4 Tips for Interviewing the Right Candidate for Your Practice

Regardless of the position, hiring a new employee for your practice can be a daunting task. A wise physician knows that every person in your office, from the receptionist who makes appointments and greets your patients to the doctor who is your associate, has a great impact on the success (or failure) of your practice. That’s why you want to “hire once.” At the Institute for Podiatric Excellence and Development (IPED), we have the benefit of hearing the advice and experience of podiatric practitioners who have varying years in the field to provide our members with the most comprehensive information possible to build a successful practice.

Below are some interview tips to maximize your chances of hiring the right candidate for the position you need to fill:

  1. Give your applicants the info they need to be prepared. Send a job description, information about your practice (including any areas you specialize in), the types of patients you see and any educational info that you give to your patients. Encourage applicants to come to the interview having read what you have sent and prepared with a list of questions for you about the practice and the work they will be doing.
  2. Make the most of each interview session and interview promising candidates more than once. In the first interview, break the ice and tell the candidate a little about yourself and the practice. Then, follow a scripted list of questions (so you can have a gauge to compare candidates). Remember, a good rule of thumb is to listen 80 % of the time and talk 20% of the time. Remember that while first impressions are important, most couples don’t get engaged on the first date.
  3. Throw a curveball. Ask perspective candidates at least one difficult question that they are not likely to expect. In any medical practice circumstances will arise that require staff members to think quickly on their feet. The response you get will help you gauge how a prospective employee would do in those types of situations.
  4. Encourage applicants to ask questions. This will allow you to evaluate their level of interest and curiosity about the job they are applying for. Questions that only focus on what they will get (vacation time, benefits, etc.) will indicate certain priorities. Applicants that ask about possibilities to further their skills and advancement opportunities may have a greater motivation and be more of an asset to your office.

In the end, there is no way to guarantee that you will hire the right candidate the first time but there are definitely ways to increase your chances of success. Having access to many practitioners who can help advise you is just one of the many benefits of membership in IPED. To learn more contact us at: 978-296-7634.