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the food Don't know my name. Is Erin really on the broken? Consulting up in enough knowledge at the moment? Um, a few broad things to say. It's worth starting early. You've got to have a C V, which is up to date for your I C p. So you might as well start as you mean to go on, get up to the standard required and just keep it updated as you go. And this will just make your life easier. If you're trying to do all these things and catch up with things sort of just before a R c p or trying to make a better C V just before you come up to your consultant job, it's going to make your life very difficult. The C V use for your consultant applications may need to be adjusted to suit the job you're applying to, and you'll know this from looking at the person's specifications that you get for the job that's coming out. Look at the things that are important for them and look at the things that are less important. If you're applying for a job, for instance, it has a big research part. Then you have to have the research earlier on in the C V. If it's something that has a greater emphasis on teaching, have that earlier on in the C V and just adjust things. But if you have a well set out CV, you can adjust and move those sections without much problem. Um, and that's what we mean by a tailoring aversion for every position you apply for. So another thing you'll get on the applications as well is person specifications that asked for very specific things. Um, and often you'll be using a an electronic system such as track, and you'll just adjust things as you go. And I'll just talk about that again in the moment. You may not need a formal CB for your applications. So the system, which is commonly used, is the track system for NHS jobs, and this is used on fellowships and on consultant jobs. But there are a couple of different systems out there. This is a system where you have to enter in all your different jobs, all your publications into separate sections, a separate white box sections, and even though you won't be able to upload the CV that you've designed onto this system. Having an updated C V is going to make this task much, much easier, so you want it in a well laid out format. So if you do have to use one of these systems, which is very likely, you can copy and paste all that information over without too much effort, however, it's still probably worth having a few copies available of your normal CV. For some pre empt a few visits former of the C V For surgical CVS it can be 15 pages of law, but the information you put on there must be concise, well ordered and easy to read and sort of what I mentioned earlier. The most important information should be right at the front of your CV. If somebody on an interview panel or somebody you've gone to a visit to see has a copy of your CV, you can imagine it's unlikely that they're going to read all 15 pages in great detail. They might go read the first couple of pages in slightly more details. The the information that you want to get over and those first few pages, Um, and it goes without saying just use a a normal sort of standard font and normal sort. Sizing don't go for anything too extravagant. And no, we have details are designed something nice and clear for people to read personal details. So it's just an example of what I would use. The essentials. You don't need to hold of the front page with your personal details to just have a little white box or something similar. It's just got a few details at the top. You can have phone numbers. You can have addresses your G M C number, but don't have too much more on that. So all your essential stuff everything that you have will be in the formal application, as was mentioned earlier. These applications take a long time to do it as soon as you start on to it, or as soon as the job comes out, start going through it. They take a good while to do well. Have some brief contact details, Um, and you can have Social media media handles if you think it's relevant. Um, if, like being you probably just retweet dog and football related post. There's probably no point having your twitter handle, but if you're really into sort of author Twitter and Med Twitter, and you've got a big following or anything like that, you might find it relevant. Your personal statement. So for me, I put that on the first page. So I have the brief demographics on the top, and I'll have a little personal statement. And this is what the thing that definitely needs to change. For each application, you'll have a person specification for each job, and what you have to do is you have to go down to each box whether it's desirable or essential criteria. And you have to tick off everything. You have to find some way that everything from each box is mentioned throughout that the easy way to do it is on this, uh, personal statement. Often on things like the track system, they'll give you a big white box space of something like 1500 words. And if anything is not specifically mentioned in the other little drop down sections, you have to make sure it's mentioned there to pick up the point. And that's what will help you get shortly stuff for your job qualifications. Reverse chronology. Don't bother, including pre university qualifications, people are not gonna be that interested. Dates, grades, institutions put your F. R. C s and your C C T. Date again. That's just a confirmation if you have these things and put some ongoing studies. So if you're doing a PG certificate saying medical education or a hand, a plane or something like that, include them on there as well. Prizes nice if you have them. If you don't, there's probably not much you can do about it at that point. But just make sure you have. You're picking up the points on everything else on that person's specification by going through it clearly and having it on that personal statement. Employment history again Reverse chronology more details with the most recent posts