Finding the best candidate for an open oncology position is tough. Not only do you have to find a qualified health care professional, but they also need to be a person who can work well with your team. And you’ll need someone whose goals and priorities line-up with those of your practice.
Hiring a specialized recruiting agency like RadCoverage helps you find the most qualified candidates available. After that, it’s up to you to pick which of those candidates will be the best fit for you. Asking these five questions during the interview process will help you understand the different candidates and narrow-down your options.
1) Why Did You Choose Oncology?
Asking candidates about why they chose to go into cancer care tells you something about who they are as a person. Working in the medical field isn’t easy and you’re looking for a candidate who knows what they’re getting into and really cares about their job.
The question, “Why did you choose oncology?” should prompt candidates to share a story or some concrete reasons behind their choice to pursue this field. If they don’t address their motivation and/or goals specifically, then “What motivates you?” and “What are your personal career goals?” can be good follow-up questions.
2) What Separates You From Other Candidates?
This question invites candidates to open up about their specific skills. Other variations of this question include, “What will you add to our practice?” and “Why should we hire you?”
When you ask this question, you’re looking for a candidate who can articulate their skills clearly. This question should also help you get an idea of how they’ll fit into your team. The ideal candidate should know what they have to offer a team, function comfortably as a team player, and demonstrate a desire to keep learning.
3) Tell Me About A Time You Dealt With A Stressful Work Situation
Open-ended questions give you a chance to see how candidates respond when asked to share specific examples. If they speak in vague, general terms that’s a red-flag. Being able to share a story from their work helps demonstrate they understand the job.
Asking about stress at work also gives you a chance to assess how the candidate handles talking about difficult situations. You might consider following this question up with others, such as asking them to describe a mistake they made with a patient or trouble they had with a coworker. You’re looking for a candidate who seems honest and is committed to learning from situations that didn’t go as planned.
4) How Do You Prefer To Handle Patient Care?
The way candidates answer this question will help you decide whether they’ll fit into your team and how well their personal ideas align with your practice. Related questions include “How many patients are you comfortable seeing in a day?” and “How do you help create a great patient experience?”
You’re looking for candidates who demonstrate a commitment to being a team player and caring for all the patients they’re assigned. They need to show you that they understand the need to be efficient and productive while never compromising on patient care.
5) What Do You Think Of The Future of Oncology Care?
With this question, you’re looking for candidates to demonstrate they can think long-term and care about the future of their field. To get more specific, you might also ask what they know about The Oncology Care Model (OCM). Your candidates don’t have to know everything, but they should at least be familiar with the direction oncology care is heading.
This question can also give you an idea of how familiar candidates are with available technology and what their own career goals are. You might follow-up with the questions, “Where do you see yourself in 5 or 10 years?”