interview 1`You never get a second chance to make a first impression, and the interview process is not just the candidate’s chance to make a great first impression. It’s also the first impression that candidates get about your organization. One of the very first things you should introduce your candidates to is your healthcare organization’s mission, vision and values in order to ensure you’re evaluating candidates who possess the competencies that align with your culture. Using behavioral-based interviews and behavioral assessments is a great way to start off on the right foot with your candidates and show them that hiring people who match your organization’s culture is hugely important.

Behavioral assessments can also improve your relationships with your hiring managers. One of the most critical things you can do when it comes to redesigning your interview process is define who, between the talent acquisition team and your hiring managers, is measuring what when it comes to assessing your candidates. For example, the technical versus behavioral skills. Relying on behavioral assessments and behavioral interviewing is a great way to put more structure around how HR is assessing candidates and how hiring managers are conducting in-person interviews. This approach gives you more leverage with hiring managers. With behavioral interviewing in place, you can say to your hiring managers with greater certainty: “Here are the best candidates in critical areas such as compassion and flexibility.” And with structured behavioral interview guides in place, you can provide your hiring managers with great resources to help them conduct better interviews. This helps build trust with your hiring managers as they start to see the quality of candidates and new hires improve.

The questions that are asked in an interview should be derived directly from the desired outcomes that your healthcare organization has in place. For example, if your organization strives to deliver quality care through their values of respect, compassion and integrity, your interview questions need to assess those same values in your candidate. Conducting a behavioral-based interview will help you identify candidates that are a good cultural fit for your organization. Miranda Maynard, Assessment Implementation & Training Specialist at HealthcareSource said: “By incorporating behavioral-based interview questions into the selection process, organizations are able to create a more structured process and can connect their hiring process to their actual mission, vision and values.”

Looking at a candidate’s education and prior experience doesn’t give you enough information to determine if he or she will fit well into your organization. You need to measure a candidate’s behavioral competencies and determine how they will respond to different scenarios to ensure they’ll assimilate well into the culture of your organization.

“You have to commit to your values,” said Myra Johnson, Vice President of Human Resources at Heritage Community of Kalamazoo. “Part of our mission is customer service skills. That is part of the fabric of our organization in terms of employee expectations. If a candidate’s behavioral assessment suggests that they share the same values of Heritage Community, they are invited to participate in a screening interview.”

When it comes to recruitment, cultural fit should be a huge factor in the decision-making process. Behavioral assessments can help your organization identify the most suitable applicants to ensure that you’re hiring candidates who will stay for the long term. In the end, this helps you accomplish the most important mission of all: Reducing employee turnover rates and providing a better patient experience.


Interview White Paper ipadAre you interested in learning more about how you can improve the interview process at your healthcare organization? Download our free educational white paper titled:

Improving the Interview Process: 6 Strategies for Healthcare HR and Talent Acquisition Professionals

In this white paper, we share six strategies for talent acquisition professionals to consider adopting to improve their healthcare organization’s interview process.

About The Editorial Staff

The Editorial Staff is a team of writers with a passion for helping healthcare organizations manage their biggest and most important investment: their employees.