What are you looking for in a new physician?
Whether you are expanding your practice or simply need to replace an employee who has moved on, you are seeking a new physician to join your group. What’s next? It’s likely you will have a pool of applicants to choose from. If not, many physicians often reach out to dermatology consulting firms and societies to list a job offer. Of course, you will choose to interview the candidates with the strongest CVs but how will you know which one will be the best fit for your position? Preparing a list of questions will help you navigate the interview process more effectively to choose the perfect fit.
The best job interviews are conducted as two-way conversations. That doesn’t always happen, but it is helpful for you to approach each job interview from this perspective. The interview process provides the opportunity for you, as a hiring manager, to determine if an applicant is a good fit for you, but it should also allow an applicant to determine if you are a good fit for them. When both parties are able to make these determinations during the interview process, the end result is mutually beneficial. The candidate you select will be a strong fit for your group and they will be enthusiastic about their new position. They will be in alignment with your patient care protocols and prepared to become a contributing member of your team. You will benefit from greater productivity and prolonged employee retention. This ultimately saves you time and money.
Hiring managers should be prepared to ask thoughtful questions that accomplish these objectives. Well-chosen questions will assist you in identifying the practical experience, core values and level of professionalism a prospective employee possesses. Most questions should be open-ended and allow a candidate the opportunity to expand on the topic. Candidates should also be allowed to ask questions of their own. The nature of their questions will give you additional insight into what is most important to them.
Select a number of questions from the list below. Be prepared to formulate follow up questions during the interview based on the answers provided. Be sure to allow the candidate the opportunity to ask questions of their own.
Questions to Help You Get Started
These questions will allow you to assess a candidate’s level of passion about their chosen field. They will assist you in determining if their strengths and areas of opportunity are in alignment with the needs of your group. The way in which a candidate discusses their strengths, weaknesses, likes and dislikes will give you a sense of their transparency, authenticity and approachability. You will receive insight into their level of self-confidence and strength of character, too.
- Tell me a little about yourself.
- Why did you choose to become a physician?
- Why did you choose to specialize in dermatology?
- What do you like most about being a dermatologist?
- What do you like least about being a dermatologist?
- What would you consider to be your main strengths?
- What are the areas that you need to improve upon?
- What does your ideal job entail?
- What percent of the day would you want to practice in specific sub- specialties of dermatology?
- What kind of support would you expect?
Practical Knowledge and Application
It is important for you to determine the skills and practical experience a candidate will bring to the table. These questions will help you begin that dialogue.
- What was the best experience in your residency training and what was the worst?
- What would you consider to be your most difficult case and how did you handle it?
- What special skills and experience will you bring to the job?
Patient Care and Interaction
A similar approach to patient care is important for the overall well-being and success of your group. These questions will help to uncover the candidate’s approach.
- How much time do you spend with each patient?
- What type of rapport do you establish with your patients?
- Walk me through how you present complicated information or instructions to patients.
- What do you do if you disagree with a patient?
Team Dynamics
You are hiring a physician to provide patient care, but you are also hiring a new member of your team. While well-qualified and experienced, a candidate may not actually be the right person for your group. Healthy team dynamics play an integral role in the overall culture of your practice. These questions will help you launch a conversation to determine if a candidate will fit in with the culture of your group.
- What past teamwork experience do you have?
- What do you think your peers would say about you?
- What do you think the nursing and ancillary support staff would say about you?
- Give me a specific example of a time when you had to conform to a policy with which you did not agree.
Handling Stress and Conflict
The ability to effectively handle stress and conflict is important to the success of the individual candidate, but also to the group. The candidate you select will represent your brand. The ability to confidently speak about these topics with self-awareness and confidence will provide further insight into the overall character and personality of the candidate.
- What is your typical way of dealing with conflict? Give me an example.
- Describe a time when you were faced with a stressful situation and you demonstrated your coping skills.
- Tell me about a recent situation in which you had to deal with a very upset patient or staff member.
- Have you ever had a difficult situation with a supervisor? If yes, how did you handle it?
Accountability
These questions call upon a candidate to be transparent and honest as they challenge them to speak candidly about a known area of weakness. These questions also provide an opportunity for the candidate to demonstrate positivity and strength as they communicate their approach, and subsequent resolutions, to the examples they provide.
- Describe a time when you were wrong.
- Tell me about a time when you misdiagnosed a case and how you resolved it.
- Describe a time when you anticipated potential problems and developed preventive measures.
Future Plans and Lifestyle Questions
These questions will help you determine the goals a candidate has set, whether they envision growing within your practice and if your practice is in a position to support those goals.
- What attracts you to this opportunity?
- Where do you see yourself in 3 to 5 years?
- What are your personal interests outside of medicine?
- What are your ultimate career goals?
