*The Interview Trap: I Have Nothing Special to Offer* Hello, I want to tell you about a moment that comes up again and again in our coaching calls. Often my Academy members have previously spent weeks prepping alone, convinced that they are just another trainee - nothing special, nothing unique. Three things keep coming up in their prep: 1. They struggled to see what makes them stand out 2. They were worried about “selling themselves” without sounding arrogant, and 3. They feel paralysed by the sheer volume of what they thought they needed to know. Sound familiar? If you’ve ever found yourself thinking, “I have nothing special to offer,” you’re not alone. But this belief is one of the most damaging blind spots you can bring into your consultant interview. Here’s why - and what to do about it: *1. Your Unique Selling Points Are Hiding in Plain Sight* Many doctors fall into the trap of thinking their career path is identical to everyone else’s. _“I’ve just done the same training as everyone else - what could I possibly offer that’s different?”_ But the reality is, no two candidates bring exactly the same mix of experience, interests, and approach. What sets you apart is rarely a single headline achievement. It’s the combination of your skills, projects, and the way you work with others. Maybe you’ve taken on a tricky rota, led a small but meaningful QI project, or found a way to support junior colleagues during a tough period. These everyday actions are often overlooked, but they’re exactly what departments need. Your USPs aren't about being the “best” - they are about recognising the specific skills you've gained from the projects you've done. See the difference between: _"I was rota coordinator"_ and _"I was rota coordinator for 12 months. I co-ordinated the rota of 35 trainees with different levels of experience. 7 trainees were less than full time, and we had 2 rota gaps. I had to ensure adequate cover on the wards, clinics, and in theatre. And also to ensure that trainees gained adequate training opportunities."_ They are both the same task. But in the first, we imagine ourselves that they know what being the rota coordinator looks like. In the second, we are told specifics about what it looked like and what the challenges were. This helps the panel understand the extent of the candidate's experience. *2. The PERM Framework: Systematizing “Tell Me About Yourself”* When you’re asked, “Tell me about yourself,” most people default to listing their training history. But panels aren’t looking for a CV recital - they want to know who you are as a clinician, a colleague, and a person. The PERM framework gives you a structure to showcase your unique strengths without rambling or underselling yourself: - *Passion:* Start with a personal connection - why this job, this team, or this hospital matters to you. - *Experience:* Highlight specific, relevant experiences that show your clinical strengths. - *Research/Education:* Pick one or two focused examples of your contribution to research or education. - *Management:* Share how you’ve contributed to service improvement, governance, or team leadership. This structure helps you avoid the “I have nothing special” trap by forcing you to reflect on real, specific contributions. Practice adapting your PERM answer to different versions of the question: “Why this job?”, “What will you bring?”, “Where do you see yourself in five years?” so you’re never caught off guard. Starting with the P in PERM, by saying  _"I worked here as a trainee for 2 years and I absolutely love this team and this department. I'm really excited about the chance to make this my permanent home"_  is much more impactful than ending with the P like you might have done in CAMP and saying _"...and I like going for long hikes on the weekend."_ *3. Comparison Is the Enemy of Confidence* It’s easy to look at other candidates and think, “They’ve got a PhD,” or “They’ve already been a locum consultant.” But you have no idea what the panel is actually looking for - or how others will perform on the day. The only thing you can control is your own preparation and your own story. Focusing on what you lack is a distraction. Instead, double down on what you know you do well, and how that matches what the department needs. Use your pre-interview research and conversations to identify gaps you can fill. Write out, in your own words, how your strengths align with the job description and the team’s priorities. *Remember:*  The panel can’t see your value unless you show it to them - comparison helps no one. The belief that you have “nothing special” to offer is a mirage. Every doctor has USPs, but it takes honest reflection and the right framework to uncover it. If you’re still not sure what yours is, that’s the work to do now. Talk soon, Tessa *P.S.* If you haven't yet, check out my free 5-day email course to give you a Crash Course To Ace Your Consultant Interview. https://aceyourconsultantinterview.com/