Tip of the week: Conduct behavior-based interviews

Assuming that the medical staff office does not identify any red flags during the credentialing process, the CEO, vice president of medical affairs, or service line manager should interview the prospective physician employee in person. To gain the most out of this interview, consider conducting a behavior-based interview to determine whether the candidate will be a good cultural fit within the organization.

Behavior-based interview questions are designed to elicit more specific answers than a traditional interview. The employer knows what skills and characteristics to look for in the physician candidate and asks questions to find out whether the candidate has those skills and characteristics. For example, instead of asking the candidate, “How would you behave given situation X?” the interviewer asks, “How did you behave when situation X occurred?” Specific examples include:

• How have you handled schedule interruptions in the past?
• Have you had to convince others to do something they weren’t thrilled about? If so, how did you do it?
• How have you responded when a nurse raises questions about your diagnosis or treatment decisions?

This week’s tip is from The Greeley Guide to Physician Employment and Contracting by William K. Cors, MD, MMM, FACPE, CMSL and Richard A. Sheff, MD, CMSL.