Your GP career toolkit

Commute time and cost

• It’s important to consider the location of the workplace in relation to your home. Before applying for jobs, carefully consider the commute time, the cost of travel (such as travel expenses, parking fees, public transportation) and if this is suitable for you.

Relocation

• In some situations, your ideal job is in a location which might require you to relocate. If you are considering relocating for a job, take time to consider if this will be the right fit for you and your family. Finding a practice that fits with you and your life plan can make all the difference to you feeling happy and supported as a GP and in personal life.

Decide what type of GP role you would prefer to apply for or perhaps which you would not. Consider a range of options such as the size of the practice, out of hours provision, locum/salaried/partner, as well as other opportunities such as minor surgery and delivering contraception services. These options may come with differing hours and levels of responsibility which may or may not suit you.

• Ensure the role meets your salary expectations and if it aligns with your experience and qualifications. It should also be a good fit with personal needs and family commitments. Don’t be afraid to negotiate your salary to ensure you being paid a fair wage and earning the market average for the area you want to work in.
• Review the benefits package such as holiday entitlement, pension scheme, maternity/paternity leave and job security such as temporary/permanent contract.

• Are there any opportunities for growth or leadership roles?
• Will the employer offer support for CPD e.g. attendance at courses and events, conferences or even fund you to upskill yourself in a specialist interest to be the ‘go to’ person in the practice. If so, how many days will they dedicate for your professional development?
• Are there fellowships offered by the practice or fellowships in your region where you may be able to ask the practice to apply for to help enhance your career opportunities?

• Consider the culture of the practice and how it is managed. A positive working culture with good team collaboration can make the job a lot more enjoyable.
• Practice size – do you prefer to work in a larger practice with more patients and collaboration with MDT colleagues or a smaller scale practice?
• Is it a training practice or does it teach medical students? Does the practice do primary care research?
• Research the number of GP partners and the frequency of ‘on call duty doctor’ shifts.
• Urban versus rural practice and the spread of the patient population. This may impact how you manage your daily workload and home visits.

• Consider the demands of the job and if it will allow you to have a good work-life balance where you have time for your family, friends and hobbies outside of work. Explore the appropriate number of sessions which will give you the work-life balance you need to support your wellbeing.
• Decide how many days or hours you are planning to work as an NHS GP each week. Do you want to create or maintain a portfolio career?

• Do your research on the practice you are considering and find out as much as you can about their reputation within the wider community. Positive feedback can be a good indication that it is also a good employer.
• Check out websites such as Glassdoor to see what staff have said about the culture. Read the Care Quality Commission (CQC) report in England and patient reviews.

A locum/sessional GP is a fully qualified GP who temporarily covers for another GP either at a hospital or GP practice. They often cover for GPs who are off work for various reasons such as annual leave, sick leave, maternity leave or retired or generally where there is a shortage of GPs. Being a locum often provides more flexibility, variety and the opportunity to work in a range of healthcare settings.

Locum roles can vary in length from one shift to a several months depending on the requirements of the practice.

Advice on securing locum work

• Consider that flexibility with your working hours and location can help you to secure more locum shifts, if you’re willing to travel a bit further. There may be higher demand and higher rates of pay for evening/weekend and work during holiday seasons.
• Maintain high professional standards such as ensuring you have your medical indemnity insurance, GMC registration and any other legal requirements.
• Explore locum work in different healthcare settings to increase your chances of securing locum shifts such as hospitals, out-of-hours services, or remote GP work.
• Build relationships with GP practices you have worked with to increase your chances of being recommended as a locum to other practices or for regular locum work and you may be offered more consistent shifts.
• Set your rates and be aware of market rates in your area so you are aware of the typical rate of pay in your area. Rates can often be negotiated depending on a variety of factors i.e. you can perhaps seek a higher rate of pay to work a shift with little notice.

Finding a job as a GP locum requires a proactive approach and the ability to tap into various resources. By using locum agencies, job boards, professional networks, and direct outreach to practices, you can secure flexible, varied, and rewarding locum positions. Whether you're seeking a few shifts to supplement your income or a longer-term locum role, the opportunities are plentiful with the right approach and persistence.

Further information on being a locum can be found on the Your GP career options blog page.

A salaried GP is a GP who is employed by the practice rather than being a partner. As the name suggests, a salaried GP receives a regular salary by the practice rather than a share of the practice's profits, which would be the case for a GP partner.

Unlike GP partnership, a salaried role does not have added responsibilities that come with practice ownership, and provides stability compared with working as a locum, with the loss of some flexibility. Finding the right salaried role requires you to consider whether the job aligns with plans for your future career. More information including the pros and cons of being a salaried GP can be found on the Your GP career options webpage.

• Ensure you are on the GP register
• Apply to your local primary medical performers' list (different across the UK):
  • England: NHS England Performers List
  • Northern Ireland: Northern Ireland Primary Medical Performers List
  • Scotland: Health Board Performers List
  • Wales: All Wales Medical Performers List.
• If you have moved to a different region, it is likely your designated body will have changed, and it is a good idea to check it has been updated on GMC online.
• Undergo relevant employment checks by the employer e.g. proof of identify, qualifications, occupational health assessment with vaccination history, employment history and criminal record checks.
• Induction and returner schemes (if you are new to the NHS as a GP or returning to general practice after a significant break from practice).

