Interviewing Physicians: Best Practices for Hiring Managers - 2025

Effective interviews are critical for identifying top physicians who will excel in your organization. This guide provides proven strategies, questions, and assessment techniques for evaluating physicians candidates.

Interview Structure & Process

Recommended Interview Format

Stage 1: Phone Screen (15-20 minutes)

• Recruiter/HR conducts
• Verify basic qualifications
• Assess communication skills
• Gauge interest and availability
• Screen for salary expectations

Stage 2: Hiring Manager Interview (45-60 minutes)

• Department manager/supervisor
• Clinical competency assessment
• Behavioral questions
• Cultural fit evaluation
• Role-specific scenarios

Stage 3: Panel Interview (60 minutes) (optional but recommended)

• 2-3 team members + leadership
• Team dynamics assessment
• Collaborative problem-solving
• Multiple perspectives
• Peer interaction observation

Stage 4: Leadership Interview (30 minutes) (for senior roles)

• Director or C-suite
• Strategic thinking assessment
• Long-term goals alignment
• Organizational fit
• Compensation discussion

Total Timeline Target: 5-10 days from application to offer

Phone Screen Questions

Purpose: Quickly assess basic fit before investing interview time

Opening Questions:

1. "What motivated you to apply for this Physician position?"
2. "Tell me about your current role and what you're looking for in your next position."
3. "What's your availability to start if offered the position?"

Qualification Verification:

4. "Confirm you have an active, unrestricted Physician license in [state]?"
5. "Do you have current BLS and [required certifications]?"
6. "How many years of experience do you have as a Physician?"

Work Preferences:

7. "This role requires [shift/schedule details]. Does that work for you?"
8. "Are you open to [weekend/holiday/on-call] requirements?"
9. "What's your preferred work environment? (inpatient, outpatient, clinic, etc.)"

Salary & Logistics:

10. "What are your salary expectations for this role?"
11. "Are you interviewing with other organizations currently?"
12. "Is there anything that would prevent you from accepting if we made a competitive offer?"

Red Flags to Watch For:

🚩 Vague about licensure or certification status 🚩 Inflexible about reasonable schedule requirements 🚩 Unrealistic salary expectations (>90th percentile) 🚩 Negative talk about current employer 🚩 Unclear reason for leaving current role

Hiring Manager Interview Questions

Clinical Competency Assessment

Scenario-Based Questions:

1. Critical Thinking "Describe a time when you had to make a quick clinical decision without physician input. What was the situation and what did you do?"

What you're assessing: Clinical judgment, confidence, decision-making process

Strong answer includes: Specific example, thought process explained, evidence-based rationale, patient outcome, learning

2. Complex Patient Care "Tell me about your most challenging patient case. What made it difficult and how did you manage it?"

What you're assessing: Clinical competence, problem-solving, resilience

Strong answer includes: Clinical complexity explained, multidisciplinary coordination, advocacy for patient, creative solutions

3. Error or Complication "Describe a time when you made a mistake or something went wrong with a patient. How did you handle it?"

What you're assessing: Accountability, honesty, learning from mistakes, patient safety commitment

Strong answer includes: Owns the mistake, immediate corrective action, disclosure (if appropriate), systems improvement, personal growth

4. Prioritization "How do you prioritize when you have multiple patients with competing needs?"

What you're assessing: Time management, clinical judgment, organization

Strong answer includes: Assessment process, triage methodology, delegation when appropriate, communication with team

Behavioral Questions (STAR Method)

5. Teamwork & Collaboration "Tell me about a time you disagreed with a physician or colleague about patient care. How did you handle it?"

What you're assessing: Communication, professional courage, patient advocacy, conflict resolution

Strong answer includes: Specific situation, respectful communication, evidence-based argument, patient-centered resolution, maintained relationship

6. Handling Pressure "Describe the most stressful shift or day you've experienced. How did you manage?"

What you're assessing: Stress management, resilience, coping strategies

Strong answer includes: High-pressure situation described, emotional regulation, support-seeking if needed, patient safety maintained, recovery strategies

7. Initiative & Leadership "Give me an example of when you identified a problem and took initiative to solve it."

What you're assessing: Proactivity, problem-solving, leadership potential

Strong answer includes: Problem identified, solution proposed, action taken, measurable impact, buy-in from others

8. Adaptability "Tell me about a time when procedures or protocols changed suddenly. How did you adapt?"

What you're assessing: Flexibility, learning agility, change management

Strong answer includes: Significant change described, initial reaction, adaptation process, helping others adjust, outcome

Motivation & Fit Questions

9. Why This Organization? "What attracted you to our facility/organization specifically?"

What you're assessing: Research effort, genuine interest, value alignment

Strong answer includes: Specific knowledge about organization, mission/values alignment, enthusiasm, realistic expectations

10. Career Goals "Where do you see your career in 3-5 years?"

What you're assessing: Ambition, retention risk, growth mindset

Strong answer includes: Realistic goals, interest in development, potential longevity, alignment with opportunities you can offer

11. Work-Life Balance "How do you manage work-life balance in a demanding healthcare role?"

What you're assessing: Self-awareness, sustainability, burnout risk

Strong answer includes: Healthy boundaries, stress management techniques, outside interests, realistic expectations

Role-Specific Questions for Physicians

12. [Specialty-specific clinical question based on common scenarios]

13. [Specialty-specific technical skills question]

14. [Specialty-specific regulation/compliance question]

Closing Questions

15. "What questions do you have for me about the role, team, or organization?"