because it's likely that's what they're going to be interested in. They want to know your experience. They want to know what you're gonna be able to do when you start the job. Highlight all the relevant experience. If you are keen arthroscopy stiff, you're going for a soft tissue knee job. You might want to highlight how many soft tissue need jobs. You. If you're more into arthroplasty, you might want to highlight your arthroplasty experience. You don't probably need much detail regarding foundation court jobs. You can mention them, but there's no point writing endless reads about them. So I might be spared much interest skills and experience highlights skills, which will be relevant to the job. Anything new to offer? So operating under block is the skill I know Mike learn on his fellowship or got a bit more experience of than they would have in the unit, which he started. So that's an example of something that you can take forward to your new post. Have you got experience with new technology? Have you got experience with complex patient groups, something that might be relevant to your your your new job that you're going into include a table with operative numbers? I find that this has been quite useful to highlight the experience for the last couple of applications I've had. You've actually had to enter in, uh, operative numbers for 5 to 7 different operations, which may be relevant to the job that you're doing. So what you want to have in there is you want to have a mix of the elective and the trauma point of view because it's all great saying you can do all these fancy elective new procedures with new technology, but actually your job may want to see that you've got an appropriate amount of experience with general trauma as well. So it's always worth highlighting both the next sections the order change around based on your strength in the job description. So research publications teaching management experience, then after that include courses, relevant meetings, any I T or other skills. You may have memberships always including the end and any references that may be available for you. But again, all of these will be added separately onto your electronic applications as well. So research, including the research training you have include Gcpd. Most of us would have done it. You have to have done it to get your C c C t S m e, your involvement of any research collaborative. So in our region, if you're involved with Walker, put it down, put down your role and put down your role in any local projects. Put down any projects that you've had a brief description. Your role don't embellish again. This comes back to people will be able to may know what your role may have been and who does what. Image department. So try not to tell anything that's, uh, two untrue during your interview or have on your CV because you may be pulled up on it on the interview itself. So just try and keep things nice and truthful. Others involved. And was it presented or published? If you mention any project or anything on your C V, be prepared to talk about it because it's something that could be picked up randomly. Publication list Maybe checked on pub pub Mitt. So be truthful again. Be truthful. Don't embellish things on here. There are no cases of people having their population lists checked on public to see if the author is on there and they've been known cases of people not to be on there instead of the usual Vancouver Harvard stars. Put the title first, have something that's nice and readable. It's not a reference list, and they have all the relevant details on their reverse chronology. Unless you want to highlight something special. If you've got nature publication, recites publication or something big, have that first, and it may be useful to have you're walking on their Ching again trying to start with any formal qualifications. Affiliations. You may have experience with formal teaching. First target audience. Audience size teaching methods. Used a bit of detail about what you're doing. Uh, and then you can go down on to informal teaching. Uh, another thing that might be worth mentioning is your experience with assessments that can be on skis, vibe, Ear's interviews and that can either be a level S T three levels or anything else. Management. It's worth mentioning if you have any qualifications. Most people won't have an MBA, but a lot of people have done things like chief resident or something similar. They're also leadership and management courses, which you can do with external companies such as. I see if you've been involved in any quips. If you've been involved in designing any guidelines, S A. P S, and there's been loads of them over covid. If you've been involved with designing a teaching program or a rotor, some people have a lot of experience with nonmedical rolls mentioned. Highlight them. You may have big experience with things such as charities, NGOs, youth organizations, make sure you make a big deal out of that and If you're struggling, you can mention projects you have led, even if they may feel a more appropriate in the research section into a bit more of a management type thing. If you really have nothing else, audits reverse chronological order. Have a brief summary for them. Mention If you've closed the loop and again, be honest about your role presentations. Logical order. So I'd go for podiums first and then posters. And then within that you can break it down from International National, regional and local Teitel authors and dates and any prizes that are associated with courses and meetings. You want relevant courses, not every single course you've been on throughout the whole of your training. So things that may be useful or may be of interest to where you're you're applying to. So you may have done a sort of more advanced A oh, courses, the advances of masters. You might have a microsurgery course. It's sexual. These sort of things include management courses, teach the teachers all the other things