it again.

SITUATION

TASK

ACTION

RESULT

Failing project 3 months behind delivery deadline

To meet project timeline without additional budget

Participated in review meetings. Contributed ideas. Volunteered for specific jobs. Kept project team up to date

Project delivered on time. Received compliments from Project Manager for attitude and input

KEY SKILLS

Planning and Organisation Analysing Communications Teamwork

In the modern world, interviews can be both virtual and face-to-face. When applying for a role you should be prepared to attend both types.

For face-to-face interviews, you may want to devote some time to planning your travel to the interview.

For virtual interviews, you should familiarise yourself with the Zoom and Microsoft Teams platforms. Read carefully any joining instructions you are sent and ensure you have tested your internet connection before the interview. You will also be expected to show yourself on camera, so ensure the device you are using for your interview has a video camera. Video interviews are no less formal than face-to-face interviews so be sure to present yourself the same as a face-to-face interview.

On the day of the interview + The interview starts as soon as you arrive. Wait comfortably but be ready. Greet your interviewer with a smile and a firm handshake. Be confident and professional. + Remember, this is about you. Don’t spend too much time setting up context, ask the interviewer if they have enough context and move on. What they want to know is who you are and what you will bring to the organisation, focus your majority of your response on answering this element. + Speak clearly, manage the pace of your response and what your body language might suggest.

+ Don’t shy away from promoting yourself, use examples and leverage your brand and purpose.

+ Demonstrate enthusiasm. Show how you are genuinely interested in the role.

+ Ensure you actively listen and observe.

+ Avoid using jargon and set pieces, make the interview personal to you, showing who you are, what you did or would do in a situation and how you prefer to lead through others.

+ Demonstrate desirable leadership behaviours and attitudes.

+ If you are unclear about anything, ask for clarity.

+ Connect and build rapport with colleagues on the panel.

INTERVIEW

Presentations A presentation, whether to a large group of stakeholders or the interview panel, will often form part of your final panel process. Presentations are often done as a way to assess how you communicate as a leader, engage stakeholders and how you cope under pressure. When presenting always + Follow the Instructions: Ensure you are clear on what you are expected to present.

+ Prepare: Prepare and practice your presentation, do this with and without notes.

+ Body language: Make sure you project a confident and calm presence by using body language employers look for such as smiling, eye contact, looking at the person who asked the question when answering.

+ Tonality: Vary the tone of your voice to maintain the panels interest.

For helpful hints on presentations and confidence follow the links below:

Interviews and leadership competencies

Competency based interviews (CBIs) are also often known as structured or behavioural interviews. They generally consist of a number of targeted questions that require interviewees to describe a specific task or situation. CBIs work on the assumption that the best indication of an individual’s future behaviour is their past behaviour. Values based interviews (VBI) is an approach which selects employees on the basis that their individual values and behaviours align with the values of the NHS Constitution. It ensures that we recruit the right workforce not only with the right skills and in the right numbers, but with the right values to support effective team working and excellent patient care and experience.

Interview Tips With Amy Cuddy - YouTube

Suitability for the role will be assessed by asking questions about

Video: Understanding the core competencies and interview guidance This video articulates the main core leadership competencies and also provides more useful interview advice, including examples of how to structure interview answers using the STAR technique Link to the video: here

+ Past performance. + Learning from past.

+ Future adaptability to the post. + Knowledge and understanding of challenges in relation to the post. + Values and behaviours.

Questions to ask your interviewer Asking thoughtful questions during an

interview not only helps you gather valuable insights about the role and company but also demonstrates your enthusiasm, critical thinking, and proactivity. Below are some well-structured questions you can ask to leave a strong impression.

Example interview questions:

Tell us about a time you have led a large scale and complex change that delivered tangible results (What are the quantifiable numbers associated with this example). In Health and Care, it is important that as leaders we focus on reducing health inequalities and increasing equality, diversity and inclusion. Give me an example of where you have demonstrated your commitment to improving equality, diversity and inclusion? Can you give me an example of where you had to work across organisational boundaries with different stakeholders. What did you do and how did you go about building relationships? What’s the most significant and far- reaching organisation or systemwide strategy that you have led or implemented? Tell me about a time you stayed true to your own values and demonstrated your integrity to others.

About the position:

Where will I be able to add value? How might the role develop over the next six months? How will you measure my success?

About the department:

What challenges is the department currently facing? Is there anything I should know that would help with my integration? Could you please explain the department induction process? Choosing the right questions: Be strategic, think carefully about which questions to ask. Focus on those that showcase your critical thinking and proactivity. Tailor your questions based on your research to make them more engaging and insightful. By asking well-prepared questions, you can gain a clearer understanding of the role while reinforcing your interest and suitability for the position.

INTERVIEW

Rather than preparing answers to hundreds of potential questions, prepare memorable stories which demonstrate the qualities they are looking for. Using the STAR model can help focus on your skills and attributes rather than the complexities of the situation.

