At some point, you may find yourself in a position to have to interview candidates to fill a position in your practice. Here are a few tips to make sure that you find the right person for the job.
When reviewing any resume, don’t automatically assume that someone is more qualified or less qualified than what you may desire. Some of the things to identify on the resume could be their writing style, grammar and possibly technology skills that you may be looking for.
A pre-interview phone call can help to identify candidates that you want to bring in for face-to-face interviews. During this phone call, you can find out what their availability is, if they have salary requirements that are in line with the pay scale you have established for the position, etc.
Have a list of questions ready. Make sure that your questions are open-ended (avoid the yes/no answers). You can easily go on Google to find some great questions for the position you have available.
Be a little brief/vague about the specific job duties before asking questions. This will prompt your candidate to be more honest with their response as opposed to tailoring their answers based on the details you provided.
Take notice of the time the candidate arrived for their interview. It is also extremely important that you are available to start the interview at the scheduled time. This will demonstrate your value of keeping to scheduled times.
Take notes during the interview process. Once done asking the questions you have prepared put down the pen and paper and continue conversing with the candidate. You may find that once you aren’t taking notes, they relax a little bit and offer more information.
Make sure that you are aware of questions that are illegal to ask.
Finally, let the candidate do most of the talking. You want to make sure that their personality is going to fit into your practice and the expectations of the position.