All Entries Tagged With: "interview"
Quick, schedule the interview; Not so fast!
Interviews can be big investments of time, effort, and expense for both the candidate and the practice. Because of this, it is crucial to learn as much as possible about candidates before inviting them to interview. A thorough pre-interview assessment should teach you a great deal about the candidate. You should gauge the likelihood of the practice accepting the candidate, and vice versa. In assessing your candidate, it is important to look at both work-related and personal factors.
When conducting a pre-interview assessment, here are some specific candidate characteristics/skills to evaluate:
The interview fail: When recruiters lose hospitalist candidates
Kirk Mathews, MBA, of Inpatient Management, Inc. speaks on physician recruitment. (Photo/Karen M. Cheung)
When I hear statistics about the national physician shortage and tips about hospitalist recruitment, I reflect on my own job hunting experience, but from the candidate’s perspective. When I was on job hunt in the past, I sent my resume out in hopes of landing the perfect job. And despite my then lack of funds and health insurance, I was very picky about what offers I accepted, particularly after the interview.
At one organization that I interviewed with, I asked the editor-in-chief and my would-be boss, “How long have you been here?” When she answered, “about eight years,” I responded, “That’s a long time. You must like it here.” That was my polite way of asking about turnover rates and job satisfaction levels. She replied in an apathetic voice, “Yeah, it’s okay.” I knew, right then, that this was the not the place for me. Interview fail!
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Recruitment tip 2: Interview questions you should not ask
Although you want to get to know your candidate at the interview, some questions should be taboo to ask. You should steer clear from questions such as the following:
- Are you married?
- Do you have children?
- Are you pregnant?
Legally, recruiters cannot ask questions related to martial status or child care. Instead, ask the question, “Do you have any particular concerns?” that allows you to comment on the subject.
The above excerpt is adapted from Hospitalist Recruitment and Retention: Practical Interviewing, Workload, and Scheduling Tips for Program Managers, with Kirk Mathews, CEO, principal, and founder of Inpatient Management Inc., and Carole Montgomery, MD, physician site leader for the Grand Rapids hospitalist division of Michigan Medical, P.C. The HCPro, Inc. Webcast aired on Dec. 18, 2008. You can listen to a sneak peak sound clip and purchase a CD at HCMarketplace.
Recruitment tip 1: Interview questions you should ask
Interviewing candidates involves breaking the ice. Create an event where the candidate can be observed in a casual, relaxed environment such as a friendly dinner. Ask questions to demonstrate research into the candidate’s background an interest. You could ask the following questions that target your candidate’s interests, for example:
- I know you enjoy fishing. Have you ever fished our local lake here?
- How did you enjoy your training at XYZ University hospital?
- I understand your oldest son is quite an athlete. Did you know we have a very good high school football team here?
- What is issue is most important when considering our job?
Review the interview agenda to address his or her questions, concerns, and interests.
The above excerpt is adapted from Practical Guide to Hospitalist Recruitment and Retention by Kirk Mathews, foreword by John Nelson, MD, FACP, published by HCPro, Inc.
Practical tips for conducting an interview
By the time you or the practice recruiter schedules an on-site interview for a hospitalist candidate, there should be a great likelihood that you will accept the candidate as the new hospitalist in your hospital. The interview is where the recruitment game is won or lost. Remember to follow these tips when you are preparing for and conducting the actual on-site interview:
- Include an ice-breaker event. Create an event where the candidate will be in a casual, relaxed environment, such as a dinner meeting.
- Set aside time for the business discussion. A good time to discuss business and the draft agreement is after dinner.
- Introduce the candidate to the community. Take a drive to meet school leaders, civic leaders, real estate professionals, bankers, etc.
- Arrange for time with future colleagues. Introduce the candidate to his or her soon-to-be peers if the candidate accepts the position.
- Arrange a hospital tour. Allow the candidate to view the facilities and meet the decision-makers of the hospital.
- Allow time for a wrap-up discussion. Following the interview, establish a timeline for follow-up procedures and a date for a final decision. Use this time to ask if the candidate can see him/herself working at your hospital.
