ASC Management
Conducting a Useful Interview
How to obtain the information you need from potential employees.

BY MYRIAM ASSOULINE, B.SC.N., M.H.A.

One of the most important steps involved in the hiring of a new employee is the interviewing process. The interview is what allows you to capture crucial information about potential staff members for your ASC.

As an interviewer, you need to accomplish three specific objectives. You need to get to know the people you're interviewing; you need to evaluate their knowledge, skills, and experience; and you need to determine whether they would fit the job. Your main sources of this information will be the candidates' CVs and the interview process.

	ILLUSTRATION: GIL ADAMS

Think of the interview as your tool for effectively assessing applicants. It should be put together in a manner that facilitates the extraction of pertinent information. The questions should elicit responses that will help you meet your three objectives.

GETTING THE INFORMATION YOU NEED

Here are some useful strategies and suggestions to use as you create your interviewing tool and during the interview itself:

• Use open-ended questions by starting with, "how," "what" and "why" instead of "do" and "are." Consequently, the interviewees have to elaborate on their answers.
• Listen carefully to what the applicants are saying.
• Use intervals of silence to allow the potential recruits to fully express themselves.
• Write down verbatim all the answers to the questions. This is especially useful if you have to decide at a later date between different candidates.
• Ask applicants to describe themselves. You're attempting to obtain information pertaining to their personalities, which you can't obtain from a CV.
• Tell applicants to identify their strengths and weaknesses. This will give you an indication of whether they have insight into what they know and what they need to improve.
• Find out what the candidates specifically think their role would be if they were to get the job. Don't assume they understand what the position entails because they answered an ad. You would be surprised to hear how some people will answer this question.
• Present scenarios to assess how candidates would respond to specific situations. Use scenarios that will help you to evaluate patient interaction, peer conflict, honesty, knowledge, and problem-solving skills.
• Review past education and experience. Investigate gaps in time between jobs and ask why the candidates no longer have their previous positions.
• If the law permits, and the applicants consent, do background and reference checks. Don't forget: You're in the patient-care business.
• Discuss and record salary, benefits, working days and hours.
• Inquire about the applicants' short- and long-term career goals. Depending on the job, you may not want to hire people who need extensive training if their intentions are to work only during the summer.
• Ask whether the interviewees have any questions. It's important that the interview be a dialogue. Moreover, you may be asked questions that you haven't thought of, which may be beneficial to you.
• It's important to convey the value of working for your organization and give the impression that applicants would be privileged to join your team. You should also let them know how they would be an asset to your ASC.
• It's essential to inform people when they should expect to hear from you regarding the result of the interview and to actually get back to them. It's the respectful and professional thing to do.

YOUR KEY TO INFORMED DECISIONS

Hiring the right person for the right job is not an easy endeavor. The interview is the vehicle by which you obtain the information that will enable you to make an informed decision. Informed decisions are crucial because every time you hire someone, you invest time, training and productivity. And every time you experience staff turnover, it affects the entire staff's morale.

Myriam Assouline, B.Sc.N., M.H.A., is a healthcare consultant and the director of LASIK MD in Montreal. You can e-mail her at massouline@aol.com , or call her at (514) 685-0188.