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Interviewing and evaluating auditors

Healthcare Auditing Weekly, November 28, 2006

Hire a new auditor with the same approach you use to audit. By organizing your search, you will choose the most qualified auditor.

Use the following steps for interviewing and evaluating new auditors:

Identify necessary qualifications. Choose an auditor based on the role he or she will fill. Keep the following rules in mind when filling these positions:

1. Medical auditors need a clinical background.
2. Information technology auditors need extensive knowledge of networks and systems, perferably with the type and versions that your facility uses.
3. General auditors need an accounting background and experience in the healthcare industry.

Interviewing skills are key for auditors. They have to be able to obtain detailed and complex information from a lot of people with various backgrounds within a short period of time.

Decide where to look. The auditor search should include a mix of auditors from inside and outside your organization. This provides a fresh viewpoint and includes people who already know your organization. The rule of thumb: Try to hire from the same industry to shorten the learning curve.

Interview the applicant. When you interview candidates, stick with open-ended questions. Ask about their strengths and weaknesses, their favorite part about being an auditor, and the qualities they look for in a supervisor.

Watch for red flags. Auditors, by nature, are creatures of detail and fact. Candidates that elude questions and don't offer direct responses may not be the best fit. Also watch for candidates with frequent job changes-they may not bring the stability you are looking for.

Choose the best auditor. When it's time to pick the best auditors for your organization, consider the obvious qualifications, such as experience and education. But also consider verbal and written communication skills.

Entry level: Hire for attitude, train for skill. If you have two candidates equally qualified for an entry-level audit position, hire the one who wants the job the most.

Once you hire new auditors, help them transition into your department. Provide them with a thorough orientation to introduce them to the culture and style of your organization. While they are learning, be sure to review their work.

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