It’s clear in today’s competitive market, the interviewing process needs to be more specific than ever. What system do you have to ensure that your start-to-finish interview process is excellent?
It starts with a well-written ad to attract candidates to your practice. Are you showcasing your culture and sharing excitement that you are adding to your team?
Once you have applicants, contact them promptly. First, reach out with written communication through your preferred platform and ask when they would be available for a phone call. Now you’re ready to start your next phase.
- Phone screen: These should be about 10-15 minutes long and at the agreed-upon scheduled time of the call. I will ask about their day and keep a casual, yet not too personal, tone.
“Tell me why you were attracted to our opportunity…” You can then go into the details of the offered position and ask if there are any concerns with our hours, the wages, etc. Oftentimes, this is where you can end a potential waste of time by something…such as the candidate saying, “I really need to be out by 5 p.m. on Mondays, but you are saying the hours on Monday end at 7 p.m.. Is there any flexibility?” “No, Dr. needs all team members until 7 p.m. on Mondays. Thank you for your time.”
The phone screen is a time to listen and see if you want to move forward with an in-person interview by asking the direct questions about their availability, drive, concerns, wages concerns, etc. I always end by asking them if they have any questions I did not answer and if they would like to be considered for an interview at the office.
- Face to Face Interview Questions (no specific order, nor need use each at each interview)
- What drew you to our opportunity?
- What did you like best about our website? What services do we offer that intrigue you the most?
- Would your current employer be surprised you are speaking to me about another job? Why or why not?
- What is something you would change at your current organization?
- What would you bring to the opportunity that would be unique in my practice?
- What is something you value in an organization?
- Where do you think you really thrive?
- What kind of job do you see yourself retiring from?
- Can you share a story of where you had to hold to your values in a working situation?
- What does having a “good work ethic” mean to you?”
- Have you ever had to train anyone on the job?
- What is something I didn’t ask you, but we should know about you?
- Should you receive this job offer, is there anything on your background check we should know about in advance?
The in-person interview should last 35-45 minutes at most. An office tour and introduction to the team are always included in the first in-person interview. This allows the candidate to calm their nerves, and for you to engage in showing them your environment.
The interview is NOT a time to socialize. This is a time to evaluate the compatibility of the person in your culture by asking non-illegal questions and speaking to the skills needed for the position. Questions that are not able to be asked are questions revolving around the candidate’s ethnic background, family life, where they live, religion, and values. You may ask if they are a US citizen, as they will need to provide that information if you would extend hiring. You may ask them what their salary expectancy is (if you have not previously posted it) but should not ask what they are making in their current role. The interview is also a time to discuss the time frame you are looking to fill this role.
An interview should be closed with “Thank you for coming in and learning more about our practice.” Please tell your candidate the next steps in the process such as they are welcome to contact you with any questions and when they can expect to hear back from you.
Please do not offer the position over the phone or at the first interview as you need to complete your due diligence on the candidate before they can be considered for your environment. When you are ready to move forward with a job offer, personally call the candidate to let them know that a written offer is being sent to them via email and that you are thrilled to have them consider your offer. All candidates should be thanked for their time and invited to apply again should they see your practice hiring again. This is good for your reputation and shows courteous communication.
In this climate of employee value, it is extremely important to have an excellent protocol for the candidate engagement process. Good luck!
