The physician shortage in the United States continues to loom, with research estimating a shortage of more than 100,000 doctors by 2030. Maintaining a full staff of top-tier talent can be a tall order, as baby boomers enter retirement age, clinicians are reporting “burnout” at alarming rates (up to 48% *1) and some specialties are trying to reduce volumes to enhance outcomes. In part because of this shortage, 70% of clinicians receive 50+ solicitations from recruiters in their final year of training. With demand drastically outpacing supply, site medical directors must be committed to putting their best foot forward to ensure their hospitals are filled with the best and brightest clinicians. One of the most effective tools within the purview of clinical leadership to hire (and retain) to meet your staffing needs is conducting a well-prepared interview. The preparation in the days before and after are essential. Practicing poor, easily correctable interview habits can sour first impressions, increasing the likelihood of missed connections. By cultivating a strong, inviting and consistent interview environment, interviewers set themselves up to find and hire the most qualified candidates.

 

Ensure the interview space is clean and quiet. If you’re using an office phone, have your calls held or forwarded during the interview. Ensure your cell phone is on silent and out of sight; where it won’t be a distraction. Don’t forget about your appearance. Follow professional dress code and make sure you are well-groomed. Small strokes fell big oaks, and attention to detail can make a significant difference in interviews. Impressions are often made in the first minute, so it’s important to make the most of it. Starting the interview off the right way will increase your chances of success for a good meeting.

 

Take time the day before to write your interview questions, and include a few relevant notes for opening with small talk. Include open ended questions unique to the specific role, the candidate, cultural “fit” and candidate experience in mind. Use interview questions to build a more complete picture of the candidate while simultaneously defining the role’s expectations. When interviewing, avoid intrusive personal questions. Such as questions or statements involving race, nationality/citizenship, age, family, religion and disability. They do not belong in the interview process. However, it is ok to highlight similarities in education or residency programs. Making professional connections will help you and the candidate feel more at ease during the interview. Show the interviewee you are engaged, interested and value their time and care about your long-term satisfaction and fit on the team. Ask them about their hobbies, travel for the interview, preceding week, current job search. Make them comfortable by engaging and showing interest in them as a person, not just as a candidate.

 

Remind yourself that the job interview is a mutual opportunity, so there’s no need to intimidate or make things unnecessarily difficult for the interviewee. They may be nervous, and being more nervous will hide their strengths. Demonstrate good listening skills with your body language. When the candidate is talking, affirm statements with a nod or smile and maintain friendly eye contact. Keep them comfortable and you’ll see a truer version of them. By following the 3 P’s of interviewing, the searching candidate and searching interviewer can see the best version of each other, giving both a greater chance to find the right situation. Ensure your team has a plan for site tour(s), following up with the candidate within a few days of the interview to gauge their experience, interest and hopefully provide some additional insights regarding next steps and possible outcomes. More to come on the candidate experience in the next article.

 

For more information on how (and how not) to conduct the perfect interview, see this helpful (and very entertaining) video