Medical Laboratory Assistant
Hi everyone!
I have an upcoming interview for a Medical Laboratory Assistant (MLA) position within the NHS. While I have previously attended several interviews for similar roles, I have not yet been successful, and I'm unsure of the reasons why. Most of the interviews have involved similar questions across different NHS Trusts, and I'm beginning to wonder whether I need to change the approach of answering in a different perspective or if there is something I may be overlooking in terms of content or delivery. The upcoming interview will include a 15-minute practical test followed by a face-to-face interview. I would truly appreciate any insights, advice, or tips that could help me perform successfully and increase my chances of securing this role.
Thank you in advance for your support and guidance!
I have an upcoming interview for a Medical Laboratory Assistant (MLA) position within the NHS. While I have previously attended several interviews for similar roles, I have not yet been successful, and I'm unsure of the reasons why. Most of the interviews have involved similar questions across different NHS Trusts, and I'm beginning to wonder whether I need to change the approach of answering in a different perspective or if there is something I may be overlooking in terms of content or delivery. The upcoming interview will include a 15-minute practical test followed by a face-to-face interview. I would truly appreciate any insights, advice, or tips that could help me perform successfully and increase my chances of securing this role.
Thank you in advance for your support and guidance!
Reply 1
What sort of questions have you been asked previously? I recommend making your answers geared towards being patient centred and accountable. Your trust might have their own set of values too which you could look at.
Ie "what would you do if you made a mistake?" the answer isn't hide it, it's like try and fix it if you can, know when you can't and escalate it appropriately, if it's a mistake like you've swapped two samples round you have to fess up because otherwise patients could get the wrong results etc so you have to demonstrate integrity even when you've made the mistake.
"What would you do if you saw someone not following the SOP?" Sure you could tell their manager but you could address it with them directly. Maybe they didn't realise they're doing it wrong. Show them in the SOP what they're doing wrong, why is it wrong etc? Then if they persist in doing it wrong you speak to their manager.
They want you to show you have your own thoughts but know when to include other people and are patient centred.
Ie "what would you do if you made a mistake?" the answer isn't hide it, it's like try and fix it if you can, know when you can't and escalate it appropriately, if it's a mistake like you've swapped two samples round you have to fess up because otherwise patients could get the wrong results etc so you have to demonstrate integrity even when you've made the mistake.
"What would you do if you saw someone not following the SOP?" Sure you could tell their manager but you could address it with them directly. Maybe they didn't realise they're doing it wrong. Show them in the SOP what they're doing wrong, why is it wrong etc? Then if they persist in doing it wrong you speak to their manager.
They want you to show you have your own thoughts but know when to include other people and are patient centred.
Reply 2
2
Original post
by GeneticsNerdWhat sort of questions have you been asked previously? I recommend making your answers geared towards being patient centred and accountable. Your trust might have their own set of values too which you could look at.
Ie "what would you do if you made a mistake?" the answer isn't hide it, it's like try and fix it if you can, know when you can't and escalate it appropriately, if it's a mistake like you've swapped two samples round you have to fess up because otherwise patients could get the wrong results etc so you have to demonstrate integrity even when you've made the mistake.
"What would you do if you saw someone not following the SOP?" Sure you could tell their manager but you could address it with them directly. Maybe they didn't realise they're doing it wrong. Show them in the SOP what they're doing wrong, why is it wrong etc? Then if they persist in doing it wrong you speak to their manager.
They want you to show you have your own thoughts but know when to include other people and are patient centred.
Ie "what would you do if you made a mistake?" the answer isn't hide it, it's like try and fix it if you can, know when you can't and escalate it appropriately, if it's a mistake like you've swapped two samples round you have to fess up because otherwise patients could get the wrong results etc so you have to demonstrate integrity even when you've made the mistake.
"What would you do if you saw someone not following the SOP?" Sure you could tell their manager but you could address it with them directly. Maybe they didn't realise they're doing it wrong. Show them in the SOP what they're doing wrong, why is it wrong etc? Then if they persist in doing it wrong you speak to their manager.
They want you to show you have your own thoughts but know when to include other people and are patient centred.
Thank you for your valuable insights. Unfortunately, I was not selected in that interview. I believe I performed well during the interview process. I successfully cleared the practical assessment, and the face-to-face interview lasted around 40 minutes, during which I was asked approximately 8 to 9 questions.
For example, one of the questions was about maintaining patient confidentiality. I responded by outlining the importance of confidentiality within healthcare, referencing the Caldicott Principles, and sharing a relevant scenario from my previous experience. I approached all the other questions in a similarly structured and thoughtful manner.
Despite this, I was not successful, and, regrettably, I did not receive any feedback even after requesting it. I am now unsure which areas I may be falling short in, and it's left me quite confused. I would truly appreciate any further guidance or suggestions that could help me strengthen my approach for future interviews. Thank you.
Reply 3
Without knowing your exact answers but based on what you've said I suspect you've got some good technical answers but perhaps didn't show how you apply it.
Like the Caldicott bit sounds like you know your stuff but did you give anything about how you would do it? "maintaining patient confidentiality is important because blah blah blah, we can protect patient confidentiality by only discussing work within work and not in any patient areas where I may be overheard, only discussing relevant information with colleagues that are directly involved, etc etc".
Like if I sit round round a table in the canteen and talk about Jane Doe whose foetus is at high risk for Downs and I looked at the cells earlier and there's definitely 3 21s so she might we well abort I'm
a) being rude and disrespectful about an unborn child
B) Jane might be in the canteen, I know she's a patient at our hospital so it's not out of the realms of possibility,
c) Jane's friend/family might recognise what I'm talking about and tell Jane
d) if that happens she's got a diagnosis not delivered by her clinician who would have divulged this information
E) It's none of my business if Jane decides to terminate her pregnancy off the back of this information, I shouldn't be stating an opinion even if I have one and certainly not where I can be heard.
That's a really extreme scenario but I was trying to go for something really bad to highlight the breaches of confidentiality there. STAR is a good technique for this kind of interview to just shove in some examples of how you would do the thing in the question.
Like the Caldicott bit sounds like you know your stuff but did you give anything about how you would do it? "maintaining patient confidentiality is important because blah blah blah, we can protect patient confidentiality by only discussing work within work and not in any patient areas where I may be overheard, only discussing relevant information with colleagues that are directly involved, etc etc".
Like if I sit round round a table in the canteen and talk about Jane Doe whose foetus is at high risk for Downs and I looked at the cells earlier and there's definitely 3 21s so she might we well abort I'm
a) being rude and disrespectful about an unborn child
B) Jane might be in the canteen, I know she's a patient at our hospital so it's not out of the realms of possibility,
c) Jane's friend/family might recognise what I'm talking about and tell Jane
d) if that happens she's got a diagnosis not delivered by her clinician who would have divulged this information
E) It's none of my business if Jane decides to terminate her pregnancy off the back of this information, I shouldn't be stating an opinion even if I have one and certainly not where I can be heard.
That's a really extreme scenario but I was trying to go for something really bad to highlight the breaches of confidentiality there. STAR is a good technique for this kind of interview to just shove in some examples of how you would do the thing in the question.
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