December 1, 2020 | Internal

Final Interview Advice for hiring

Our final interview advice takes into consideration the hiring process. Your candidates should be more receptive to the idea of a new job and they will have gone from recently not considering changing roles to a point where they are picturing themselves as part of your team.

Our final interview advice gives you the hints and tips you need to assess their experience and personality fit , this second stage interview allows you to pursue more in-depth questioning to test the candidate’s suitability. It’s important to remember you should continue to sell the opportunity, to reinforce all of the positives that the candidate took away from the first meeting. By the end of this stage, you should have everything you need to make a hiring decision.

Final interview advice hints & tips:

Make sure you’re thoroughly prepared. Everyone who will be present at the interview should have a copy of the candidate’s profile, so any queries can be addressed. You should also draw up a list of appropriate questions to ensure you gather all the information you need. Some ideas are given below.

On this note, remember that the best performers usually want to continue to develop and learn new skills in their workplace. If a candidate already does everything your vacancy requires, they may well not be as motivated in the long run as someone who might need a little additional training. Motivational fit is an important factor in successful performance in the job, so you should include some questions that address a candidate’s motivation rather than competence.

You should also be prepared to talk to the candidate in more detail about whether the proposed working arrangements are entirely suitable; if you like them, you can consider being flexible over certain days or hours to suit them.

When it comes to the interview itself, explain to the candidate that you’re delighted they’ve chosen to come back for a second meeting. Tell them you have some questions you’d like to ask to make an effective hiring decision, and that you’d also welcome any questions they have thought of since that first meeting.

If there are interviewers present that the candidate has not yet met, then introduce them and provide a brief overview of their position.

Some questions you might want to ask:

  • Why did you choose to work in General Practice?
  • Professionally, how do you think a colleague would describe you?
  • How would you describe your consultation style?
  • How do you work within a team?
  • How do you feel a colleague would describe your communication style?
  • How do you feel a patient would describe your communication style?
  • What do you enjoy most about your current role?
  • What skills do you think you could bring to this practice?
  • What is your approach towards problem solving?
  • What are your strengths and weaknesses?
  • What has been the most difficult personal challenge in your career to date?
  • How do you feel that you react to change?
  • In your opinion what is the greatest challenge facing General Practice at the moment?
  • What practice characteristics would most attract you to a new position?
  • What is the most important factor that would influence you to take or reject this position?

Once you’ve finished, you should allow your candidate to ask any further questions they may have.

Following this, you should thank the candidate for attending and inform them that you’ll be liaising with us over the final decision. Even if you think the candidate is perfect, do not offer them the job on the spot. Allow us to assist you to create an offer with the highest likelihood of acceptance.

If you would like any further information about hiring a medical professional please call our team on 01423 813450 or email us at info@prospect-health.com.

Alternatively look at our recruiting pages to get more information about the service we can offer you.

December 1, 2020 | Internal