A GP partner is a self-employed GP who also owns and runs the practice and plays an active role in the business and administrative side of things. This is in addition to their usual clinical sessions. GP partners share the profits made from running the practice. This is calculated by taking total practice income and subtracting practice expenses such as staff, premises, insurance etc, with the remainder being shared. They usually earn more than salaried GPs, but the profits can be variable. More information on GP partnerships can be found in the partnerships section.

• Ensure you fully understand the role and requirements of being a GP partner including management roles, decision making and sharing in the practice’s overall success or failure.
• If you want to be a partner, you may need to be prepared to be salaried initially, so ask about the potential to become a partner and the estimated timescale.
• Consider partnership agreements carefully to make sure you are clear about the terms and don’t be afraid to negotiate on the conditions of the agreement.
• Know what you are looking for (location, practice size, finances, work-life balance).
• Do your due diligence to decide if the practice is a good fit for you e.g. culture, decision-making, support etc.
• Assess the finances carefully by reviewing its current income, overhead costs, patient load and profitability to ensure its financially something you are willing to take on.
• Consider independent legal/financial advice if you are unsure about the partnership agreement, or financial information provided.

A CV should be clear, concise (2-3 pages) which make your unique selling points stand out.

What you can do that someone else might not

Key sections:

• Personal details
• Profile
• GMC number
• Medical indemnity membership number (if relevant)
• Education and qualifications
• Work experience
• Clinical skills and interests
• References

What makes you stand out from the crowd:

• Proofread - get at least 2 people to proofread the documents for any grammatical errors.
• Tailor your CV to each job to highlight what skills you bring to that specific job.
• Carefully assess your CV before submitting it - avoid sending generic versions! For each entry, ask yourself, “How is this relevant? What value does this add?”
• Prioritise areas that align with the job description and person specification, ensuring they appear first for maximum impact.

Unless stated otherwise, if a CV is required for a job application, it must be accompanied by a cover letter that introduces you and highlights the key points that make you a strong candidate.

Try to keep the cover letter short, and punchy, 1-2 pages maximum.

Opening paragraph/introduction

• Address the letter to a named person. It’s best to use the hiring manager's name if you can find it, but if not, using "Dear Hiring Manager" is perfectly acceptable. Avoid overly casual greetings like "Hey" or "Hi there".
• State the role you're applying for and where you found the advert.

Why you?

• Introduce yourself.
• Highlight relevant experience and skills making sure your unique skills you bring to the role are highlighted.
• Highlight clinical skills, leadership, and additional qualifications and achievements that directly align with the job description.

Why this role/practice?

• Mention specific aspects of their practice (e.g. patient demographic, services, ethos).
• Show you’ve researched them.
• Demonstrate how working there aligns with your interests, beliefs and values.

Closing statement

• Reiterate your enthusiasm for the position and express your interest in contributing to the team.
• Professionalism: Maintain a professional tone throughout your CV and cover letter.
• Accuracy: Double-check all information for accuracy, including dates, qualifications, and contact details.
• Proofread carefully: Before submitting, thoroughly proofread your documents for any grammatical errors.

• Research the GP practice using the practice website, NHS Choices and colleagues who may know the practice e.g. list size, patient ratings, workload, CQC ratings, trust's values etc.
• Reflect upon and identify your key strengths and weaknesses.
• Be clear and honest about what you want from the role. You can use these reflections, as well as those on your strengths, to demonstrate your fit to the role, tying in your suitability with information you gathered from your research into the practice.
• Know your CV and tailor it to the role, considering each aspect and what it demonstrates about you and your key skills.
• Consider likely questions and prepare your answers, structuring them to ensure you answer clearly and fully, building in anecdotes and examples where appropriate to demonstrate your experience. Some roles will entail clinical questions being asked, if interviewing for jobs with specific skills like research or particular services, so be prepared to answer questions in those areas.
• Practice speaking your answers out loud, ideally with a friend or colleague who you trust, to provide constructive feedback on how you come across - you may find doing a mock interview helpful preparation. This will help to build muscle-memory, to make recall of your answers easier. Try not to overly rehearse your answers.
• Ask to see the practice or have a tour before the interview. This will signal your interest in the role and is a chance to show your personality outside of the interview-setting.
• See if you can speak to people working at the practice to get an idea of what their interviews were like.

Interviews are a two-way process - consider some questions to ask, to help you find out more about the role.

