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ObjectivesTo examine clinical doctoral students’ demographic and training characteristics, career intentions, career preparedness and what influences them as they plan their future careers.Design and settingOnline cross-sectional census surveys at two research-intensive medical schools in England in 2015–2016.ParticipantsAll medically qualified PhD students (N=523) enrolled at the University of Oxford and University College London were invited to participate. We report on data from 320 participants (54% male and 44% female), who were representative by gender of the invited population.Main outcome measuresCareer intentions.ResultsRespondents were mainly in specialty training, including close to training completion (25%, n=80), and 18% (n=57) had completed training. Half (50%, n=159) intended to pursue a clinical academic career (CAC) and 62% (n=198) were at least moderately likely to seek a clinical lectureship (CL). However, 51% (n=163) had little or no knowledge about CL posts. Those wanting a CAC tended to have the most predoctoral medical research experience (χ2 (2, N=305)=22.19, p=0.0005). Key reasons cited for not pursuing a CAC were the small number of senior academic appointments available, the difficulty of obtaining research grants and work-life balance.ConclusionsFindings suggest that urging predoctoral clinicians to gain varied research experience while ensuring availability of opportunities, and introducing more flexible recruitment criteria for CL appointments, would foster CACs. As CL posts are often only open to those still in training, the many postdoctoral clinicians who have completed training, or nearly done so, do not currently gain the opportunity the post offers to develop as independent researchers. Better opportunities should be accompanied by enhanced career support for clinical doctoral students (eg, to increase knowledge of CLs). Finally, ways to increase the number of senior clinical academic appointments should be explored since their lack seems to significantly influence career decisions.

This study focused on the use of Impression Management (IM) in employment interviews from the perspective of interviewees and investigated possible antecedents of their perceptions regarding what is fair interviewee IM. Its rationale was largely based on the tenets of equity theory (Adams, 1963; 1965). Data from 163 potential interviewees (college students) approached in the UK and Portugal showed that, as expected, they tended to perceive as fair interviewee IM those IM tactics they also saw as fair for interviewers to use. Gender did not predici IM fairness perceptions, but IM use by the organization, Machiavellianism and Country did. Results regarding the influence of experience of job interviews were inconclusive. Finally, based on these findings, suggestions are made for funher research and for the education of both interviewees and interviewers regarding behavior in the etnployment interview. Impression management [IM] refers to individuals' attempts at determining the impressions others form of them regarding their behavior, motivation, morality, and other characteristics such as their intelligence and future potential

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