The Elements of a Great Job Interview

You’ve got your first in-person interview set up for a promising PT candidate. You’re ready to get your shoes scuffed and ask them hard-hitting questions, getting the best responses possible so you can determine whether they’re the right person for your team.


But you haven’t a clue where to begin, right?


We understand; it’s intimidating talking to PT candidates, especially considering that a candidate you talk to may very well work by your side on a daily basis. It’s no wonder you want to make sure you’ve got someone on your team who’s a rock star and someone you enjoy working with.


With that in mind, we’re happy to report that it's time to take out your notebook and pen because we’re on the case. If you want to know how to get those much-needed answers and conduct a stellar interview, read on below.


Ask Questions First, Shoot Later

Before your PT candidate even walks in the room, you’ll want to make sure you’ve got questions that are more than just a formality you could have asked over the phone.


These questions are more than just that; they’re your metal detector, helping you find the golden nuggets that make your PT candidate stand out from the crowd.


To ensure you’ve got the best “detecting” questions, you’ll want to ask ones that are open rather than closed-ended. While closed-ended questions only require a simple “yes” or “no” response that gives you little to no insight into what sets them apart from other PTs, open-ended questions allow your candidate to provide an answer that does more than just tick an item on your box. They let you learn more about the PT, what makes them tick and what they value, letting you decide if this is the PT candidate you want to hire.


As for the specific open-ended questions you could ask, a few great examples can be found here and here.


Oh, and one last thing; while it may seem obvious, be sure to write down the questions you want to ask ahead of time. During the interview, you may forget to ask something that you wished you had remembered. Writing down your questions will help you avoid this slip of memory while giving your PT candidate the impression that you’re well-prepared and invested in them.


Dig Deep

Once you’ve detected gold, it’s time to dig it up by asking follow-up questions.

For example, If your PT candidate tells you they did something impressive at their previous employer, ask them how they went about achieving that. In doing so, you’ll learn more about how they solve problems and how they work as an employee, giving you an even better idea as to how they could fit in on your team.

On top of this, asking these follow-up questions will continue to show that you’re genuinely interested in your PT candidate, keeping them engaged throughout the hiring process as you learn more about their background, strengths and weaknesses.


Stop, Hey, What's That Sound?

Once you’re done asking your questions, be sure to give them a chance to ask some of their own. It’s important to open this opportunity for questions as you’ll be able to get a feel on how interested they are.


For example, someone asking, “What are your company’s long-term goals?” is more likely to be invested in your organization than someone asking a trivial question, such as, “Are there any good places to get food around here?”


Letting them ask questions may also lead to them bringing up concerns that you hadn’t thought of before, allowing you to have a deeper insight into what candidates are concerned about when considering a job. From here, you’ll be able to fine-tune your job ads and interview questions for the next time you’re looking for a PT candidate, making you a better interviewer and your company a more tantalizing place to be part of.


Show Them the Money

If the salary and benefits haven’t come up by this point, be sure to cover this now as it’s your pièce de résistance in further attracting and engaging your PT candidate.


During this time, you’ll want to ask what their desired salary is to ensure you’re both on the same page. Make sure you explain your full package of benefits to show them that you’re serious in hiring top-quality talent.


By doing this you’ll increase your chances that you can make an effective job description that will entice them to sit and join your company.


On Your Left, You’ll See...

Before you wrap things up with your PT candidate, consider giving them a brief tour of your facilities as a final send-off. You’ll be able to observe how they react to the workplace and other employees that work there, letting you get a better feel of whether this is the right PT for your company.


This will also create an opportunity to sell your company one last time to your PT candidate, further increasing your chances that they will accept a job offer down the road if you decide to extend one to them.


Once this is complete, be sure to let your PT candidate know the timeline of when they can expect to hear back from you. You can then wish them a good rest of their day and send them on their merry way.


Next Steps

Before you move to final decisions, give yourself a pat on the back; you’ve finished the stressful part of talking with your PT candidate and learning more about them all while trying to gauge their interest level and sell them on your company.


It’s a tough job, but you’re almost there. Once you’ve decided if this PT candidate — or another one — is the right one for your company, be sure to extend an offer quickly. And, hey, If you need help on how to extend an offer that will make their jaw drop, we’ve got you covered.


For any of your other recruitment needs, we’ve also got your back.


With over 12 years in business and a narrow focus on recruitment of Physical Therapists, we’re happy to offer our expert advice and support.


To learn more, feel free to reach out at 414-939-5870.

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