you've done as well. No point mentioning your F. R. C s revision courses, nobody that interested in and most people would have done them meetings so highlight your specialty meetings. So for me, it would be be ssh. But I'd also mentioned general meetings that may be relevant, such as B O A. And water site of medicine can be things like the trauma meeting to show that you're up to date with the general trauma side of things. Uh, briefly put the meeting venue in the date and whether you attended or presented other skills. If you have anything else you want to highlight, you can put things up Statistical packages if you can use and you've got some relevant training, avoid putting things that I can use word and excel unless you can actually use them properly to a reasonable level, and not just the level that that we all do, because it's it's not particularly relevant. And if anyone still has the European computer driving licence, I'm not sure if they're still doing that. That sort of thing may be useful. Languages can be useful mentioned. Driving license is I would, especially if the person specification describes traveling between sites. It's a quick line to put on, and it just highlights that you're suitable for that. Post. References include 33 of them for most applications. And the the applications that I've gone through often want a reference for the last three jobs that you've had may want specific people such as A S etcetera, so you can have a general three on your CV. But the actual application you do may want something slightly different. So ask in advance and ask nice and early. Okay, that's it. It's my waist through. You're not immune. Thank you, Erin. Um, no questions in the chat box. And it's just there anything from your point of view that you wanted to add as somewhat looking at those CVS Um, just build it into what I'm going to say, Actually, because why don't we just might as well just carry on? So which is one of the consultants at the Norfolk and Norwich revision hip surgeon. He's done a lot of management. I think it's probably an understatement. And so has been involved in a lot of consultant interviews. So has got lots of pearls, hopefully to share with us here. Thank you. Okay. So, um, first of all, a little bit about me. I've been a consultant now at the Norfolk and Norwich for 18 years. I was service director for nine years. I've done an N b A. I wasn't particularly interested in management, but you just end up doing these things. Um, and the remit that I've been given to speak to you about is the application process, which is pretty dry, really, from your perspective. On the one hand, you could look at it and say, There is an advert. There is a job description. You fill it in and apply, and that is at the at the most basic level. That is what you have to do. But what I'm going to try and get across is what happens behind this to try and help you to make them to basically succeed as much as you can. And I would like to reiterate two of the things that my colleagues have said. First of all might done, said a registrar post, is a six year interview, and I cannot emphasize how important that is. Even if you have no interest in applying to the Norfolk and Norwich, you may have your heart set on a job in its which or somewhere else where my best mate happens to be a consultant colleague and they will be bringing me up to go. How is so? And so when you work with you when she worked with you. So I think it's really important that you spend the six years trying to be reasonable and helpful and well behaved with everybody you meet so that people don't have a bad word to say about you. It doesn't matter if you if you can't do anything clever with arthroscopic shoulder work or whatever it is. As long as people remember you well, it will probably go well for you an interview anywhere because that people would just say so. So yeah, nice person or whatever good colleague helped out. So that's the first thing. The second thing is what Aaron said about reading the person specification. The person's specification is everything, and I'm going to come onto that in some detail because that's really, really important. Now I want to do is I'm going to turn it around, and I'm going to explain how it how it looks from the consultant trust side, because I've heard some very good stuff about what it feels like from your side and and I do remember it was 20 years ago, but I still remember it. Um it feels a very, very personal thing when you apply for a job and perhaps you're not successful. That's an incredibly bruising experience. Um, but you have to realize it. It honestly isn't, um What happens is a trust is going to be looking to fill a consultant shaped hole. And that is simply Excuse me. Sorry. Let's get rid of that. Go away. Phone. Right. Um, so they're trying to fill a consultant shaped hole, and sometimes you've got retirement coming, but the difficulty use as a service director, you cannot apply. You cannot basically put in train the new appointment until you're soon to retire. Colleague has given you a piece of paper saying I'm retiring on such and such a date and regards the fact that people often state to everyone they meet that I am retiring next year. Until you have it in writing, you can't do anything, so that is always a problem. And that makes potential candidates and future colleagues very, very nervous. The other thing you have to think about is that, um, most of us will join the department, and we will be there for the rest of our careers, Okay, and we are much more likely to change our partners than we are to change our departments. That's just a statistical reality. Um, if somebody goes into an apartment, the chances are you will be going to the retirement parties of your colleagues in that department. You'll be going to some of their funerals because you become integrated into that department. A good department is like a family, and therefore people are very careful to appoint well, and