Being shortlisted for a consultant post is only the first stage. The next stage is the AAC.

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AAC stands for Advisory Appointments Committee. It is the panel responsible for interviewing and appointing NHS consultants. Formal rules govern every stage of the process, all intended to protect patient safety and preserve the credibility of consultant appointments.

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The following sets out what to expect before attending.

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Who Sits on the Panel?

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Candidates should expect a panel of several members, rather than a single interviewer. Typical members include:

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• A lay member - usually the Trust Chair or a Non-Executive Director.

• The Chief Executive, or a senior Board-level Executive or Associate Director acting in their place.

• The Medical Director, or someone who acts in a similar capacity.

• One or more consultants from the relevant speciality.

• A Royal College representative.

• A university representative - where the post carries teaching or research responsibilities.

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What Will Each Panel Member Ask?

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Panel members generally focus on their own area of expertise. Understanding this distinction can help candidates direct their preparation appropriately.

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Each panel member is typically allocated a handful of set questions ahead of the interview. Although every member holds an equal vote in theory, some carry more informal influence in practice. A Royal College representative, University representative, or Chairperson may lean toward the clinical team's preference, since the successful candidate's day-to-day working relationships will sit mainly within that team.

 

The breakdown below is a general guide rather than a fixed rule - there are no strict boundaries on who asks what, and panel members may well cover overlapping ground.

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The Royal College representative often opens the questioning, covering:

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• The candidate's background and training history.

• Areas of special interest, and any training undertaken outside the standard training pathway.

• What worked well during training, and what the candidate would change for future trainees.

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Their role is to confirm the candidate has evidence of suitable training and experience for the post, and they may also take part in every stage of the AAC, including shortlisting.

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Consultants and the Clinical Director tend to focus on:

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• Experience directly relevant to the post.

• Clinical governance and service delivery.

• How the candidate keeps their knowledge and skills current.

• The candidate's safety record.

• Managing conflict.

• Occasionally, a clinical scenario.

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The Medical Director and Chief Executive typically ask about:

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• Clinical governance and patient safety, including duty of candour.

• Service improvement and development - for example, how the candidate could contribute to the Trust's five-to-ten-year plan.

• Leadership and management.

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The Chairperson usually asks more general questions, covering:

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• Soft, non-clinical skills — interpersonal skills, strengths, and weaknesses.

• Motivation for applying, and why the candidate wants to work at this particular Trust.

• The candidate's understanding of Trust politics and current issues.

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The University representative focuses on:

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• Teaching and research experience, and how the candidate hopes to contribute to the Trust's ongoing training and research.

• How current reforms might affect research funding or teaching time.

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Patient representatives, where present, may ask about:

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• Difficult situations the candidate has faced with patients.

• Any complaints raised against the candidate.

• Communication skills.

• How current issues might affect patient experience and care.

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Other professionals — such as nurses, managers, or consultants from other specialities — tend to focus on:

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• Teamwork, communication, and working with the wider multidisciplinary team.

• The candidate's ability to manage multidisciplinary relationships and bring about change through consensus.

• Equality, diversity, and inclusion.

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Ground Rules Every AAC Follows

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No Campaigning

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• Canvassing support for an application is not permitted, whether by Trusts, applicants, or any other party.

• Candidates remain free to visit the department and meet prospective colleagues before shortlisting takes place - Trusts should draw attention to this option and provide relevant contacts, such as the Medical Director or Chief Executive.

• Such visits carry no weight in the selection decision itself, although they can provide a valuable early impression.

 

How the Panel Reaches a Decision

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• The AAC recommends a name, or a shortlist of names, to the Trust. In theory, the final decision rests with the Trust's Chief Executive, who could decline to appoint a candidate the panel has recommended. In practice, however, Trusts often delegate the final decision to their AAC representatives directly, allowing appointments to proceed without delay.

• Appointment cannot proceed without an AAC. In exceptional circumstances, where a candidate is unable to attend on the scheduled date, the panel may still consider their application — and where that candidate appears stronger than those already interviewed, the AAC may reconvene.

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Remote Interviews

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• Video or telephone interviews take place only in exceptional circumstances.

• The panel must be satisfied that this format has not given the candidate an advantage, or placed them at a disadvantage, relative to those interviewed in person.

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If Something Feels Unfair

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• A candidate who feels they have been unfairly treated under anti-discrimination law is entitled to ask an employment tribunal, or in appropriate cases a court, to review how the appointment process was conducted.