Hiring the best: Interview essentials

Experts and practices give their advice on how to talk to a job candidate, whether it be a physician or a staff member, to ensure you get the best hire.

By Larry Stevens, AMNews correspondent. Nov. 21, 2005.

When it comes to filling a position in your practice, whether it's for a physician or a receptionist, looking at a resume is easy; interviewing is hard.

A resume gives you an objective, verifiable look at what the job candidate has done before showing up at your doorstep. The interview is supposed to separate those who look good on paper from those who will do well in action, but it can be difficult to find the right questions to elicit the information you seek. It also can be difficult to tell if someone who appears to interview well actually will be someone who works well within your practice.

Experts and practices who've had success with interviewing say there are many different ways to approach these problems,but the underlying factor for success is being prepared. It helps if your practice has an established routine for handling interviews and enough of an understanding of procedures and personnel to determine which outsiders would fit best.

This matters whether interviewing potential physicians or potential staff.

Medical groups have at least one advantage over many other types of small businesses when hiring associates: State licensing boards and medical society credentialing requirements do a lot of the gumshoe work.

While the interview should ascertain at least to some extent whether the prospective associate has the necessary skills for the job, neurologist Soren Ryberg, MD, points out, "It's virtually impossible during an interview to adequately quiz someone on his or her medical knowledge."