Interviewing candidates across the entire continuum of healthcare roles is an art and a science. On one hand, you must employ emotional intelligence throughout the process to better understand a candidate’s level of compassion, empathy, and positivity. On the other hand, you need data-driven insights to gain an unbiased view of potential candidates – something you can gain by using scientifically validated behavioral assessments — to hire for fit and retention.
Balancing the objective and subjective natures of the interview process can be difficult. But the more interviewing skills you’re able to harness, the better you’ll become at identifying the top-quality talent you need to provide the best possible quality care to your patients or residents.
Here are our top six resources to help you hold successful interviews.
Behavioral assessments and structured interviews provide invaluable insight into people and their ability to strengthen teams. For example, perhaps you are hiring for the new labor and delivery wing of a hospital. While it would be nice to think all L&D nurses are well-suited for this position, seeing L&D on their resume is not enough to qualify them. Some nurses’ disposition will be better suited for the labor area, which requires a firm hand but a gentle nature. Other nurses may be a better fit for recovery, where patience with nervous new parents is necessary. And still other candidates may be better suited in another part of the department, or perhaps they should be earmarked for future leadership roles.
Following a consistent interviewing strategy allows interviewers to be objective when faced with professionals who naturally interview better than others. If you’re consistent and ask everyone the same style of questions by using a structured interview guide, you’ll be better able to quickly identify candidates who interview well but may not serve your organizational mission.
Your behavioral interview questions should address traits you want to see in your organization’s leaders. These questions work best when they are based on the results of a leadership-specific behavioral assessment to dive deeper into potential areas of concern regarding the candidate.
Your employees are on the frontlines of patient and resident care, and patients, residents, and family members will likely base their perception of your organization on their experiences with the clinicians they encounter the most. Therefore, it’s essential to do your diligence to conduct a thorough interview that helps you probe candidates for compassion, empathy, and communication.
In senior care, probing candidates for behavioral characteristics is crucial to ensuring quality care, improving resident outcomes and satisfaction, and selecting employees who will stay with your organization. When assessing candidates, interview management is key for identifying who has the right mix of behavioral and clinical competencies to meet your organization’s needs.
Scientifically validated behavioral assessments are a strategic way to help you hire based on data-driven results, rather than gut-feel, so you can be sure you’re hiring the absolute best talent for your organization’s needs. They help provide scientific evidence of the behavioral competencies needed for the job.
Want to learn more about interviewing healthcare candidates? Download our eBook, “A New Way to Look at Recruiting: Think Bigger and Broader.”