Page 25
STAFFING
the care of my patients." You want to hear and feel their passion.
2 Walk me through your resume.
Leave this request open-ended to give candidates about 5 minutes to summarize their work experiences. Make sure candidates can articulate what's on their resumes and have organized thought processes. If they're confused about the dates of their former jobs, and their roles and responsibilities, or jump haphazardly while describing jobs, they didn't spend a great deal of time preparing for the interviews or had someone else prepare their resumes. If you're familiar with where a candidate has worked, ask more specific questions about how they dealt with situations, staff or managers at the facility.
3 Why are you interested in this position?
A candidate might tell you she simply needs a job. There's nothing wrong with that, but you also want to hear that she's worked in surgery centers or hospitals her entire career, loves the high-paced, high-stress atmosphere of surgery and has a natural ability to ease the anxieties of patients and their loved ones. It'd be ideal if she shares that her career focus and your facility's philosophy mesh nicely. Candidates who say they're drawn to your facility solely because they'll be out by 3 p.m. every day, won't work weekends and will receive an excellent benefits package probably aren't the right fit. They'll likely leave your facility for the next opportunity with shorter hours and better benefits.
4 What do you know about our center?
All candidates should, at the very least, have clicked around your facility's website to learn about the physicians, staff and case
