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your mission statement. You're also looking for red flags in these responses. Listen to what candidates liked least at their old jobs, and ask yourself if they'll experience the same things working for you.
Be wary of candidates who claim to not have any weaknesses. Everyone has skills that need work; the key is to find someone who acknowledges what they want to improve and has demonstrated a willingness to address it. Perhaps a potential surgical tech admits he's having trouble getting up to speed with robotic technology, but has been taking continuing education courses so he can be of greater assistance during those procedures.
7 How did you resolve a difficult situation?
This will let you judge how prospective hires manage conflict, an important skill to possess when working in the high-pressure surgery profession. Look for candidates who address issues directly and professionally with peers and supervisors alike. They should be assertive in their beliefs and able to communicate with tact, but also capable of listening to the viewpoints of others and appreciating their perspectives.
8 Tell me about a recent performance review.
Read between the lines if candidates provide copies of their last performance reviews. Pay particular attention to the notes made by former supervisors for a revealing look at candidates' true abilities. A candidate's review may be strong, but her teamwork could be lacking, which might only be revealed in what supervisors write, not the overall performance score. On the other hand, stellar performance reviews reinforce that you're targeting the right candidates.
