Physician Interview Questions

Last updated Dec 1, 2021 | Published on Mar 1, 2021

A Physician’s Interview is a different kind of interview as compared to other professions. The recruiter and interviewer seek a fit that suits their medical setting and virtuously connect with the community aside from meeting all technical skill requirements. They look for a notable bedside manner in their candidate.

The healthcare organization selection process includes morality, hospitality, and interpersonal questions apart from technical ones. While it is very exciting to get shortlisted for the interview, preparation is equally critical. It also helps to cut down some last-minute anxiety.

This article will look into various questions that you can review and prepare yourself before attending the interview. This blog will help you answer different questions with more confidence and create an impression during the interview.

Table Of Content

General Questions

Initially asked questions at the beginning of an interview are mostly generalized and neutral. There is a sense of comfort in the cabin between the candidates and the panelist. Of course, we don’t want to scare or get scared of the responses.

The interviewee mostly hails from the experienced status as the physician’s profession requires the most stability both as a fellow or other attendings. Therefore, there is a sense of mutual regard in both, but this shall not be confused with the judgment based on everything an interviewee takes in with him/her.

Some of the questions that may be expected during the interview include:

  1. Describe your current organization.
  2. What hour does one preferably work, like evening or weekend hours?
  3. What does a physician-hospital affiliation mean?
  4. Are Family Practitioners allowed or welcome in the CCU/ICU at the current hospital where he/she might be working?
  5. State the policy that is standardized for prescribing narcotics and antibiotics over a phone call?
  6. Is the Nurse Triage system prevalent in the current setting?
  7. Does the physician review performance of the staff?
  8. Does the physician have the authority to hire staff? If yes, then how many hiring’s have been made by your end?

Personalized Performance

  1. On average, how many calls could be handled on weekends?

When the interviewer puts forth this question, he/she wants to know the candidate’s capability and capacity. The panel would like to study the gesture and body language too. More than the assertiveness, the experience speaks on behalf of the number of patients a candidate may deal with in a single day.

  1. How many admissions can be undertaken in a week?

It may vary in different settings for different candidates. The reason, when a candidate introduces, one must also neutrally describe the environment so that the interviewer will have a better idea of the candidate’s previous experience practicing medicine and working conditions.

  1. How do you manage to handle sign-out?

The question regarding sign-out or absence might get a little tricky as the profession involves their employee’s punctual presence at all office hours.

Aptitude

Questions are usually based on the previous answers and the interviewer’s judgment upon the conduct that the interviewee has laid. It may play the decisive role for the ideologies that one share and conclude derives their mental approach towards any problem or hurdle at hand.

  1. What is the standard measurement of the well-organized patient’s chart?
  • Any medical list they include?
  • What are the flow sheets or reminder forms that it must have?
  1. Any weakness that the current charting system shows?
  2. According to you, what is the level of Autonomy that is held by your position?

The answer is mostly positive and authoritative as one doesn’t want to portray themselves as a candidate with less or no exposure. At times, the setting you belong may have outgrown the particular candidacy. There can be a lot of possibilities that the judgment may be less favorable. As the organization doesn’t leave any stone unturned while hiring, just like you would have done the background research, the organization would conduct thorough research on the candidates’ credentials and licenses.

  1. On average, how many patients can be seen in a day?

The question is not exactly directed towards the candidate, but the recruiters will want to know the capacity he/she could and would perform.

  1. What or who is the decisive body in terms of the time spent with each patient?

Again when such an immeasurable question arises, the interviewer would want to describe their current setting. Suppose if a candidate appears for the higher position, the question is how he/she would be able to portray a person who will be responsible and decisive of even the petty task.

Previous Settings and Background

  1. What are the plans for computerized practice?

Computer practices are susceptible to get updated either half-yearly or annually. Every new trend or development is a boon to the industry, largely in terms of productivity. One may have to adapt to the frequent changes to avoid expenditure on computing.

  1. Any feedback on billing and coding? If not, how would you rate yourself on that front?

Since a hospital is a huge setting, tracking and being aware of the billing facility and the amount is necessary. It does involve one’s record-keeping habit, describing the part that can ascertain the fact that the candidate is disciplined and business-oriented.

  1. How is the clinic/organization doing financially? Is there anything you would like to inform?

Sometimes when you answer in a pessimistic tone, the interviewer would sense a sign of drawback in your candidature. It may not define you in real, but badmouthing of the previous working lace is formally and ethically not acceptable in any organization. One may not restrict you from speaking, but they may mark the trait as negative behavior. No matter however bad the previous environment is, an interviewee may lose marks.

  1. What are the current organization’s prospects regarding expansion or corporate setting enlargement and integration?

The competition prevails in every industry. Providing a competitor with insights into their company’s trades and secrets is a bad sign. One may disclose it when hired, but to do so, one needs to be hired and to get hired, one surely needs to prove the honest and discipline personality of oneself.

Relationship and Code of Conduct

While the candidate is conversing, the interviewer does mark the conduct, behavior, body language, and sensibility to classify and read more into the candidature’s depths. They can ask any such questions that would help them see you fit in their setting when hired. These questions may include:

  1. Define how the physician’s equation with the staff is?
  2. What is the staffing community more concerned about?
  3. How frequently do they receive feedback on their performance?
  4. What was the last feedback, and why was it so?

