20 Nov 2020 A Step-by-Step Guide to Interviewing Candidates
What’s the best way to interview candidates in healthcare? The goal of interviews is to assess candidates and optimize your odds of hiring the professional for your team. You are going to spend a significant amount of time, money, and energy on hiring, so you’ll want to get it right the first time. Follow these steps if you want to hire the best talent in healthcare.
Know What You Want
The first and most important step is to know what you want. You have to understand the role and identify what an employee in that role needs to accomplish. Think about the tasks involved in the job, as well as how the role contributes to team dynamics and the organization’s objectives. It is a good idea to talk to people who held the position in the past and employees who worked closely with others who held the position. They likely have more insights into the role than you do.
Identify Your Hiring Criteria
Once you know what type of candidate you want to hire, you can focus on identifying the best way to evaluate candidates so you can find the right person for the job. You’ve defined the role, so now you know what soft and technical skills are required. You also want to think about the personality traits, values, and background the hire would need to have to succeed in the role. Once you have a set of criteria you can create a rubric you can use to objectively evaluate candidates you interview.
Outline the Interview
The next step is to establish a plan for the interview process. This largely involves identifying questions to ask that allow you to predict how candidates would perform if hired. You want to ask each candidate the exact same questions to ensure the process is fair and unbiased. Include a mixture of question types. You want fact-based questions that assess candidates’ skills, educational background, and work history. You also want to ask behavioral questions where you ask questions about how they handled situations in previous roles. Past performance is an excellent indicator of performance potential. The key is to narrow in on questions that reflect the kind of challenges and scenarios candidates will likely encounter if hired.
When you start the interview, don’t jump straight into your questions. Take the time to introduce yourself to the candidate and talk about the organization and its mission. This will help the candidate feel more comfortable. You also want to explain to them how the interview will progress, so they have clear expectations. Afterwards, you can start to ask questions. Encourage candidates to elaborate on their answers and ask questions if they need clarification. You want the interview to feel like a genuine conversation and not an interrogation. You also want to highlight the organization’s brand and make the opportunity as attractive as possible. At the end, tell the candidate what the next steps will be and allow them to ask questions. You also want to remember to thank them at the end. You want them to leave feeling appreciated.
In healthcare, the best interview processes are objective, timely, and accurate. Thus, it is important to understand what you want and identify questions that will allow you to identify candidates who have the right skills, behaviors, and experiences necessary to meet your expectations.
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