• As well as helping you to find out more, asking questions at your interview shows your interest in the role e.g. When am I likely to hear back? What opportunities does the practice have for me to develop? Do you have any examples of how you work as a team in the practice?
• If you have a special interest or aspiration, ask whether that would be valuable to them e.g. Are they a carer friendly practice? Are they a military veteran accredited practice?
• You may want to enquire about their expectations around working pattern, what their home-visit process is, how clinical administration is allocated - try to frame these types of question with openness rather that stating that you're unable to do A, B or C.
• If you do have a tour of the practice in advance of the interview, you can ask some of your questions then; if not, your interview is a chance to find out more.
• And if you don’t have any further questions, it’s fine to not ask anything.

Make enquiries beforehand to establish the format of the interview, as it's important to know what to expect when you walk in the room. Interviews can vary from a one-on-one set-up to panels and presentations, with larger practices often opting for a more structured interview format to standardise their process.

As mentioned previously, interviews often begin with a tour of the practice, either by a GP or the practice manager. This is a great opportunity for you to ask questions. Although this is likely to be informal, remember that first impressions count.

A more formal sit-down interview with GPs will then typically follow, with likely questions around clinical scenarios, your motivations and interests and how you work in a team. This will be where all your preparation will come to the fore.

• Be on time.
• Dress smartly.
• Maintain good eye contact.
• Never underestimate the importance of body language - smile, try to keep an upright and engaged posture and actively listen.
• Try to keep calm.
• Be honest about what you want from the role and what's important to you as this will help the practice to get a good understanding of you and how they could help address your needs, ensuring a good long-term fit.

Keep in mind that, as a GP, when you are invited to attend an interview, the practice will already know that you have the qualifications for the role - typically, they won't be assessing your qualifications beyond some basic clinical scenarios - but are instead looking to see what you can bring to the practice and whether appointing you would be a good 'fit' for you both. Hopefully, this should give you the confidence that you can do the job and deserve to be 'in the mix' for that role.

Remember to breathe slowly and deeply whenever you have nervous thoughts about the interview, just before the event and during it. This will help to slow down your thinking and speech - when you speak slower you will sound more confident and in control. It's OK to take a breath before responding to a question if you need to.

You've done the interview and now you're waiting to hear the decision. Whatever the outcome, there are some things to consider before responding.

How to handle a job offer:

• Acknowledge the offer promptly and express your gratitude e.g. "Thank you for the offer, I am excited to discuss this opportunity further with you". Confirm the timeline needed for your response.
• Review the offer carefully (e.g. the salary, benefits, working hours, practice culture, opportunities for career progression etc.) and consider other factors such as the responsibilities of the role, work-life balance, location and commute.
• Consider whether there are any further questions you may wish to ask before accepting the offer e.g. further clarity on responsibilities, expectations of the post-holder, training and development opportunities, practice culture etc.
• If you are joining the practice as a partner, you will need to ask for a copy of the accounts. You may need to share these with a medical accountant in order to decide whether you want to join the partnership. If you want to become a partner, you should find out whether you would be expected to buy into a building owned by the current or former partners or if it's an NHS property that which you will not need to buy a share of.
• Consider whether there is a need for any negotiations (e.g. the salary, benefits, working hours etc.) and if so, approach these respectfully and with professionalism.
• If you wish to formally accept the offer, confirm your decision in writing and clarify your understanding of the contractual obligations, such as the expected start date and probationary period.
• After accepting the offer, prepare for your new role - gather any required documents you may need and start to manage your transition from your current role into your new one, preparing for relocation if necessary.

How to handle a job rejection:

• It's important to acknowledge your emotional response, such as any feelings of disappointment or frustration you may have, and to remember the importance of staying professional and composed, even in a moment of rejection.
• Respond to the message and be gracious in your reply, thanking them for the opportunity e.g. "Thank you for considering me for the role. While I am disappointed, I appreciate the opportunity to interview and learn more about your practice and team."
• Politely request feedback to help you improve for future interviews.
• Reflect on the experience and try to honestly consider any areas for improvement.
• Try to stay motivated, by networking, upskilling and applying for other roles.
• Remember to try to keep the door open for any future opportunities at the practice, by maintaining professional relationships with the practice and expressing your interest in upcoming vacancies.
• Keep in mind that rejection is a very common part of the job search process so try not to feel disheartened. Keep trying and working to improve for future interviews.

• If you've recently left training, ask your trainer about practices you are thinking of applying to join. Do you have any other colleagues or friends you could ask about the culture of a practice?
• Can you work as a locum in the practice to experience the workload and culture there to see if you'd like to join permanently?
• When deciding whether to apply for a role, ask a current or recent member of staff about staff turnover because a high staff turnover can be a red flag.
• If applying for a partnership, consider whether any of the doctors are personally related to another staff member, as this can alter the dynamics of decision-making within the practice.
• Think about what gives you personal satisfaction and what motivates you. Will you feel a sense of achievement working in a practice looking after students or in a rural community, for example? Applying for a role that you are motivated by will come across as enthusiasm and should hopefully lead to a good fit.
• Consider what the practice have advertised they are looking for and explain how you can contribute this to the team in your covering letter.
• Ahead of your interview, do a trial journey to the practice at the same time of day on a weekday to ensure you give yourself plenty of time to get there and ask the practice manager about parking space availability.