"Tell me about yourself. What is not shown on your resume?"
Just talk for 2 minutes. Be logical. The interviewer is looking for communication skills, linear
thinking. Provide insight into your management philosophy or personal mission statement.
|
"Why are you leaving your current position?"
There is nothing wrong with being open to an opportunity that enhances your career. This is a very
critical question. Don't "bad mouth" your previous employer. If you are coming out of an organization
known to have major problems, or in midst of a buy-out, down-sizing or re-engineering, this may be
an easy question to answer. It is also good to state that after long personal consideration your
chance to make a contribution is very low due to changes in the company. If you were not looking for
a change when contacted by the recruiter to this interview, say so. There is nothing wrong with being
open to an opportunity that advances your career.
|
"What do you consider your most significant accomplishments?"
Answers to this question can get you the job so prepare extensively. You may want to frame your answer
into a two minute story, with details and discuss personal involvement. Describe how things were when
you arrived, what you did to make the change and the measurable results. Discuss accomplishments that
were worth achieving. Discuss hard work, long hours, pressure and any important issues at stake.
|
"Why do you believe that you are qualified for this position?"
Be certain you know the specifics of the question - do they need a person to maintain the status quo or
make major changes? Do they want staff development, a hands-on manager or an administrator to facilitate
policies with upper administration?
Pick two or three main factors about the job and about you that are most relevant. Provide specific details.
Select a clinical or technical skill or a specific management skill (organizing, staffing, planning), and
combine it with a personal success attribute.
|
"Have you ever accomplished something you didn't think you could?"
The interviewer is trying to determine your goal orientation, work ethic, personal commitment, and integrity.
Provide a good example where you overcame numerous difficulties to succeed. Prove you're not a quitter, and
that you'll "get going when the going gets tough."
|
"What do you like/dislike most about your current position? What will you miss most about your current position"
The interviewer is trying to determine compatibility with the open position. If you have an interest in the
position be careful. Stating that you dislike overtime or detail work can cost you the position. There is
nothing wrong with liking challenges, pressure situations, opportunities to grow, or a dislike for bureaucracy
or frustrating situations. Again, be positive about your current position.
|
"How do you handle pressure?"
High achievers tend to perform well in high pressure situations. These questions also could imply that the
position is pressure packed. If you do perform well under stress, provide an example with details, giving an
overview of the stressful situation. Let the interviewer "feel" the stress by your description.
|
"Describe the difference between being a manager and a leader. ...a leader and a follower?"
Your answer will tell the interviewer about your understanding of hiring, motivating and retaining staff.
Following directions, thinking outside of the box, empowering people or just doing what needs to be done; all of
these management approaches have their time. It's OK to be a manager; certain situations require it. Being a
leader is the next level of managerial development, so convey what is appropriate for you.
|
"Describe your gaps in employment, frequent job changes or your being asked to leave your last position."
Addressing mistakes in choices you made in the past will demonstrate maturity. Being unable to do so will cost
you the job. From commuting issues to re-engineering there are people who never expected job loss or changes to be
a problem to address. Be able to address each issue clearly with solid information. This is an opportunity to grow with
new challenges. Convey why you can and are ready to settle down now and your ability to make a contribution
to a new organization.
If you have taken time off between positions, it is OK to let them know that you were not
looking for another job. Let the interviewer know with increased responsibility and your broadened experience, you
will be an asset to their team. If you had offers and did not accept them, let them know you are looking for the
perfect organization - theirs! Be positive, introspective and honest; but do not dwell on the question.
|
"Describe your best boss."
This is the essence of who you are as an employee. Autonomy, someone to brain-storm with, fairness, someone
interested in your continued professional development, creativity and supportive of your decisions may be some
of the many different aspects of your next manager. Being aware of which of these characteristics have worked
best (or worst) for you is important in being true to who you are as a manager and an individual. Be aware that
your answer will also reveal a great deal about who you are. We tend to mirror the person we want for a manager.
|
"Why do you want to work here?"
If you have done your homework about this organization, now is the time to use that knowledge. Remember, even as
a recruited candidate, some facilities will want to understand why you would select them. If you are a recruited
candidate, remind them that you were not looking when you were contacted, but that the challenge sounded intriguing
and that a solid opportunity for career advancement is important to you.
|
"Describe your involvement in re-engineering, down-sizing or cost containment processes?"
Healthcare continues to go through major changes. Describe in a positive way, what changes you led, facilitated, or
were involved in as a participant. Use examples where you specifically made changes and describe the outcome.
|
"Where have you saved money, handled more with less, or found other ways to cut cost or increase productivity?"
Describe your actions with a positive can-do attitude. Most organizations face these same issues and your proven
success will make a good impression. Be specific and describe your successes in quantifiable terms. Share those
achievements where you increased revenue, reduced costs, improved quality of care or otherwise improved the bottom line.
