How to Interview Physician Candidates Effectively

The Physician Interview Challenge

Physician interviews serve two purposes: evaluating the candidate and selling your opportunity. Many organizations focus too heavily on the former, losing great candidates to better experiences elsewhere.

Preparing for the Interview

Define What You're Looking For

Technical competency:

• Clinical skills for the role

• Board certification status

• Procedural capabilities

• EMR proficiency

Cultural fit:

• Communication style

• Team orientation

• Values alignment

• Work ethic

Career alignment:

• Goals match opportunity

• Commitment level

• Growth expectations

• Long-term fit

Assemble the Right Interview Team

Include:

• Hiring physician leader

• Future colleagues (peers)

• Practice administrator

• Key support staff (optional)

• Leadership representative

Prepare the team:

• Review candidate materials

• Assign interview focus areas

• Calibrate evaluation criteria

• Coordinate logistics

• Discuss selling points

Phone/Video Screening

Goals of Initial Screen

• Confirm basic qualifications

• Assess communication

• Gauge interest level

• Answer initial questions

• Determine site visit fit

Sample Screening Questions

Background:

• Walk me through your training and career path

• What attracts you to this opportunity?

• What are you looking for in your next position?

Logistics:

• What's your timeline for making a decision?

• Are you considering other opportunities?

• What are your geographic requirements?

Expectations:

• What does your ideal practice look like?

• What's important to you in compensation?

• How do you feel about the call requirements?

The Site Visit

Before the Visit

Communication:

• Send detailed itinerary 1-2 weeks ahead

• Include dress code guidance

• Provide materials about practice and community

• Offer travel arrangement assistance

• Confirm any special needs

Logistics:

• Hotel reservations

• Transportation arrangements

• Meal reservations

• Community tour schedule

• Spouse/partner activities (if applicable)

Day-of Structure

Sample itinerary:

Morning:

• Welcome and introductions

• Practice overview presentation

• Tour of clinical facilities

• Meet with physician leader

Midday:

• Lunch with future colleagues (informal)

• Allow unstructured conversation time

Afternoon:

• Meet with administrators

• Tour community highlights

• One-on-one with hiring manager

• Q&A session

• Debrief and next steps

Evening (optional):

• Dinner with physicians/spouses

• Community exploration time

Interview Best Practices

Creating rapport:

• Start with casual conversation

• Show genuine interest

• Listen more than talk

• Be authentic, not rehearsed

Structured evaluation:

• Use consistent questions

• Take notes for comparison

• Allow time for their questions

• Assess soft skills throughout

Selling the opportunity:

• Understand what matters to them

• Customize your pitch

• Be honest about challenges

• Show enthusiasm authentically

Effective Interview Questions

Clinical Competency

• Describe your approach to [common condition]

• How do you handle uncertainty in diagnosis?

• Tell me about a difficult case you managed

• How do you stay current with medical advances?

Teamwork and Collaboration

• Describe your ideal working relationship with colleagues

• How do you handle disagreements with other physicians?

• Tell me about a time you had to give difficult feedback

• How do you work with advanced practice providers?

Work Style and Values

• What does work-life balance mean to you?

• How do you handle high-stress situations?

• What frustrated you in your previous position?

• What does professional success look like to you?

Career Goals

• Where do you see yourself in 5-10 years?

• What attracts you to this specific opportunity?

• What would make this your ideal position?

• What concerns do you have about this role?

Questions to Avoid

Illegal or inappropriate:

• Age, marital status, family planning

• Religion, national origin, disability

• Political views

• Personal finances (beyond salary expectations)

Counterproductive:

• Gotcha questions designed to trick

• Hypothetical scenarios too far from reality

• Questions you can't answer about them

• Overly aggressive interview tactics

Involving Spouses and Partners

Why It Matters

Spouse/partner satisfaction is a leading factor in:

• Relocation decisions

• Long-term retention

• Quality of life during tenure

Best Practices

• Offer (don't require) involvement

• Plan meaningful activities

• Connect with other spouses

• Provide community information

• Address career resources (if applicable)

Post-Interview Process

Immediate Follow-Up

Within 24 hours:

• Thank you communication

• Gather team feedback

• Identify any concerns to address

• Confirm timeline

Evaluation Process

Team debrief:

• Share observations

• Identify strengths/concerns

• Assess cultural fit

• Discuss next steps

Decision factors:

• Technical qualifications

• Cultural alignment

• Career fit

• Likelihood of acceptance

• Reference check plans

Making the Offer

Verbal offer first:

• Personal call from physician leader

• Express enthusiasm

• Outline key terms

• Gauge interest

• Discuss timeline

Written offer promptly:

• Within 24-48 hours of verbal

• Clear and comprehensive

• Professional presentation

• Available for questions

Red Flags to Watch For

In candidates:

• Speaks negatively of all past employers

• Unclear or evasive about career history

• Unrealistic expectations

• Poor interpersonal skills

• Lack of preparation or interest

In your process:

• Candidate complaints

• Declined site visits

• Withdrawn applications

• Low acceptance rates

• Feedback patterns

Next Steps

Ready to bring in candidates? Post your position to connect with qualified physicians.