Finding and hiring new staff for your practice can be a time consuming undertaking if done right. There are no shortcuts. When you consider the impact of a single person over the entire office functioning, the decision weighs even more heavily.

The first decision you will have to make concerns the job requirements such as the hours and the job duties. Then you will have to decide how to advertise the position. Once you have received the applications, the screening process begins. Eventually you will invite the best candidates for a job interview at your office.

Since many practice managers find the interview process intimidating, this article will provide a series of questions that should guide you. Remember, you are the interviewer. The whole purpose of the interview is to get the applicant to talk. During too many interviews, the principal does all the talking. These questions are designed to be open-ended to allow the interviewee to elaborate and provide essential information.

Here are the Top 8 questions we love to ask in interviews:

1. Who do you most admire and why?

The answer reveals a lot about who the candidate is, who they aspire to be, and whether they have the DNA to be part of your practice culture. It will also force the interviewee to make a decision between brutal honesty and telling the interviewer what they believe you want to hear.

2. In your last employee review, what areas for improvement were identified?

When candidates are honest, it illuminates self-awareness and potential weaknesses. It also helps ensure you get the best out of them. The response can easily be verified with the previous employer. You can also ask what progress has been made.

3. Why are you here?

We always ask this the minute an applicant sits down. After the initial shock wears off, you would hope to hear a passion for the healthcare industry and a deep respect for customer service. This is an extremely effective way to gauge whether the person is interested in working for you or simply seeking a job.

4. So you’re a Bulldogs fan. If you were their owner, how would you make the team better?

Ask the applicant about their hobbies, and then do a role-play. You want to see how they think quickly and compose coherent presentations. Are they recommending specific player changes? Can they quote statistics to back up a position? Can they present a convincing argument in five minutes without dead air? You’d be surprised.

5. What is your passion?

Passion leads to success. You may want to consider turning applicants away who cannot frankly answer this. The people attracted to your practice must show absolute commitment to healthcare and helping patients.

6. You’re a practice manager? Tell me about a time you had a practitioner running 45mins behind.

Always have a candidate provide a past situation similar to what they will encounter in a new position. The answer provides huge insights into their level of critical thinking, adaptability, awareness of their impact, and creativity.

7. Describe an environment in which you would not thrive.

The candidate is less likely to have a scripted answer, and you see some on-the-spot reflection. You can learn a remarkable amount about personality, as well as cultural and organisational impact, which is hugely important. If this question is asked early in an interview, it often creates the basis for a better and more in-depth conversation.

8. If you could do anything, what would be your ideal job?

A resume can tell you about their previous experience, but this question helps indicate the individual’s passions and strengths and whether they’re well-matched to the job. From aspirations in politics, to cafe ownership, to entrepreneurship, the answers are revealing.