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Simply stated, in a structured interview, an interviewer asks each candidate the same questions, in the same order, from an established set of categories. There is no off-the-cuff ad-libbing from the interviewer(s). Most traditional interviews are based on this format, but don't strictly follow it. Structured interviews are designed to address each competency area (e.g., education, interpersonal skills, technical skills) that pertain to a position. In addition to the list of questions and acceptable (or expected) responses, the interviewer usually has a description or analysis of the education, interpersonal skills, technical skills, etc., that an "ideal candidate" would have. Each candidate's responses are noted, and are scored. For example, one of the first questions an employer might ask is:
Expected answers could be fleshed out around any of the following options: • it fits with your area
of interest;
• it would be a new challenge/area
of assignment;
• you have experience and/or
specialist education in the area. The quality of your answer would be rated on a three- or four-point scale, e.g., Good/Acceptable/Below Acceptable, or Excellent/Good/Fair/Poor. As you can imagine, lackluster answers and those that have a negative tone (e.g., "It has no shift work" or "It's more money") would rate a "poor." However, something like, "I've always been fascinated by this field! I not only did a practicum placement in it, but have done independent reading and continuing education courses in the area, and have now gained X months of experience in it" would likely rate you an "excellent." Following are some typical areas that a person might be asked about, and some sample questions: Background/Interests/Credentials Questions• Describe why this position
interests you and how it fits with your career goals.
• Outline your education
and previous experience and how these relate to this
position.
• What previous experiences
have you had in this area? How have those experiences
prepared you for this position?
• What (assessment, clinical,
technical, etc.) skills do you bring to this position?
• What kind of (patients,
procedures, etc.) do you find most challenging?
• Describe your ideal job. Education-Related Questions• What is your experience,
skill, and comfort level in teaching (inservices,
students, patients/families, etc.)?
• What do you see as your
learning needs if you assume this position? How would
you initiate action to work on these needs?
• What CE activities do
you plan to pursue in the next year? Self-Evaluation/Self-Awareness Questions• What would you say are
your personal/clinical/technical strengths? Your
weaknesses?
• What would your (previous)
coworkers say are your clinical/technical strengths?
What area(s) would they say you need to work on?
• What would your (previous)
coworkers say are your personal strengths? What would
they say are your weaknesses? Interpersonal Abilities/Teamwork Questions• Describe a conflict situation
and how you dealt with it.
• Describe a difficult
patient and how you dealt with him/her.
• Describe a difficult
coworker and how you dealt with him/her. Situational/Clinical Scenario QuestionsHere, an interviewer would provide a scenario that a person might encounter in the job, and ask the candidate how they would handle the scenario. Questions might involve: • A description of a certain
type of patient, followed by a query about how you
would handle the patient (clinically, personally,
follow-up, etc.).
• A description of a family
member, followed by a query about how you would handle
her/him.
• What your approach would
be to a specific scenario (e.g., emergency situation,
scheduling conflict, prioritization of workload).
• A description of a patient,
and what test, procedure, or follow-up would be suitable
for a specific situation/condition and how you would
perform it. You may also be asked something such as: • Describe a clinical situation
that turned into a crisis and how you handled it.
• What has been your contribution/exposure
to QI/QA? General/Summary Questions• What would you bring
to this position that makes you the ideal candidate?
• If you were offered this
position and accepted it, what major contributions
do you believe you would make in the short-term and
in the long-term?
• Tell me about your schedule
flexibility, work preferences, etc.
• What questions do you
have for us? Since the employer will also be looking at your communication, reasoning, and interpersonal skills, remember to pay attention not only to the content of what you say (e.g., don't undersell yourself, don't exaggerate your experiences, etc.) and how you structure your answers, but to your tone of voice and body language. Discuss This ArticleHave something you'd like to say? Tell us what you think! Read and post comments for this article. Like this article? Read more! Browse our archive of 1,509 career resources. Also, see our master index of all MedHunters articles! Find a JobChoose your career: MedHunters is the world's biggest healthcare job board. Our job directory has 16,758 jobs with 2,467 hospitals and other direct employers. We want you to find your next job on MedHunters. Need Help? Call us at 1-888-884-8242, email us at info@medhunters.com or sign up now. Have an article or story for MedHunters? Email us today at submissions@medhunters.com. |
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