The interview is designed to assess a number of different aspects of your candidature, with independent interviewers awarding scores for different areas.

During interview, you will be assessed on six independent aspects of your candidature. For each aspect, you will receive two marks - one from each of the two interviewers assessing you on each aspect; thus giving 12 marks in total.

Each of these marks will be between 1 and 5; so with 12 marks awarded, the maximum score available here is 60. This score is referred to as your 'raw' interview score - ie the score awarded to your interview as a whole, before any weighting is applied.

Details on how such weighting is applied to scores can be found in the specialties section.

The score of 1-5 an interviewer will award you for each assessment area is judged in relation to how well you perform against an expected level; that expected of a UK CT2-level trainee.

These scores will be used to ascertain your appointability status and overall score; covered on the relevant tabs above.

Below is the framework used to award scores at interview, as well as interpretation of what these scores represent:

Mark Rating Assessment
1 poor not considered appointable
2 area for concern performed below the level expected at CT2-level;
possibly unappointable, subject to discussion
3 satisfactory performed at the level expected during CT2;
the candidate is suitable for an ST3 / LAT post
4 good above average ability;
the candidate is suitable for an ST3 / LAT post
5 excellent highly performing trainee;
the candidate is suitable for an ST3 / LAT post

As shown in the table, for each of the question areas at interview, 3/5 is considered a satisfactory score; and reflects the level of performance that would be expected of a trainee ready to progress to ST3.

Should your performance go above and beyond this expected level, interviewers can award marks of 4/5 or 5/5 as appropriate.

Conversely, should your interview performance not reach the expected level, then interviewers can award marks of 1/5 or 2/5, as reflects their level of concern over your performance.

From the 12 scores awarded during your interview, an 'appointability' status will be calculated to determine whether or not you can be considered for an offer.

The intention is to ensure successful candidates can display competence consistently across all six areas of assessment covered at interview; rather than allowing outstanding achievement in one or more areas to make up for sub-par performance elsewhere.

Appointability requirements

You will automatically be deemed appointable if you are awarded a score of at least 3/5 for all marks given to you at your interview.

Conversely you will classed automatically as not-appointable if any of the 12 scores awarded to you at interview are 1/5, or if four or more of your 12 interview scores are 2/5.

If you receive between one and three scores of 2/5 you may be subject to panel discussion depending on the specialty to which you are applying. Some specialties set more stringent appointability criteria than others. To view specific appointability criteria, please select your specialty from within the specialties section of this website.

Raw interview score

The raw interview score (RIS) is the sum of all 12 scores awarded to you during your interview, but before any weighting is applied.

As each individual score will be between 1 and 5, your RIS will be between 12 and 60.

Total score

After interview, a pre-set weighting criteria is applied to the scores in each area and combined with a weighted application score to give your total score which will determine your ranking, which will in turn be used to inform how offers are made.

The weighting given to each interview question differs by specialty. To view the weighting of questions for your particular specialty, as well as the method by which your total score is established, please visit the specialties page.

We have published data to this website showing the distribution of scores from interviews for each specialty in round 1 of recruitment from recent years, along with data on average scores and appointability rates.

Please visit the relevant specialty's page and select the 'previous years' data' tab for more information.