Many medical staffing recruiters may feel expert interviewers, but it is always good to have a quick refresher.  And if you are a medical staffing startup you are starting to interview healthcare professionals based on you applications you have received, you should be prepared with some simple interview questions. 

These questions are designed to help a medical staffing agency understand the caregivers you are supplying and what they would bring to the table in an interview as well as interview questions you can use to build your own team.  Try not to overlook these questions and look for responses that are similar. Keep in mind that all interviews are not the same so based on the application you will be able to tell which questions you should ask.

Q: Tell me about yourself.

A: Identifies some of their main attributes. They should describe your qualifications, career history and range of skills, emphasizing those skills relevant to the job on offer.

Q: What have your achievements been to date?

A: You want them to select an achievement work-related and fairly recent. They should identify the skills they used in the achievement and quantify the benefit it had to the company.

Q: What do you like about your present job?

A: This is a straightforward question. All they have to do is make sure that their ‘likes’ correspond to the skills required for the job on offer. They should be enthusiastic while describing; and describe their job as interesting and diverse but do not overdo it.

Q: What do you dislike about your present job?

A: They should be cautious with this answer. They should not be too specific as they would draw attention to weaknesses and will leave them open to further problems. One approach could be for them to choose a characteristic of their present company, such as its size or slow decision-making processes etc. They should give their answer with the air of someone who takes problems and frustrations in stride as part of the job.

Q: What are your strengths?

A: This is one question they know they are going to get, so there is no excuse for being unprepared. They should concentrate on discussing their main strengths. They should list three or four proficiencies like their ability to learn quickly, determination to succeed, positive attitude, their ability to relate to people and achieve a common goal. You may also ask them to give examples of the above.

Q: What is your greatest weakness?

A: They should not say they have none or no weaknesses - this will lead to further problems. They should use one of two options - use a professed weakness such as a lack of experience (not ability) on their part in an area, not vital for the job. The second option would be to describe a personal or professional weakness, which could also be considered to be a strength and the steps they have taken to combat it. An example would be: “I know my team thinks I’m too demanding at times - I tend to drive them pretty hard; However, I’m getting much better at using the carrot and not the stick”.

Q: Are you happy with your career-to-date?

A: This question is really about their self-esteem, confidence and career aspirations. The answer must be ‘yes’, followed by a brief explanation as to what it is about your career so far that has made them happy. If they have hit a career plateau, or they feel they are moving too slowly, then they must qualify their answer.

Q: What is the most difficult situation you have had to face and how did you tackle it?

A: The purpose of this question is to find out what their definition of difficult is and whether they can show a logical approach to problem solving. In order to show them in a positive light, they should select a difficult work situation that they did not cause and which can be quickly explained in a few sentences. They should also explain how they defined the problem, what the options were, why they selected the one they did and what the outcome was. Always should end on a positive note.

Q: Why do you want to leave your current employer?

A: They should state how they are looking for a new challenge, more responsibility, experience and a change of environment. They should not be negative in their reasons for leaving. It is rarely appropriate to cite salary as their primary motivator.

Q: If you could be any animal, what would you be and why?

(My fun Question, I ask in every interview. This will help you understand many areas about them and get them to open up. This is also a great question to ask first).

A: Look for them to answer with an animal and reasons on why they would be this specific animal. By what they select, you should be able to tell their drive and motivation. What they are really like. This is an interview question most do not have a chance to prepare for, so they really have to open up and give an honest answer.

Do not get stuck without these simple and imperative questions you need to ask in an interview. Remember, you are trying to find a candidate best suited for the specified job. You always want to find the best-qualified healthcare professional for your client. I have always been big on teamwork in the job place and you as a company or leader are only going to be as good as your weakest link. Use these tips and questions and normally you will get someone best suited for the position. Build a strong team! Good luck!