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Tip of the week: Conduct behavior-based interviews

Hospitalist Leadership Connection, January 18, 2011

Assuming that the medical staff services department does not identify red flags during the credentials process, the CEO, vice president of medical affairs, or 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. 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 might include the following:

• Think of a particularly difficult patient you treated within the past two years and tell me how you handled the situation.
• How have you handled schedule interruptions in the past?
• Give an example of a high-pressure situation you were involved in and how you managed it.
• 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 raised questions about your diagnosis or treatment decisions?

Remember that past behavior is a strong indicator of future behavior.

The above excerpt is adapted from The Greeley Guide to Physician Employment and Contracting, published by HCPro, Inc.

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