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The interview is your opportunity to learn about the new organization and have them learn about
you. The way in which you conduct yourself and relate to others, your demonstration of knowledge,
and your ability to communicate effectively are all key measurements that will be evaluated during
the interview.
Your ability to ask insightful and pertinent questions during the interview process will benefit
you in several ways:
- Evaluate the match between the needs and goals of the organization and your own,
- Enhance your ability to make an accurate and informed decision about accepting the position,
- Understand the potential and path for upward mobility in the organization,
- Identify political issues and assess the amount of "risk" involved, and
- Your ability to successfully execute your responsibilities, should you be offered and accept the position.
Here are some examples of questions you should get answered during the interview process:
| Why is this position open? How often has it been filled in the past five to ten years? |
| What has been the primary reason for people leaving this role? |
| Why did the last person leave? |
| In what ways were you pleased with what he or she did? |
| Where was the greatest need for improvement of the last person in this position? |
| What would you like done differently by the next person that fills the position? |
| What are some of the objectives you would like to have completed? |
| What is the most pressing? What would you like to have done within the next three months?
...six months? ...one to two years?" |
| What are some of the longer term objectives you would like to complete? |
| How have QA, TQI, TQM or compliance been implemented in the organization? Are any changes foreseen? |
| Are there any staff mix or staffing ratio issues? How have they changed in the past year? What changes do you foresee? |
| What retention programs are in place or planned? |
| What has been the greatest financial impact on this facility in the past year? What is anticipated
in the coming year? |
| What freedom would I have in determining my objectives, deadlines and methods of measurement? |
| What kind of support does this position receive in the terms of people, finances or education? |
| What are some of the more difficult problems that one would face in this position? How do you think
these could best be handled? |
| In terms of status, prestige and influence, how does this department compare with others, especially
from the viewpoint of the top person? |
| How are inter-departmental relationships encouraged? ...disagreements handled? |
| What is the relationship between the physicians and administration? ... nursing? ...ancillary services? |
| How would you describe your management style? |
| How long have you been with this organization? Why did you decide to join? |
| How does this compare with your boss and those above him or her, especially the chief executive? |
| What personality traits do you consider critical for this position? What do you see as my strengths,
shortcomings and chances for this position? |
| Where could a person go who is successful in this position and within what time frame? |
| In what ways has this organization been most successful in terms of services over the years,
particularly more recently? Are new markets being developed? If so, what are they? |
| What significant changes do you foresee in the near future? Expansion plans? Reorganization? What
significant changes have happened recently? What was the impact on this department? |
| Have any new management philosophies been recently introduced into the organization? How have they
impacted leadership goals and objectives? |
| What construction or remodeling projects have recently been completed? What is coming up in the next
6-12 months? |
| Are there plans for mergers or acquisitions? |
| What is the best thing you know about this organization? What is the worst thing you know? |
| What is the corporate mission statement? What are the organization’s goals? |
| What formal and informal benchmarks will you use to measure my effectiveness and my contributions? |
| What educational opportunities are available for my staff ...my leadership team ...myself? |
| How does the reporting relationship work? What are the acceptable channels of communication? |
| Is there any reason why I would not be considered for this position? |
| Do I have the job? |
Questions to Avoid
Avoid asking questions that would indicate that you are more concerned about yourself than the organization.
Primary among these questions is, "What will be my salary and benefits package?" This question in particular,
creates too much pressure for everyone involved in the interview process and may create an adversarial
atmosphere. More often than not, the person being asked does not have the answer at the time of the question.
In our experience, questions of compensation are best handled by the recruiter. We have successfully negotiating
hundreds of compensation packages that have resulted in financial advancement for candidates while helping
organizations control their expenses.
Please contact us if you would like more information any about these questions.
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