By Calvin Bruce
Careful telephone prescreening can save HR personnel time and money in sourcing
the most qualified candidates for employment consideration.
Whether your facility needs to hire physicians, nurses, midlevels or other healthcare
personnel, one way to determine qualifications and sincere interest is through effective
telephone interviewing. Although this type of prescreening is similar to face-to-face
interviewing, there are some important differences that should be noted.
For one thing, telephone interviewing relies on only one of the five senses—hearing.
It is the aural quality of the conversation that is a determinative factor in the
situation. In the absence of visual cues such as body language, the interviewer
must listen more intently to what the candidate says and how he communicates.
Similarly, without “visual aids” (public relations and marketing material and a
boilerplate contract) before her, the interviewer faces a greater challenge in selling
the opportunity. In particular, she must be factual, enthusiastic, and persuasive
in making her case to woo highly desirable candidates. Here are some pointers for
accomplishing these two goals.
Set the stage
Most candidates, especially physicians, cannot interview comfortably at work. Understandably,
they feel loyalty to their employer to use their time prudently to carry out what
they were hired to do—provide quality healthcare, not discuss other employment opportunities.
The appropriate course of action is to arrange a time after work or on the weekend
when the candidate can discuss the opportunity at leisure and without risk of anyone
in the office discovering his intentions. Setting aside 30 to 45 minutes of conversational
time should suffice to determine matters of mutual interest.
If the telephone interview will involve more than one hospital representative, then
by all means mention this to the candidate. No one likes surprises in the context
of being interviewed.
Size up the candidate
The purpose of a telephone interview is to determine whether the candidate is basically
qualified for the position under consideration, has a sincere interest in the opportunity,
and should be invited for an on-site interview.
Rather than have the candidate rehash everything on his CV, it’s more appropriate
to focus on several aspects of his background and clinical involvement. You can
get to the heart of the matter by asking a few leading questions:
- “What are the most important factors that drive your job search at this time?”
- “How long have you been investigating opportunities?”
- “What professional accomplishments are you most proud of to date?”
- “What do you seek in aligning yourself with another medical practice?”
- “How can you help our practice grow?”
Answers to questions like these will provide insight into the candidate’s suitability
for the position and enthusiasm in pursuing the opportunity under consideration.
It’s also fitting in a telephone interview to investigate questionable aspects of
the candidate’s background or clinical work history. Specific items that require
further elaboration:
- Questionable malpractice claims
- Loss or suspension of hospital privileges
- Gaps in work history
- Transferring to more than one medical school or training program.
If the candidate is hesitant to address these issues, that may be enough of a red
flag to halt the hiring process. On the other hand, if the candidate is forthright
in responding to these matters, his candor and cooperation in supplying backup information
may be enough to warrant an on-site interview.
Sell the opportunity
An effective interviewer knows how to sell the practice opportunity enthusiastically.
After all, most doctors and other healthcare providers are not simply seeking “another
job.” Rather, they want to make a careful career move that will enhance their professional
development, earning potential and status within the industry.
Instead of reading a standard job description, focus on aspects of the opportunity
that are particularly attractive to serious job seekers. Suggested items for discussion:
- Mention of distinguished physicians working in the group.
- Influence of the practice in the patient draw area.
- General plans to grow the practice.
- Any special medical equipment purchased or medical procedures developed.
- Career paths for ambitious medical providers.
- Earning potential and special financial incentives.
In essence, it’s important to describe the practice not only as a nice place to
work, but also as a supportive and nurturing environment for exceptionally qualified
healthcare providers. Stated otherwise, it’s helpful to paint the opportunity as
one that is “too good to pass up” without further investigation.
It remains to be seen whether an eventual hire will occur. However, it is certainly
in the interest of the medical facility to attract as many qualified candidates
as possible during the initial stages of recruiting for the position.
Concluding the interview
After 30 to 40 minutes of serious conversation, it should be obvious whether you
have a bona fide candidate that deserves further consideration.
Perhaps it’s obvious that there isn’t a good fit for the position discussed. If
so, inform the candidate that this doesn’t appear to be the best match for what
he is looking for in his career advancement. Thank him for his time and assure him
that his credentials will be kept on file and under active review for any near-term
opportunities that are better suited to his qualifications and interests.
On the other hand, if it is definitely (or likely) a good match, by all means take
steps to advance the hiring process. Discuss the candidate’s availability for on-site
interviewing. If a spouse or significant other will be involved in the ultimate
decision-making, get a feel for that person’s interest and travel availability also.
A telephone interview will not provide definitive information concerning a candidate’s
suitability for a position, but it’s an important step in the evaluation process.
As with anything else, “practice makes perfect.”