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STAFFING
mix. You actually want candidates who take the next step, who invest time and effort into finding out if they'd be good fits in your workplace. For example, did they use LinkedIn to connect with members of your team to learn more about your facility's culture and what your current staff enjoy or dislike about working there? You can't help but be impressed when a candidate tells you she talked to one of your nurses and that got her excited about interviewing for the available position. If a candidate didn't make the effort to research your facility, why should you invest time and resources into hiring them? Reward those who do their homework, and be wary of those who don't, regardless of their credentials.
5 What unique skills would you bring to the team?
You want to know what distinguishes candidates from your current team — the unique talent that would make you want to bring them on board — and how they'd complete the staffing puzzle. It could be compassion toward others, a relentless work ethic, knowledge of surgical instruments or strong administrative skills.
Candidates must show self-confidence, and demonstrate that they believe in themselves and the skills they'll bring to the table. Confidence breeds confidence. If they can instill confidence in your current staff members, new leaders will develop. And leaders attract other leaders. Before long, you'll have a team of all-stars.
6 What did you like most about your last job? What did you like least? What are your strengths and weaknesses?
With respect to what candidates liked at their old jobs, look for positives — working with wonderful doctors and staff who are dedicated to patient care, for example. You want to hear responses that mirror
