As a practice owner, you know one of the most significant challenges you face is hiring and retaining the right team. It’s no secret that staffing is one of the most daunting aspects of running a successful medical or dental practice. The time spent searching, hiring, and training employees can feel like a career drain – but there’s a way to make it easier.

The key lies in conducting effective interviews to ensure you're hiring the right people and they fit into your practice's culture. While you may have already posted an enticing ad, sifted through resumes, and narrowed down your pool of candidates, the next crucial step is the interview. So, what should you ask in this pivotal moment?

Interview Questions That Work

Before diving into the specifics of the types of questions to ask, it's important to remember that state and federal employment rules govern certain "Protected Classes," which include race, religion, gender, age, and more. You must be cautious to avoid questions that could unintentionally violate these protections by learning information about candidates that is not job-related. Always steer clear of topics such as marital status, political beliefs, or disability status, as asking about these areas can open you up to risk.

Pro Tip: Stay up to date with employment regulations. Seek professional advice from an HR firm to ensure your interview processes align with the latest laws and best practices.

The Categories of Interview Questions

Credential Questions:

These questions help you understand the formal qualifications of the candidate.

• What was your major in college?
• What professional licenses do you hold?
• Have you taken any courses in ___________?

Technical Questions:

Tailor these to the specific role you’re hiring for. The goal here is to assess whether the candidate has the technical skills required for the position.

• How do you add two columns in Excel?
• What steps do you take when an insurance company declines payment?
• How do you operate the __________ (specific piece of equipment)?

Experience-Based Questions:

These help you understand the candidate’s background and how they’ve handled situations in previous jobs.

• Why did you leave your previous employer(s)?
• What are three aspects of a job that you’re looking for in your next position that your last job didn’t offer?
• What would your past co-workers say about you?

Behavioral-Based Questions:

These questions dig deeper into how candidates act in specific situations. The idea is that past behavior is the best predictor of future actions:

• Describe a time when your performance was below expectations. How did you respond, and what was the outcome?
• Can you describe a time when you had to handle a conflict with a co-worker? What did you do to resolve it?
• Tell me about a situation when you had to quickly adjust to a major change at work. What actions did you take, and how did it turn out?

The 5 Key Components to Behavioral-Based Questions:

• What was the situation?
• What specific actions did the candidate take and why?
• What were the results of their actions?
• Validate their statements by checking references.
• Evaluate how their responses align with your practice's needs.

We recommend focusing most of your questions on behavior, such that the majority of interview questions are behavioral-based.

General Questions:

General questions provide insight into the candidate’s personality, work ethic, and potential for growth within your practice.

• What additional training do you feel would help you improve?
• Describe the best and worst boss you've ever had.
• What are your career goals for the next 1-3 years, and how does this job fit into those plans?

Pro Tips for a Successful Interview Process

• Prepare in advance: Always plan your questions before the interview. Having a set list ensures you’re consistent with each candidate and helps you stay organized.
• Take notes: Bring a note sheet to capture important details and key takeaways during the interview.
• Be consistent: Ask every candidate the same core questions for the role to avoid any potential bias or discrimination claims.

People Power: Enhance Your HR Management with Bent Ericksen

Navigating the complexities of HR management can be overwhelming, but Bent Ericksen & Associates’ People Power: More Effective and Successful HR Management training program is designed to equip practice owners with the tools they need to manage their teams more effectively.

This two-day training program covers essential topics like:

• Foundational Elements: Defining your practice’s vision, mission, and organizational culture.
• HR Fundamentals: Creating structured policy manuals, job descriptions, and understanding employment compliance.
• Recruiting, Hiring, and Onboarding: Strategies for attracting, hiring, and successfully integrating new team members.
• Employee Engagement: Fostering a supportive environment to retain top talent.
• Performance Management & Corrective Action: Addressing performance issues with coaching and constructive feedback.
• Navigating Separation: Handling resignations, terminations, and retirements with professionalism and compliance.

By investing in People Power, you’ll not only strengthen your HR processes but also ensure a thriving, compliant practice. You'll be able to focus on what matters most: delivering exceptional care to your patients, knowing your practice’s HR is in good hands.

Empower Your Practice with Earned and Bent Ericksen

At Earned, we offer comprehensive, tax-smart wealth-building solutions for doctors, their families, and their practices. As part of our commitment to helping healthcare professionals, we’ve partnered with Bent Ericksen & Associates to address the staffing challenges many practice owners face. With decades of experience, Bent Ericksen specializes in HR solutions tailored for medical and dental practices. Their expertise can help you overcome staffing hurdles and build a stronger, more resilient team.