Getting that job: Deciding to apply

In the first of a series of three articles about getting the job or position you want, Anita Houghton challenges you to ask yourself "Do I really want the job?" and "Am I suited to it?"

No one would dream of going to an oral or clinical examination without preparing for it. We learn the subject, we revise it, we go on courses that teach us and test us on our clinical skills, we try to predict what the questions will be, and we rehearse and practise beforehand. Yet a surprising number of people arrive at job interviews without having thought through even basic things such as why they want the job, let alone why they should be the person who gets it. In fact, people often go to interviews with a better idea about why they might not want the job and frequently have a comprehensive list of reasons why they probably will not get it.

If you sometimes have difficulty in deciding whether you want a job, have had some negative experiences at interviews that have knocked your confidence, or have a tendency to focus on why someone else should get the job then you might benefit from reviewing your approach.¹

How do you know if you want the job?

The easiest way to assess if you want a job is to notice your gut reaction--your first reaction when you see the job advertisement is probably a good guide to your innermost desires and fears. Gut reactions can, however, be an indicator of other issues, such as confidence, and you may get a negative gut reaction that stems not from whether you want the job, but whether you think you can get it. So getting a more objective view is worth while.

One way to do that is to draw up a personal job specification. Spend a bit of time thinking about what you want from a job, and make a list of essential and desirable elements. For any job you are considering, give a score for each item. Another good way of finding out if you want a job is to imagine yourself doing it. Visualise what it would be like going to do it each day, who would you see, what would your colleagues be like, and how you would enjoy the work. Then ask yourself what it would it be like living in there, what would the journey to work be like, and how would your partner or family like it?

Once you have done all this, if you decide you want the job, write down precisely why you want it. This list will come in handy in future stages of the process. Then you need to think about why you should get it.

How do you know whether you fit the job?

The first step is to study the person specification. Person specifications have been around for a while and are becoming more and more sophisticated. You would be seriously disadvantaged if you had not studied and considered it in some detail before both applying and attending for interview.

A set template for every job is handy if you are applying for more than one job, but what it does not give you is hints about what the specific department is looking for. In the more tailored specifications, not only will you find most of the things that they want, but also, if you look carefully, you will often find hidden among them the things that the last person did not have.

Whatever kind of specification it is, you need to look at each requirement and write down precisely how you satisfy it, with examples. So if they are looking for communication skills, give an example of how you have had to relate to other people in different settings--run a working group, acted as a student representative, cared for an ill relative, or written a document explaining a concept. If they are asking for specific practical skills, say what training and experience you have had, and mention any relevant qualifications. These are things that should be noted in your CV or application form, and the most important ones highlighted in your covering letter.

There are bound to be some areas where you feel weak. You need to think about how you will address those weaknesses, either before or after you start the job. If it is a practical skill, think about how you could get the training or experience you need. If it is a personal skill, think of a strategy for improving.

Now think about what is special about you. What are you going to bring to the job that no one else can bring? For example, if you have a chronic illness, you may be more able to relate to your patients. Or if you have been a healthcare assistant, you may have a deeper understanding of the working relationships of hospital staff. It might be that you have done a special study module, and what you learnt has increased your knowledge of another aspect of medicine.

In the last stage of your decision making process, you need to think about making informal contacts in the organisation you are applying to. Visiting is unusual for junior jobs, and etiquette on telephoning will vary from job to job and grade to grade. Often an advertisement will give a contact person; if so, make sure you call. Sometimes they will just give the number to request an application pack. If so, be sure to ask what the arrangements are for telephoning and visiting.

Deciding to apply

You now have everything you need to make a decision about whether or not to apply. Nevertheless, being armed with a clear idea about why you want the job and why you are well suited to it may not be enough to stop that little voice in the back of your head saying unhelpful things such as "There's an internal candidate," "I've got limited experience," or "This job's too prestigious for me." If you have a tendency to do this to yourself, my advice would be:

• Do not be put off applying for a job because they want something that you do not have. It is unlikely that anyone applying will have absolutely everything they want
• Do not be put off applying because you know there is an internal candidate. Internal candidates have only the internal interviewer on their side. They are unlikely to have an advantage with any of the external members of the panel (and there are usually several of them). Internal candidates are in danger of being too complacent and not doing the necessary legwork and preparation. However popular they may be, if someone else performs much better at interview, it would be difficult for a panel to justify not appointing that person. If you are the internal candidate, take note
• Do not be put off because you think the job is too good or prestigious for you.
  If you think that, consider putting your efforts into tackling this limiting belief

f you want the job, and think you can do it, then apply.

1. Houghton A. How do we limit ourselves? BMJ 2002;324(suppl):S107-8. bmj.com/cgi/content/full/324/7341/S107