Know the positive impact you have made for your current and past organizations. Well articulated, these answers can
land your next opportunity.
|
"How do you mentor your managers and retain your staff?"
Provide some thoughtful insight into your management style. Any success involving a departmental turn-around should
be shared. Be specific in your successes and short falls, and reflect on what you learned in the process. Having a
unit with little turnover sometimes is luck but more often is an art. Be able to describe the secrets of your success
or the process you took to achieve it. Always take credit for your success, but be willing to give credit to those
who helped you and your department.
|
"How do you go about securing buy-in from administration? ...physicians? ...other department heads? ...your own staff?"
This is clearly an opportunity to discuss your facilitation skills and ability to develop relationships at all levels
within the organization. This is a critical question and lets the interviewer know you understand what it takes to be
successful in an organization.
|
"Describe your typical day."
The interviewer is looking for your organizational skills and the functions you handle to determine if you can address
their problems. Before the interview, review what you do daily, weekly and monthly. Being energetic, planned, able to
set goals and willing to be flexible are all important aspects of successfully managing your new responsibilities.
Extensive discussion about putting out fires may signal a problem with your ability to plan or anticipate problems.
|
"What's the worst or most embarrassing aspect of your business career? How would you have done things differently
now with 20/20 hindsight?"
This is a general question to learn how introspective you are and to see if you can admit to your mistakes and learn
from them. Don't be afraid to talk about your failures; we've all been there. This is a critical aspect of high potential
individuals.
|
"How have you grown or changed over the past few years?"
This requires thought. Maturation, increased clinical or technical skills, or increased self-confidence are important
aspects of human development. To discuss this effectively is indicative of a well-balanced, intelligent individual.
Overcoming personal obstacles, or recognizing manageable weaknesses can brand you as an approachable and desirable
employee.
|
"What do you consider your most significant strengths?"
Be prepared by knowing your four or five key strengths. Be able to discuss each with a specific example. Select those
attributes that are most compatible with the job opening. Some people say "management" or "good inter-personal skills"
in answer to this. Do not answer this way unless you can describe, with specific examples, the characteristics
of management (planning, organizing, results, staffing, etc.) or how your relationship skills have proven critical to
your success.
|
"What do you consider your most significant weaknesses?"
Discuss tolerable faults that you are working towards improving. Show by specific example how this has changed over
time. Better yet, show how a weakness can be turned into a strength. For example, how a concentration on details results
in higher quality work even though it requires extra effort for a period of time.
|
"Deadlines, frustrations, difficult people, and silly rules can make a job difficult. How do you handle these types of situations?"
Unfortunately most companies face these types of problems daily. If you can't deal with petty frustrations, you'll be
seen as a problem. You certainly can state your displeasure at the petty side of these issues, but how you overcome
them is important. Diplomacy, perseverance, and common-sense can often prevail even in difficult circumstances. This
is part of corporate America, and you must be able to deal with it on a regular basis.
|
"One of our biggest problems is ___________. What has been your experience with this? How would you deal with it?"
How well do you think on your feet? The situational question is the most frequently asked question. It is paramount
to demonstrating that you understand the issues, are able to listen for the facts and provide your experiences and
insight to solve their problems. Don't be afraid to ask clarifying or exploratory questions to gain relevant information
which helps you analyze the problem. Be specific in stating how you would go about solving the problem.
|
"How do you compare your clinical knowledge to your management skills?"
Most successful managers possess good clinical knowledge. Display your understanding of the clinical aspects of your
area in order to create confidence and build credibility with your staff. The more administrative roles require less
emphasis on clinical expertise but a greater demand on your ability to recognize, motivate and develop talent, to provide
a vision and manage the bottom line.
|
"How would you handle a situation with tight deadlines, low employee morale, and inadequate resources?"
If you pull this off effectively, it indicates you have strong management skills. Be creative and use examples. Relate
your toughest management situation. Be able to address your flexibility along with your team building, interpersonal
and organizational skills. This is real-life situation in most facilities today.
|
"Are you satisfied with your career to date? What would you change if you could?"
Be honest. The interviewer wants to know if they can keep you happy. It's important to know if you're willing to make
some sacrifices to get your career on the right track. Your degree of motivation is an important selection criteria for
you and them.
|
"What are your career goals? Where do you see yourself five years from now? Ten years?"
Most importantly, be realistic! Blue sky stuff brands you as immature. One or two management jumps in three to five
years is a reasonable goal. If your track indicates you're on line for senior management in ten years, it's okay to
mention. However, if you've had a rocky road, it's better to be introspective.
|
"Why should we hire you for this position? What kind of contribution would you make?"
By now you should know the key challenges faced by this organization. This is the time to thoughtfully summarize what
you have observed and to link your achievements to their key issues. Now is the time to ask for the position.
|
