Set the Tone for Success with an Organized and Efficient Interview Process
The landscape and culture of your medical facility are largely determined by the people you acquire through the recruitment process. Instilling excellence amongst personnel begins before the interview (your reputation in the community), yet is inspired even more so during the interview process.
When it is time for recruitment to commence, the assessment of the need in your area, finding and screening candidates are merely first steps. Developing an effective interview process truly lays the foundation for a successful hire. This area is sometimes fraught with disorganization, poor communication and misunderstanding — yet it does not have to be. Establishing a specific set of protocols can assure that the hiring process is smooth, focused and without bias.
Streamline Your Steps
Avoiding excessive bureaucracy keeps the process on track and helps prevent it getting bogged down with repetition. If a pre-interview questionnaire is part of the protocol, make sure your candidate has filled it out ahead of time and you have analyzed their answers beforehand. Foisting an interviewee with paperwork they have already completed not only takes up time unnecessarily, but it could place the idea in their head that perhaps they are better suited elsewhere.
Plan Your Timeline
An ideal interview day is conducted by following an exact agenda. When organizing the interview itinerary, create a detailed schedule of every phase of the day and don’t be afraid to extend the interview to several days. Especially, if your candidate is new to the area, a multi-day interview may be needed. This could begin with a tour of the facility with staff present who are qualified to explain the nuances of each department and answer questions from the interviewee. These personnel should be scheduled and confirmed prior to the interview so that the subject is not waiting around for them to arrive at an unspecified time. If relocation is part of the scenario, make sure to begin wrapping up the tour in time for the interviewee to meet with the real estate agent — also an appointment that is scheduled ahead of time and confirmed the day before. We also recommend arranging for all meals ahead of time, and if a significant other is present, time to address his or her needs.
Make Decisions Based on Relevant Data
Align your interview scoring metrics in direct correlation to the skills you are looking for. If an applicant happens to share similar hobbies and interests as you, do not let the discussion veer off into those areas. Stay on task and focus on the only common ground between the two of you that should matter during the interview process: the fact that you are hiring for direct patient care. This way you can avoid developing a bias towards one candidate or another and hire purely based on whom is the most qualified.
Most importantly, physician candidates want to feel needed and wanted. Physician candidates are typically receiving between fifteen and twenty calls and thirty to thirty-five e-mails a day. With the exception of graduating residents and fellows, most candidates will only have three days to interview over a forty-five day period. Based on this tight timeline, our successful clients understand the interview process is a courting process and crucial to making a good impression that will last with the candidate through the noise of other recruitment efforts.