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

During interview, you will be assessed on four  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 eight marks in total .

Each of these marks will be between 1 and 5 ; so with eight marks awarded, the maximum score available is 40 . 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 and performance in other areas
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.

All specialties use exactly the same marking scheme in terms of the number of areas scored and the way appointability is calculated.

From the eight 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 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 is awarded automatically, and is based on two factors: individual interview scores and the 'raw interview score'.

Raw interview score

The raw interview score (RIS) is the sum of all eight 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 8 and 40.

Appointability requirements

To be classed as 'appointable', you must meet  all  three criteria below:

  • none  of your eight interview scores can be  1/5
  • no more than two  of your eight interview scores can be  2/5
  • your  RIS  must be  24 or above .

If you meet all three requirements, your application will be assessed as  appointable , and can progress to be considered for post offers.

However, if you fail to meet any of these requirements, your application must then be assessed as  not  appointable , and it will progress no further in that round.

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 area of the website.

We have published data to this website showing the distribution of scores from interviews for each specialty in 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.