I’m writing this on the 1st December, at a time when many of us are consolidating social plans for the festive period. It is also the time of year when many of our resident doctors conversations, thoughts and spare time are dominated not by seasonal cheer, but by the specialty training application window. For many at this stage in their career, securing an ST3 post is a major milestone. Success means long-term commitment to surgical training, structured rotations, and a defined path towards consultancy.
Delivery of our specialty recruitment process requires a year-round effort from a diverse team of consultants, experienced deanery recruitment staff, lay representatives and, critically, representatives of resident doctor bodies. However, as we now approach the “sharp end” of recruitment, that team needs to expand to accommodate nearly 300 consultant days of activity across 4 days of shortlisting and interviews.
I often reflect for my own part in this on a story from Mark Twain’s “The Adventures of Tom Sawyer”:
In The Adventures of Tom Sawyer, Tom is given a tedious, time-consuming chore: Paint a long fence in the heat of the day. At first, it feels like a punishment—boring, repetitive, and thankless. But Tom reframes it. He treats fence-painting as a rare privilege, an act requiring skill and discernment. Soon, he has other boys queuing up, eager to take a turn. The chore becomes a shared endeavour, and the fence ends up brilliantly white because many hands contributed.
Now imagine the ST3 national recruitment process as that fence.
Shortlisting applications and interviewing candidates can feel like the same kind of chore:
- hours of extra work,
- sifting through repetitive lengthy forms, scoring consistently,
- turning up to interview on days when you'd rather be in theatre,
- getting no extra SPA time, no applause, no glory.
It can feel like a potential “punishment” of sorts, an activity done only because “someone must do it”.
But then a few consultants— the “Toms” of this world —approach it differently. They talk about recruitment as:
- a chance to shape the future of the specialty,
- an opportunity to spot talent early,
- a privilege of stewardship,
- and a professional duty that reflects well on the team.
They turn up and make the task look purposeful, almost prestigious. And gradually, more colleagues step forward to “pick up a brush”—not because they’re tricked or cajoled into it, but because the culture shifts. The work feels meaningful. It feels like the sort of thing a proud surgeon ought to help with.
Before long, ST3 recruitment—once a weary, lonely fence to paint—becomes a team effort, shared across consultants who see value in maintaining the standards of their specialty. And the result? A stronger intake of trainees, a fairer process, and a gleaming “fence” that reflects well on everyone involved.
To participate you must hold a substantive consultant post, be in good standing and have up-to-date EDI training. If you do, then please consider joining our President, President Elect, EGS Lead, Trauma Lead and many other ASGBI representatives already signed up to participate in ST3 National Recruitment this year. Dates are 26th & 27th January 2026 for Shortlisting (Face-to-Face, Canary Wharf, London) and/or 26th & 27th March 2026 for Remote interviewing.
As always, we are extremely grateful for your continuing commitment and support given to the ST3 National Selection process.
General Surgery ST3 Portfolio Shortlisting Day (In Person event)
Mon 26th & Tues 27th January 2026 - Register here
General Surgery ST3 Remote Interviews
Thurs 26th & Fri 27th March 2026 - Register here
Nick Watson
ASGBI Director of Education & Training
UK Clinical Lead for General Surgery ST3 Recruitment