These questions are well thought of and may sound silly or of least importance, but what this renders is a completely distinctive picture of the interviewee than what he has been describing until now. One may sound friendly, sweet, chirpy, easy-going, or flattering at perfection, but fumbling in the questions related to the staffing and other employees’ core work is admitting that one is not as humble as they sound or pretends to be. It could be a good sign, too, as the company may sometimes choose the aggressive ones for their formal and serious approach, but more than often, this isn’t the case as the world is moving towards more humility. Some more examples of such questions are:

  1. How much would you rate the administrator’s response to any concern raised on your behalf?
  2. Would you like to describe the practice’s equation with the scribe’s or third-party payers?
  3. How many scribes have got the opportunity to work in your team? Could you name them by their organization?
  4. How would you describe your peer group and how they would talk about you according to you?

Questions on Business Front

The last set or few minutes of the interview is solely based on the business front for any organization as everybody wants to know what has been brought to the table by the candidate. The future concerns are the bigger fish, which could be the major reason any organization hires or fires an employee. Professional stability is a boon for any industry, but it is one of the healthcare sector’s necessities.

  1. How would you measure productivity?

The question is not very rational, but when the explanation is practically quoted with a real-life example, it maps out certain ideas that may suit the environment and earn you some points.

  1. How do you tackle the pressure to produce?

Time management and discipline are always taught theoretically through the books, but applying it to real life is the art that the professionals would know and experience firsthand. Practicing, which is no less than a trade secret of many businesses, handling pressure is the part of being the best at your skills. Here, one has to take care that they do not end up boasting about how hard-working or smart they are; instead, a subtle answer would fare well than the most artistic reply.

The prospects may shower you with many other questions, and the best part about this part of the interview is that the candidate will have acquired comfort and a rhythm of the discussion. The other answers would only enhance the quality of the personal plans enhancing the organizational structure through a far more perspective and sharp vision than he or she sees. Providing broad and thoughtful, career-focused, and goal-oriented answers will ensure the candidature to the better levels for leadership and excellence. Further questions may also include:

  1. Any specific plans that you may suggest or are aware of for capital enhancements?
  2. According to you, what skills or opportunities will be made available for organizational growth in the future?
  3. What is the most appealing job or project in the healthcare sector, according to you?
  4. Are you satisfied with the current package?

The above mentioned are only examples of what an interviewer may ask during the interview. Of course, it depends on the ongoing interview’s current situation, but preparation beforehand has always helped boost the confidence level.

Interviews and Their Prospects

The interviews are intended to serve major purposes:

  • Allowing employers the opportunity to unearth the candidate’s training, personality, and skills.
  • Check whether or not the interviewee’s candidature is at par with the position they are filling.
  • For the candidate to enable them to discover the position they are interviewing is best suited.

While you are planning on your next step in the company, the interview sessions will help you decide the same. Therefore, every interview matters in a lifelong career as they are all equally important.

Background Study

For the organization or the clinical setting that you want to work in, you must do thorough research and find other organizations at par. Preparation begins after receiving the call letter. Once done with all the planning and mapping of the next environment you want to get in, make sure you know the organization well enough to prepare yourself for the drill.

During the interview, the only and foremost plan should be to convince the employer that you are the best candidate suitable for the job. The employer must believe in the capacity of which you as an employee are worth. Therefore, give them enough reasons that will make it easier for them to trust that

  1. You are the best candidate so far and can do the job.
  2. You have provided enough reasons that you can do the job.
  3. It is the kind of workplace and job that you desire to be at.

Interviews do not end with only the interviewee at the receiving end of the questions. They must also be questioning the employer intelligently, which will indicate genuine interest and show them they can have a say in anything decisive involving their participation. In general, it is a motivation for yourself and the employer to analyze the role possibilities and understanding.

Question the Interviewer

The questions you would like to ask must be prepared before and directed to everyone you interview.

  1. Ask the interviewer the detailed instructions of the duties and responsibilities that you will be holding. It will help you relate it with your current background and skills.
  2. Give them honest feedback or any concern that they must acknowledge at the time of the interview. Showing your potential and promising traits of yourself with a humble and human approach will ease the interviewer towards you as a person and build their confidence in your candidacy.
  3. As the phrase tells that “a bird in the hand is better than a two in the bush” quite well defines the situation of getting an offer for the position that you may or may not take on later, but to cancel or reject it is never advisable. Conduct the determination for receiving the offer for the position that is being discussed.
  4. Even when you are not sure of bagging the job, at least make sure that the site visit counts:
  • Meet the staff and members of the group.
  • Visit the hospital that the group uses.
  • Observe the work-life of the facility while on tour. You may not be able to read between the lines so much but would have a fair idea of few facts like:
  • The relationship between the staff and physicians
  • Check whether the waiting room is large enough to accommodate the patients peacefully, or else the environment of the setting will always be in the hustle, which may or may not be the likes of you.
  • Check if the rooms like a consultation, examination, operation, a separate restroom for the physicians, etc., are satisfactory.
  • Equipment and their configuration, check whether or not they meet the required standards that you have.
  • Check for the neat and clear charts, information filled in, whether they are handwritten or transcribed.
  1. At closing, ask the employer about the next step if they will contact you or the timeframe that they will take to make the decision. You must know the contact person who can inform you of your candidacy if the deadline crosses.
  2. Finally, but importantly, be yourself, allowing the employer to understand your fit to the practice better.

During your interview, be confident and highlight your qualifications, experience, and accomplishments, and be specific with your answers. Express your desire to help others and your motivation to preserve human life.

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