A Personal Journey in Hiring the Right Team
When I started my medical practice, I thought I knew everything about hiring. I would meet a candidate, have a friendly chat, and if they seemed like a “nice person,” I’d bring them on board. But soon, I learned the hard way that hiring isn’t about finding a warm body to fill a seat—it’s about building a powerhouse team that ensures the success of your business, your patients, and your own work-life balance.
If you’re a physician entrepreneur, hiring the right team members is crucial. The wrong hire can drain your time, resources, and energy. The right hire? They become a force multiplier, helping you scale your practice while maintaining your sanity.
After years of trial and error, I discovered a structured approach to hiring, beginning with seven key interview questions that help uncover the best candidates. Let’s dive into them.
Step One: Define the Outcomes You Need
Before you even post a job listing, take a moment to define the top 5–7 outcomes this role is responsible for. For example, if you’re hiring a physician, their key outcomes might be:
- Seeing 20 patients per day
- Building their own patient panel
- Completing billing within 24 hours
- Maintaining strong referral relationships
Having these outcomes clear will shape your interview questions, helping you determine whether a candidate can deliver what you need.
The 7 Essential Interview Questions
1. Can You Describe a Time You Achieved Similar Outcomes in a Previous Role?
This question helps uncover whether the candidate has direct experience in the key responsibilities of the role. You’re looking for evidence, not just potential. If you’re hiring a practice administrator and they’ll be responsible for scheduling, ask:
“Imagine you walk into the practice and see that two days from now, three doctors are scheduled, but there are only 25 patients booked. What would you do?”
The way they answer will reveal their competency and thought process.
2. How Do You Handle High-Pressure Situations?
Every practice faces moments of stress—long patient wait times, billing issues, or difficult interactions. Ask them:
“You have 25 patients scheduled today, and you’re running behind. How do you manage your time while ensuring every patient feels heard?”
Listen for structured answers that show time management skills and composure under pressure.
3. How Would You Handle a Difficult Financial Conversation with a Patient?
If you’re hiring for your front desk, one of their key responsibilities is collecting payments. Ask:
“A patient owes a $25 co-pay but says they can’t pay today. How would you handle this?”
A great candidate won’t dodge financial conversations. They’ll respond with confidence, offering solutions while maintaining professionalism.
4. What Would Make This Job the Best You’ve Ever Had?
This question reveals their core motivators. Are they looking for work-life balance? Career progression? A strong team culture?
One time, I asked this question, and the candidate spoke only about flexibility and personal perks—nothing about their role, impact, or team collaboration. While flexibility is important, it was clear their focus was one-sided, and that was a red flag for me.
5. Why Did You Leave Your Last Job?
Patterns in job transitions tell you a lot. Some people leave for natural reasons—relocation, career growth, or family changes. But if someone continuously blames their past bosses, colleagues, or workplace environment, take note.
6. How Do You Handle Conflict?
In any workplace, conflicts arise. Maybe a patient refuses to see a new doctor, or two team members clash over workflow. Ask:
“You enter an exam room, and the patient insists they only want to see me, the owner. How do you handle this?”
If their response is, “I’d tell them they have to see me or leave,” that’s a problem. You want someone who remains calm, validates concerns, and reassures patients while maintaining efficiency.
7. Do You Have Any Questions for Me?
A great candidate asks thoughtful questions. If they inquire about career growth, team culture, or how success is measured, that’s a great sign. If they only ask about salary and time off? That’s a red flag.
Understanding the Bigger Picture: What These Questions Reveal
When you ask these questions, you’re listening for three things:
1. Motivators
Understanding what drives your candidate helps you create a win-win situation. If someone values professional growth, you can offer mentorship opportunities. If they crave stability, you can emphasize your practice’s strong foundation.
2. Competency Evidence
You’re not hiring based on potential alone. You want proof that they’ve handled similar situations successfully.
3. Red Flags
Hiring mistakes are expensive. Pay attention to signs that indicate poor teamwork, resistance to feedback, or an inability to handle essential tasks.
The Importance of a Multi-Step Interview Process
At this stage of my career, I no longer do first-round interviews. My team screens candidates, and I’m the third interview. When I sit down with someone, I tell them:
“You know what you want in a job, and I know what I want in a team member. This is a no-pressure conversation to see if we’re the right fit for each other.”
By this point, I already have a strong idea of their fit, and this final step is about assessing culture alignment.
Final Thoughts: Building a Rockstar Team
Hiring the right team isn’t just about filling roles—it’s about creating a workplace where you, your staff, and your patients thrive.
Start by defining outcomes, use these seven interview questions to uncover competency and culture fit, and always trust your instincts when spotting red flags.
Your practice—and your peace of mind—will thank you for it.
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