Fiona Rodden Head of Talent South East

Executive interviews and inclusive leadership

Assessment centres Assessment centres can be used for a variety of roles; these range in duration from a couple of hours to a full day. The assessments are designed around the values and the specific requirements of the role you are applying for. Assessment centres may use the following to assess your suitability to the role: situational judgement tests, group exercises, simulation exercise, verbal reasoning tests or numerical reasoning tests.

Informal meeting with the chief executive Prior to the final panel interview you may be invited to have a 1-2-1 meeting with the chief executive, assuming the appointment is an executive director role. Stakeholder engagement sessions The recruiting organisation may invite shortlisted candidates to attend an event where they have the opportunity to find out more about the role and organisation. Site visits You may be invited to visit the organisation’s site accompanied by a potential future colleague, peer or member of the leadership team. Presentation For many panel interviews, candidates are asked to prepare a short presentation for the panel. The presentation is often on a topic that is specific to the challenges of the organisation, or that seeks to understand your likely approach to the role should you be successful

Top tip: You may want to consider taking some practice psychometric or reasoning tests available online to familiarise yourself with the types of questions and the test structure.

Situational judgement example: “What would you do if...”

Having read a fictional scenario, typical of one an executive director would find themselves in, explain what you would do exploring: + What would you be thinking? + What would you want to know more about and why? + What action would you take? + What risks would you pay attention to?

Top tip: If you are to make the presentation by PowerPoint, ensure the right equipment will be there to help you and technical support is on hand.

Psychometric assessments You may be asked to undertake some sort of psychometric testing. They can take a variety of forms from ability tests or personality profiles, through to situational exercises.

INTERVIEW

Always have half a dozen examples of work experiences mapped out and fresh in your mind ready to be able to describe them for scenario based questions. As long as you recall and recount well, your experiences can be narrated and shaped for a variety of questions, ‘Tell me about a time you worked as a team?’, ‘Tell me about a time you dealt with a difficult situation?’, ‘Tell me about a time you were faced with a difficult decision?’, ‘Tell me about a time you had to balance competing priorities?’.

Lisa Crichton-Jones Executive Director of People and OD Gateshead Health Foundation Trust

INTERVIEW S Final panel interview

Demonstrating your inclusive leadership Compassionate and inclusive leadership builds connection across boundaries, ensuring that the voices of all are heard in the process of delivering and improving care. In order to nurture a culture of compassion, organisations require their leaders, as the carriers of culture, to embody compassion and inclusion in their leadership. Where leaders model a commitment to high- quality and compassionate care, this impacts everything from clinical effectiveness and patient care to staff health, wellbeing and engagement. Inclusive cultures depend on inclusive leaders therefore you will need to ensure you showcase your knowledge and commitment to the Equality, Diversity and Inclusion agendas. This may include: + The importance of allyship. + The importance of representation across the workforce. + Action and ownership of the agenda at all levels. + The importance of leadership accountability.

The panel interview itself is conducted by a range of senior stakeholders from within the organisation supported by one or more professional experts whose role it is to offer their view on each candidate’s professional competence. Usually, each member of the panel will ask a question or cluster of questions on a particular topic of interest to them and of general relevance to the performance of the. Top tip: Whilst each part of the process may be considered important usually the panel interview carries the most weight in the decision making process. The panel will usually decide if each shortlisted candidates considered “appointable”.

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Get in the zone. Everyone gets thrown in interviews, being judged makes people nervous. Consider what triggers you and what you think, feel or do in the moment before the moment before you lose it. Prepare tangible strategies to get your balance back, eg. having a sip of water, touching an object like your glasses or thumb. Practice your strategy in advance while you are calm and centred. In virtual interviews some find it helpful to put a photo of a person who regularly helps get you ‘in the zone’ near the webcam. Fiona Rodden Head of Talent, South East

POST-INTERVIEW

Dealing with unsuccessful applications

Many factors influence whether someone is selected for a role, and many of these factors lie beyond your control. Employers often make decisions based on internal considerations, such as team dynamics, budget constraints, or even timing. Recognising this can help you avoid seeing an unsuccessful application as a negative reflection of your abilities. A two-way assessment of fit It’s helpful to reframe the application and interview process as a two-way assessment, just as the employer is evaluating you, you are also assessing whether the organization aligns with your career goals, values, and work style. If you weren’t selected, it often suggests that even if you had secured the role, the fit may not have been ideal. Not securing a job after an application can be disheartening, but it’s important to remember that an unsuccessful outcome is not a reflection of your worth or professional value.

An imperfect match can lead to dissatisfaction and frustration in the long term, making it easier to see that moving on from a missed opportunity is a step toward finding a better fit.

