Understand the consultant interview process. Learn about format, expectations, and the NHS approach, with links to preparation resources.
Introduction
The term consultant interview is misleading. What people describe as “the interview” is in reality a process, a sequence of gates that all carry influence over whether you are appointed. From the written application, to pre-interview visits, to the interview itself, every stage matters.
A common mistake is to focus preparation only on the panel interview while neglecting the other elements. Candidates who succeed consistently understand that this is a process that begins well before interview day.
“Candidates who succeed consistently understand that this is a process that begins well before interview day.”
The Consultant Interview as a Process
While the panel interview is the most visible component, it is only one stage in a wider journey:
Application and Shortlisting
Pre-Interview Visits
Presentation
Panel Interview
The strongest candidates recognise that success is built cumulatively across these stages.
The Interview Format
The format can vary considerably between Trusts. Most panels include a presentation, but the way it is scheduled differs. Often it is at the start of the interview, sometimes it is delivered separately, and it is almost always before the panel interview itself.
Within the interview, the order of questioning also varies. Some panels follow a strict sequence, while others allow panel members to lead questions in turn, probing different areas. You can expect a combination of:
- Clinical and specialty-specific questions.
- Governance and patient safety scenarios.
- Leadership and teamwork challenges.
- Questions about NHS priorities and Trust values.
The key is not to expect one fixed format, but to prepare for variation in both content and style.
Who Sits on the Panel
Consultant interview panels are diverse, reflecting the breadth of responsibilities expected of a consultant. A typical panel may include:
- Medical Director or Associate Medical Director.
- Clinical Director or Head of Department.
- Several consultant colleagues, not just the Clinical Director, often from your own specialty.
- Cross-specialty representatives, for example a surgeon present in an anaesthetics interview, or colleagues from related fields where teamwork is critical.
- College or Faculty representative, nominated by the relevant Royal College.
- HR lead, often chairing the process.
- Lay representative, bringing a public perspective.
- Equality, Diversity and Inclusion (EDI) lead.
- Senior nursing or AHP leaders.
- Occasionally, executives such as the Chief Executive or Chief Operating Officer.
The balance of membership varies, but the intent is consistent: to test your readiness to contribute as a consultant across clinical, managerial, educational, and cultural domains.
Why this Nuance Matters
Treating the consultant interview as a one-off test misses the point. It is a multi-dimensional evaluation where impressions are formed over time. The written application, your approach to pre-interview visits, the quality of your presentation, and how you handle panel questions all combine into the decision.
Candidates who succeed are those who:
- View the consultant interview as a process, not an isolated event.
- Prepare for variation in format and panel style.
- Demonstrate both clinical authority and wider insight into leadership, governance, and NHS priorities.
“Treating the consultant interview as a one-off test misses the point. It is a multi-dimensional evaluation where impressions are formed over time.”
Consultant Interview Member Resources
We wanted to give you a feel for what is available to you as a course programme Member (it’s a whole preparation programme, not just a course).
