After the Interview

When the interview is finished, you should have a good idea of the candidate’s personality, work experience and ethic, and appropriateness of including him or her in your staff. Applicants should leave with clear notions of what the job entails.

Be sure to write down your impressions of the candidate, answers that stuck in your mind, and further questions either during or immediately after interview.

For follow-up, always contact the candidate’s references and former employers. Some physicians even go so far as to perform background checks. The goal of checking into the candidate’s past is to confirm or test his or her professionalism, work ethic, and inter-office dynamics.

To ensure that your practice runs smoothly, make the hiring process for new staff methodical and logical. It will result in a better caliber of candidates, and an increased likelihood for a good fit.

Sources for this article include:

Cardinal, Peter. Questions You Should Ask When Hiring. Family Practice Management. 

Smith, Robert J. Seven Secrets to Successful Hiring. Podiatry Today.

Weiss, GG. Starting a Practice: 3-4 Months Out: Hiring Staff. Medical Economics.

About the Author

Amy Lillard was a regulatory and marketing professional at the Feinberg School of Medicine at Northwestern University for 4 years prior to writing on healthcare topics.

The author discloses no financial conflicts of interest with the content of this article.