4 Tips for Effective Phone Interviews with Locum Tenens Candidates

How do you know if a candidate is the right fit for your positon? Prior to arranging a telephone interview with a locum tenens physician, advanced practitioner, or CRNA, you can review his or her curriculum vitae (CV), references, and other essential paperwork. The clinician’s locum tenens staffing company recruiter completes a lot of the groundwork ahead of time, scrutinizing the candidate’s qualifications and ensuring that he or she matches the search criteria you outlined. The recruiter likely has reviewed assignment scope and requirements, shifts, rotation, pay scale and verified dates with the provider. Now, it’s your turn: the telephone interview.

In today’s post, we share four tips to gain the most important information and help you determine if a candidate is a good fit for both the opportunity and your healthcare organization:

  1. Block out at least a half-hour. If your schedule permits, allow for the possibility of an additional 15 minutes. Having the extra time may be necessary and will be well spent if it helps you make a more informed decision, particularly when it concerns an especially hard-to-fill position or long-term assignment. In addition, use a phone with excellent service located in a quiet room or office where you know you will not be disturbed.
  2. Review the skills checklist with candidates. Take a little bit of time to ask for clarification or additional details surrounding a provider’s professional practices. Also, you should confirm that clinicians feel comfortable with the proposed responsibilities and can competently provide the required level of patient care.
  3. Ask candidates to elaborate on their experiences. Since you will not have the opportunity to evaluate nonverbal communication and body language, this is especially important. For many hospital administrators and practice managers, the phone interview is almost entirely about communication. Encouraging conversation helps you assess a candidate’s personality, scope of practice, flexibility, and interpersonal skills. You will be able to better establish whether a candidate will complement your organization’s culture, too.
  4. Be authentic about your expectations. Inform candidates about everything from workload and census to politics. If they have any misconceptions at all about the position, community, or organization, they may not be a good fit. Candidates’ reactions to these details can help you ascertain whether they will blend with regular staff and be happy in the work environment. The direction of this part of your interview could reflect the ease with which a candidate would transition to the assignment setting. (Responses also could provide important clues as to whether a candidate would be receptive to extending a contract.)

If you would like further tips for making the most of telephone interviews or wish to learn more about the services provided by Medicus Healthcare Solutions—from locum tenens staffing and transition projects to project and resource management, consulting, and permanent placement solutions—call 855.301.0563 to speak with a knowledgeable business development executive today.

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