How to Conduct a Job Interview for a Medical Office
The efficiency of an office is a function of its staff. Finding the right staff is vital to the successful operation of a medical office to ensure that quality care is provided for all patients. If you are conducting a job interview for a medical office, you are the gatekeeper for securing the most talented and efficient staff. Here are some things to consider.
Things You'll Need
- Job description(s)
- Questions or feedback from supervisory medical staff
- Resume(s) for potential candidate(s)
Instructions
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Once a job description is complete, determine which skills or qualities are required and which are recommended. Use this list as a guide to choose which applicants you will offer interviews to.
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Skills: The medical field requires specific skills that must be easily identifiable. Inquiring about medical education or skills (i.e.. medical coding, billing, knowledge of insurance processing, appointment scheduling, obtaining vital signs) is a good starting place. If the candidate does not meet your basic requirements, they most likely are not a good fit for your office.
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Experience: Determine what experience the candidate will bring to your office. This experience may be things that you have already identified or experience that you may not have thought of. The latter can be beneficial in setting certain candidates apart from the rest to make a final decision. For example, can a medical assistant candidate prepare and execute a cast in an orthopedic surgery office? This could be highly beneficial because it frees up additional time for the doctor or his assistant.
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Problem-solving skills: Medical offices can be very demanding, with needs changing quickly. A candidate must have and be able to execute good problem-solving skills. Consider asking the candidate how they would handle certain situations. For example: A patient calls the office demanding to see the doctor immediately. The doctor's schedule is full and two additional patients have already been added. What would you do?
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Communication: Written and verbal communication on a variety of levels are essential to communicating with office staff, external colleagues, insurance companies and patients. You should have some indication of a candidate's written communication from their resume and cover letter. You will be able to observe their verbal communication during the interview. Knowledge of medical terminology is highly desirable.
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Personal professionalism: Medical office staff must always present themselves as professional. Observe how the candidate carries herself and think about whether she would fit into an office environment. Running a medical office is a team effort. The candidate should be focused yet flexible to be able to address unanticipated patient issues or concerns.
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Sometimes there is a clear candidate who is appropriate for a position and sometimes there are multiple candidates. To determine who is the best fit, you should share the interview results of the most competitive candidates with other medical staff, such as the administrative director, office manager, physicians or surgeons, who may have different questions or considerations.
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Tips & Warnings
Some positions may require multiple interviews such as a 360-degree interview that includes the colleagues, supervisees and supervisors of a designated position. In some cases, it can be helpful to determine a minimum and maximum baseline for skills. Medical offices can be fast-paced and staff are often asked to fill multiple roles. If a candidate can perform a variety of duties, he will be a great asset to your office. To obtain a more comprehensive picture of a candidate's experience, you can request and follow up with references. Engaging in problem-solving scenarios is another way to gauge verbal communication skills.
