What do they know about your medical practice?It is important to know if the candidate is aware of what your medical practice is about, such as the services you offer and the culture of your practice. It will show you if the candidate has done any research before the interview, and will indicate if they are dedicated or just applying for any job that is available. Thus, you should fit in a couple of questions to test their knowledge of your medical practice. These questions are also a nice way to break the ice.
What computer software and programmes do they know?In today’s day and age, it is essential for any medical staff members to have some basic knowledge about computer software and programmes. Regardless of the candidate’s age, you should find out what computer software they know how to use, if they have received any training, etc. Word processing software and knowing how to navigate the Internet are some examples.
What is the most recent news they have read?Staff members at a medical practice must stay up to date with the latest happenings in the medical world, so prepare one or two questions to assess their knowledge. This is also a way to test whether your future staff members are interested in their work, or at least, are interested in the field they are applying for. Get them to tell you the latest news they have read, be it current affairs or healthcare-specific news, and ask what they think of it.
How do they solve problems?Ask questions that will help you to assess the candidate’s problem-solving skills. These questions will enable you to understand better how the candidate approaches a problem, and whether the candidate is capable of completing certain tasks that are routine in your medical practice. For example, you could ask the candidate what they would do if they encounter a difficult patient, or if they have ever faced a problem in their former workplace, and what they did to solve the problem. The question will also help you to identify if the candidate has an important attribute – whether they are willing to learn, if they cannot accomplish certain tasks.
Have they ever failed in a task?Admitting a weakness is tough. Candidates are not used to being asked questions about whether they have ever been hit by a failure. It could be personal or professional, but the answer to that question will help you get a sense of the candidate’s ability to get over failure, learning from it and move on in life. Further, their answer could indicate if they can take responsibility for their own failures, or if they will rather blame others – and you will not want the latter attitude in your medical practice.
How do others perceive them?While this is an unusual question, it will nevertheless be a good one to ask the candidate. This will help you to see if the candidates are aware of what others think of them, and show if they are sensitive to their surroundings, which can be an important attribute to have in the healthcare setting. You can ask the candidates to tell you how someone they have worked with in the past would describe them, or what words their ex-colleagues have used about them.
Do they have any questions for you?The last question in every interview, the one to close the conversation, is to test the candidate’s level of curiosity. Ask the candidates if they have any question for you, be it about the job, your medical practice or any other relevant questions. The answer to this question can show you two things: if the answer is a firm ‘No’, then you know the candidate in front of you lacks the required interest in your practice. If the answer is ‘Yes’ and the question is good, then you may already have the answer as towhether to hire or not. MIMS
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