Seeking and using constructive feedback One of the most valuable actions you can take after an unsuccessful application is to seek feedback. Employers may be able to provide insights into why you weren’t selected. Sometimes, the feedback may indicate that you didn’t address key aspects of the person specification or that certain qualifications, experiences, or skills were missing. Alternatively, it may highlight areas where your experience was relevant but perhaps not communicated effectively during the interview.

Managing financial and emotional pressures

This feedback can help you:

Tailor your CV to highlight the most relevant skills and experiences for each specific role. Focus on how you articulate your strengths and align them with the role’s requirements in future interviews. However, it’s also important to recognise that sometimes, feedback may not reveal anything that you could have realistically changed. As mentioned, factors beyond your control can influence the outcome, making it essential to strike a balance between learning from the experience and not overanalysing the result. Taking care of your emotional wellbeing Navigating the ups and downs of the job search can take an emotional toll, and it’s not uncommon to experience feelings of disappointment or frustration. It’s important to acknowledge these emotions while also taking steps to maintain a positive mindset. Discussing your feelings with trusted friends, family, or even a mentor can provide emotional support and a different perspective. Sharing your CV or discussing your interview experience with a trusted person can help you identify whether improvements can be made or whether external factors may have been at play.

If you’re facing ongoing financial pressures, it’s important to be open and honest with partners or adult dependents about the situation. Prolonged job searching can create stress not only for you but also for those who rely on you. Having candid conversations about financial realities, possible adjustments, and a shared strategy for navigating this period can alleviate pressure and foster support. Moving forward with purpose Every application, regardless of the outcome, brings you one step closer to the right opportunity. Use the experience as a learning opportunity, refine your approach where necessary, and remind yourself that the right fit is out there. By maintaining resilience, staying open to feedback, and taking care of your well- being, you’ll position yourself for success in future applications.

CHECKLIST

Final checklist

✅ Do you fully understand the various parts of the assessment process?

✅ Have you researched your interview panel to develop a better understanding of their subject expertise and potential focus? ✅ Have you reviewed recent Board documents? This will help you to understand the context of the role and the challenges you will face (turnaround challenge, business as usual, process implementation).

✅ Do you have an elevator pitch?

✅ Do you have well prepared work experience examples demonstrating your subject matter expertise that you can describe in detail for competency questions? ✅ Do you have tangible achievements and outcomes that are linked to the examples you provide that showcase impact you have had in specific areas? ✅ Have you carried out an organisational analysis? This may cover strengths, weaknesses, challenges, system related information, USP and any recent news articles.

✅ Have you rehearsed your presentation?

✅ If you are being interviewed virtually, have you checked the technology works on your computer? ✅ If you need a reasonable adjustment to be made for your interview, have you requested this?

DEVELOPMENT

Continuing professional development (CPD)

Lifelong learning is critical for career progression in. Employees should take advantage of the vast number of professional development agencies in the North West:

The National Institute for Health and Care Excellence (NICE) NICE is known for providing evidence-based guidance, but it also offers training and resources for healthcare professionals. This includes learning programmes and CPD courses focused on the application of NICE guidelines in practice, as well as resources related to quality improvement and patient care. The Royal College of Nursing (RCN) The RCN is a professional body for nurses that provides CPD opportunities, training, and career development support. They offer a range of resources, including online courses, webinars, conferences, and certification programmes to support nurses' professional growth and leadership skills. The Royal College of Physicians (RCP) The RCP provides a range of CPD opportunities, training, and qualifications for medical professionals. They offer a wide array of courses, including those on quality improvement, and evidence-based practice for clinicians in all specialties The Academy of Medical Royal Colleges (AoMRC) The AoMRC represents the medical royal colleges in the UK and provides CPD opportunities for doctors across various specialities. They offer training, fellowships, and

NHS Health Careers Provides guidance on CPD activities, including on-the-job learning, courses, workshops, volunteering, and e-learning. Offers resources for personal development planning and portfolio development. NHS Learning Hub Offers a curated collection of professional development resources and study aids from trusted bodies, specifically designed for primary care staff and learners. NHS Employers NHS Employers supports NHS organisations in workforce management, and it offers resources and development programmes and support to improve NHS workforce culture and management practices. NHS Leadership Academy Provides leadership development programs for NHS staff, including courses and resources aimed at enhancing leadership skills at all levels within the organisation. Regional NHS leadership academies These regional academies offer leadership development initiatives tailored to the specific needs of NHS staff in different areas of the UK. They work closely with local NHS trusts to provide bespoke CPD opportunities for healthcare leaders. Here are the links to some of the key regional leadership academies:

initiatives designed to help medical professionals improve their leadership capabilities and practice.

North West Leadership Academy London Leadership Academy North East and Yorkshire Leadership Academy Midlands Leadership Academy South East Leadership Academy South West Leadership Academy

The British Medical Association (BMA) The BMA offers a variety of career support, professional development resources, and programmes for doctors in the NHS. They provide courses on topics such as medical leadership, career progression, and well-being for healthcare professionals.

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