the first thing we want is always to find people who are going to be good colleagues, people. You can rely on people who will be there for you. Secondly, you want people who pull their share of the work. Okay, there is a There is always a vast amount of work to be done clinical waiting list initiative or running the teaching program or whatever you want to have. Somebody who's going to turn up in that department, pick up the yolk and go right. I'm ready to pull. You don't want to appoint someone who's going to be going off for their own tangent about how they can get personal glory. The other thing, of course, is a vast majority of the work that I do on an everyday basis is what you might consider fairly boring. It is whatever comes in on the trauma list, it is standard hips, and these I have done in my entire life three custom made hip replacements. So the reality is that is that if you have really majored in custom made hip replacements, it's not that important. We can manage with or without that skill, and candidates often end up really focused on the amazing things they can do unless focused on the standard everyday things that are really important in being a future colleague and making a department run smoothly. So that's sort of preamble. When we're coming to put a job together, you have to realize that that that sometimes that job description is going to be very much written because we really want somebody. So you know, there'll be people who we go. We really want that person, and I'm pretty sure that Mike was really, really sought after by the West of the hospital because he was the guy they wanted, and that's absolutely fine. They'll make the person's specification fit him as well as possible. On another day in another department, they may want someone who can actually do a lot of primary knees or maybe some soft tissue work because someone's retiring. And actually, in that case, they'll put out a much more general job description, looking to cast the Net wide again. It's important not to kind of feel hard done by because getting your person specification and your application form aligned, Get your foot in the door and that's all it does. So no matter who you are, no matter whether you think that job description was written for you. In fact, people have said, Hey, we really want you. Or if you just cast the net in and somebody surprisingly has shortlisted you. Either way, you've got your foot in the door, and at that point, everything resets. Now Raje is going to speak to you about preinterview visits and the importance of how you get you know the most out of that, and it is really important that you make the most of those preinterview visits. I can honestly tell you that I can't think of a single person who's been successful at the North Fricken knowledge who made no effort to come and visit anyone. Okay, you've got to put the mileage in If your interest in a job is basically Oh, yeah, I take that box and I applied for it because I'm I'm just, you know, casting. Why? To see what comes out then if you're interested else is so limited, are interesting. You is going to be so limited as well. Um, so you've got to make an effort. But the other thing is every candidate who's ever visited me Well, no. But I pretty much ask them the question about what I was going to ask them about in the interview at the pre interview visit, or we at least discuss that subject. So at the very least, you will walk out knowing exactly the sort of thing that you're going to be asked about by someone at the interview, okay, And that is really, really important. So the thing is, is that we will put together that stuff you have to apply, and then you get shortlisted, and that's when the real work begins. Um, what I can say is, no matter how you get to the interview. When that interview starts, everything is reset to zero. Quite honestly, you have somebody who may have only just made the short listing criteria. They may have only just got one point above the limit. And, you know, we didn't know if they turn up on it. And yet they interview brilliantly. They make a really good account of themselves, and the panels are quite diverse. We end up usually having you're going to have the service directoral representative, the medical directoral representative Trust Management, which will either be the chairman or chairperson, um, or the, you know, the chief executive or a member of the senior staff. Um, And then you have a general trust medical representative who, Maybe an anesthetist or a geriatrician or somebody, Um, and you'll have a couple of people from the department, usually someone who's got sub specialty interest in someone covering the university. So you've got a mix of people there. You're per personal stories will count. It will make a difference that you are honest and that you have integrity. And that the interview panel here, something about you, the person you are not just an automaton who's there to basically perform shoulder replacement or whatever we also want to know. And I've been quite surprised sometimes that just how influential some people's personal stories have been in getting them the points, you know, you've seen people who arguably they they haven't done the best fellowship that you might say. Well, they stayed here, They didn't go abroad. They didn't do anything exciting. Then you find out they were actually looking after their dying mother during that time and made the best of the lot. And that adds so much capital to that. Individuals, you know how we appreciate them as a person Because this is someone who's going to be in our department for a quarter of a century. Okay, so I think I've probably talked enough about that. I know that we're running. We're you know, we're running a little bit behind. I'll be happy to answer questions at any time, but I'd like to just, uh, at this point hand you over to Rajiv. Brilliant. Thank you, Nish. Uh, should we wait for some questions, or should I just carry on