What you're assessing: Engagement level, priorities, thoughtfulness

Red flags: No questions prepared, only asks about time off/pay, superficial questions

16. "Is there anything we haven't discussed that you'd like me to know about your qualifications?"

Gives candidate opportunity to address concerns or highlight missed strengths

Panel Interview Best Practices

Panel Composition:

• 1 supervisor/manager (lead interviewer)
• 1-2 peer-level team members
• 1 cross-functional colleague (optional)

Panel Interview Questions:

Teamwork Scenarios: "A team member is consistently coming to shift late, leaving you to pick up their patients. How would you address this?"

Cultural Fit: "Our team values [specific values]. Can you give examples of how you've demonstrated these in your work?"

Problem-Solving Exercise: Present a real scenario from your unit and ask: "How would you approach this situation?"

What to Observe:

• How candidate interacts with potential peers
• Comfort level with team dynamics
• Authentic vs. rehearsed answers with multiple askers
• Energy and enthusiasm with team

Assessment & Scoring

Scorecard Template

For each category, rate 1-5:

Clinical Competency (1-5)

• Technical skills
• Clinical judgment
• Evidence-based practice
• Safety consciousness

Communication (1-5)

• Clarity and articulation
• Active listening
• Professional demeanor
• Patient-centered language

Teamwork & Collaboration (1-5)

• Collaborative approach
• Conflict resolution
• Flexibility
• Supportive of colleagues

Professionalism (1-5)

• Accountability
• Reliability
• Ethical judgment
• Professional boundaries

Cultural Fit (1-5)

• Values alignment
• Mission connection
• Organizational awareness
• Enthusiasm for role

Potential & Growth (1-5)

• Learning mindset
• Adaptability
• Career trajectory
• Leadership potential

Total Score: /30

Rating Guide:

• 25-30: Strong hire - Make offer quickly
• 20-24: Good candidate - Consider if strong in key areas
• 15-19: Adequate - Only if limited options
• Below 15: Do not hire

Red Flags to Watch For

Dealbreakers:

🚫 License or certification issues 🚫 Patient safety concerns in examples 🚫 Inability to describe clinical scenarios competently 🚫 Dishonesty or inconsistencies 🚫 Unprofessional behavior during interview

Warning Signs:

⚠️ Job hopping (multiple positions < 1 year) ⚠️ Blaming others for problems ⚠️ Lack of examples or vague answers ⚠️ No questions about the role/facility ⚠️ Entitled attitude or unrealistic demands ⚠️ Poor communication skills ⚠️ Disengaged body language

Making the Hiring Decision

Deliberation Process:

1. Compare scorecards from all interviewers
2. Discuss discrepancies - why did ratings differ?
3. Reference check top candidates
4. Assess against must-haves vs. nice-to-haves
5. Consider long-term fit, not just immediate needs
6. Make decision within 24-48 hours of final interview

Reference Check Questions:

1. "Can you confirm [candidate] worked at your facility from [dates] as [title]?"
2. "How would you describe their clinical competence and patient care?"
3. "How did they work with the team and handle conflict?"
4. "Were there any performance or attendance issues?"
5. "Would you rehire this person if you had the opportunity?"

Interview Best Practices

Do's:

✅ Prepare structured questions in advance ✅ Take detailed notes during interview ✅ Ask same core questions to all candidates (fairness) ✅ Allow candidate ample time to ask questions ✅ Sell the opportunity - top candidates have options ✅ Be transparent about role challenges ✅ Follow up promptly with decision

Don'ts:

❌ Ask illegal questions (age, marital status, religion, etc.) ❌ Make promises you can't keep ❌ Rush the interview (you'll miss red flags) ❌ Let one great answer overshadow concerns ❌ Hire out of desperation ❌ Ghost candidates (always provide closure)

Legal Compliance Reminders

Questions You CANNOT Ask:

• Age or date of birth
• Marital status or family plans
• Religion or religious holidays
• National origin or citizenship (until post-offer)
• Disabilities (unless discussing reasonable accommodations post-offer)
• Pregnancy or family planning
• Genetic information

Stay Compliant:

• Focus on job-related qualifications only
• Document business reasons for all decisions
• Ensure consistent process for all candidates
• Train all interviewers on legal requirements

Conclusion

Effective interviewing of physicians requires preparation, structure, and strong assessment skills. By using these evidence-based questions and evaluation methods, you'll identify candidates who will excel clinically and fit your organizational culture.

Need help training your interview team? Request HealthTal Interview Training →

Last updated: January 2025 | HealthTal Healthcare Recruiting