The process it takes to find the right candidate doesn’t have to leave you overwhelmed and steal time away from your patients. Use the right interview approach and identify the best fit for your practice!
Make Each Interview Serve A Purpose
You want to hire someone that is experienced and has the appropriate skills needed to succeed at the job. Skill interviews confirm if the applicant is qualified for the position. Ask them questions about their previous work experience in regards to the specific skill set. Likewise, ask for references and talk to past employers about the candidate’s work ability. If the applicant checks off each required skill, then you’ve found a good candidate for the job!
The applicant might have certain skills you require, but you also want confirmation that they have what it takes. Behavioral interviews can help you decide. Tell the candidate a work-related scenario and ask how they would deal with the situation. Likewise, have them tell you about a time they made certain decisions for a similar role. This technique will allow you to understand how the candidate performs and behaves in situations that are relevant to the new position.
Save Even More Time By Narrowing Applicants Before The Interview
If you find the best candidates before even starting the interview process, you can save time from unnecessary interviews. One way we do this at TalentCare is with our predictive assessments and preferred profile.
Assessments and Preferred Profile
In addition to the traditional resume, applicants are asked to take a short skills and personality assessment. These evaluations are a perfect way to see if the applicant will be a good fit for the position and your company based on cognitive strengths, workstyle preferences, and cultural preferences. This is a great technique to confirm you have the perfect candidates in advance, and not waste time pursuing an uncertain hire.
To find exactly what you want and need from a candidate, we use predictive analytics to determine how applicants will fit and perform. Start your interview process with this technique to receive the best candidates from the beginning. This can save you time and free your schedule of wasted interviews!
And even better…
Based on the applicant’s answers, we provide insight on questions to ask in their upcoming interview. You’ll know exactly what to ask that particular candidate, based on their specific profile. You can avoid the subjective interview style and uncover their true fit with unique and personable questions.
More Detailed Interviews For Key Positions
If you are hiring for a specialty position, it may be worth taking your interview process one step further. While you want to ensure a quality fit, also remember that great candidates don’t last long. If you choose to implement additional interviews, be sure to move candidates quickly through the process!
Take it a step further, and put the applicant to the test! They said they have the skills, so why not try them out? Conduct a working interview and ask the candidate to show you what they can do for a few hours.
Be sure not to overdo the working interview. While this can be a great way to see how a candidate truly performs, it can also be burdensome and drag out the interview process. The best candidates will be willing to show their capabilities, but they also expect you to recognize their skills quickly.
Small Group / Panel Interview
For key positions or those that will interact heavily among teams, sometimes group interviews can help solidify the match. More team members can talk with the candidate and have a say in the interview process.
While you could conduct this in the office, organizing a social event may help both candidates and team members get a better sense of one another’s true personalities. Plus, you will be able to see how they interact in a group setting, and how they would operate being a part of the team.
Sometimes you may have to entice the best candidates with a little more about your company’s brand, culture and perks. Giving candidates an idea of what you expect from employees, and what they should expect from you can help them picture themselves in the role, and in your company.
Regardless of your interview techniques, be sure to maintain best practice with informing candidates of where they stand in the process, and what next steps to expect. There is no substitute for great communication when a good candidate is on the line.
Want to save time and find the perfect candidate? Call us today at 888-785-0502 to learn what TalentCare can do for you!