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NHS Consultant Interviews - The AAC Panel
NHS Consultant Interviews - The AAC Panel
An AAC interview can be incredibly nerve wracking, but it is an essential part of the process to become an NHS consultant. This blog breaks down the
role and function of the AAC panel, as well as some tips for the interview. Read on to find out more!
For NHS Trusts and Health Boards, holding an AAC panel before appointing a consultant is a legal requirement. For Foundation Trusts, it is part of
agreed best practice – so it is a common occurrence among NHS organisations.
A ‘lay member’ (normally the chairman of the employing body, or another non-executive director)
A Royal College representative
The Chief Executive of the employing body
The Medical Director of the employing body
A consultant, usually from the relevant specialty, from the employing body
A university representative, if the post has a strong focus on research.
No recruitment can take place without all of these members in place – though some organisations may invite additional members to sit on the panel.
Some Trusts will allow each panel member one vote, with the candidate who receives the most votes being given the recommendation. In some cases,
members of a panel may be given two votes.
Other panels will use a marking scheme to help them decide, whereby each candidate is marked by a member of the panel on certain questions. The
total marks are counted, and the candidate with the most marks is recommended.
Though the employing body can legally appoint a different candidate to the AAC recommendation, it is unlikely – so impressing in the AAC interview
is crucial.
The panel is involved in the interview process before the formal interview, with each member of the panel contributing to the shortlisting process.
Panel interview
Psychometric testing
Group discussion and/or meeting facilitation
Presentation
Group exercises
In tray/prioritisation exercises
Clinical/practical skills station
Informal gathering,
The panel interview typically lasts around 45 minutes and will consist of 12-15 questions asked by different panel members. Usually, the Royal
College representative will begin the interview by asking background questions, and questions about training and clinical skills.
The consultants and Clinical Directors tend to ask questions around experience relevant to the post and safety record. The Medical Director and Chief
Executive generally ask questions about clinical governance, safety, interdisciplinary relationships and interactions, patient experience and service
improvement.
The Chairperson usually asks more general questions, about your motivation, interpersonal skills, strengths and weaknesses and why you want to work
for the particular trust. University representatives may ask questions about your teaching and research experience, and any issues you had relating to
these.
The final decision to appoint will be based on the interview, as well as references and any other activities undertaken in the appointment process.
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