Effective Strategies for Job Interviewing Success

All healthcare professionals know about the need to follow best practices, and there are certainly standards to meet when conducting a job interview. How does one ensure that he or she is poised for a productive conversation?

Preparing for any job interview can be as difficult and overwhelming as the experience itself. There probably isn’t any business professional who  “enjoys” the interviewing process, but everyone should understand its necessity and value to all involved parties. For most individuals, the first difficulty to overcome is deciding how to walk through the door and present yourself in a balanced, accurate way. You might want to express your talents and abilities in practical ways, but don’t want to come across as too prideful or ignorant. How do you express your high level of motivation without coming across as desperate? The truth is that there is no one-size-fits-all package that will lead anyone to a successful interview every time, but there are certainly practical tips that can assist with interview preparation and place you in a better position of “interviewing well,” as many human resource (HR) professionals and hiring managers are apt to say. Better preparation will always equate to better chances of success. This article will offer suggestions and techniques that should help any healthcare professional interview successfully. There are actions to be taken, most of which are universal or easily tailored from interview to interview. 

HOW TO DRESS

Dress up! It may sound obvious to say that one should dress appropriately to an interview, but for those who may find themselves at a crossroads, always choose feeling overdressed than underdressed. On its face, being overdressed for an interview in relation to how employees at a particular organization dress day to day is never a bad look. Once a job is secured, most companies will explain daily dress codes to their employees. For any entry-level position, business-casual attire (no jacket for men, no heels and jacket for women) will likely be acceptable. 

However, men should wear ties with business-casual attire. Also for men, when applying for any type of management or leadership position, a full suit should be worn. Men should be well groomed for any interview, with facial hair being trimmed. Women should make sure that modesty is evident (torso properly covered from top to bottom and dress or skirt length sufficient by general standards). Perfume or cologne should not be overpowering — if you can smell it on yourself as you walk to your car, you may be wearing too much. Also, all clothing should fit well. Excessively baggy or tight-fitting clothes look tacky and unprofessional. Everyone should own at least one nice outfit for interviewing purposes — pay a visit to your local tailor if you need measurements. Remember, if hired, you will immediately be representing that organization. Give the interview panel confidence that you will represent them well. Don’t allow yourself to use the excuse of, “I’m not comfortable when I’m dressed up.” Embrace that look for a few hours. A job interview is not the time to feel too comfortable. Looking the part will help you feel confident before and during your interview, and help you avoid feeling too relaxed to the point that you come off as unprofessional.

CRAFTING QUESTIONS FOR THE INTERVIEWER

A common myth regarding job interviews is that only the interviewee is under examination. The reality of the situation is that if an interviewee goes into the discussion well prepared, then the employer is also being interviewed. As much as it is the hiring party’s task to determine whether the candidate is qualified for the position, it is also incumbent upon the interviewer to prove to candidates that the job and company are worthy of their time and employment. That said, any interviewee should be actively assessing whether or not the company and job would meet one’s needs and desires by viewing the interviewer as a reflection of the entire company. Given that, asking thoughtful questions to the interviewer is a must. Also, without insightful questions on the part of the candidate, there is a risk that the employer may see you as someone who does not prepare well, did not review the job description prior to the interview, and/or is not interested enough in the position to warrant serious consideration. 

Job descriptions are not always helpful in determining what a job totally consists of. What does a typical day look like for someone in the role being advertised? What are the secondary tasks beyond the primary responsibilities? Who will the hired candidate work with directly? These are questions that are not always answered by a posted job description. It is the interview itself that provides the platform for gathering that information. Be cautioned, however, that the interview may not always provide a comprehensively accurate depiction of the role. When trying to clarify the role, the candidate will want to ask questions related to the expected percentage of time to be devoted to particular functions (eg, patient care, phone calls, administrative work) and the level of support staff that may exist for the role. Ask yourself what the important aspects of the role are to you and ask questions that will help to learn those details. If possible, the candidate should also ask for the opportunity to speak with those individuals who will be part of the workforce in an attempt to best understand the daily scope of the job.

Questions asked by the candidate must have substance and relevance to the job. Questions not relevant to the job, or that were previously addressed in the interview or job description, should not be asked. The goal should be to ask questions that are thoughtful enough to pique the interest of the interview panel. A few more general examples of effective questions include: 

“ What are you looking for in an ideal candidate?”

“ What are the biggest challenges facing someone in this role?”

“ How would you describe the current culture on the unit/floor/division, etc.? 

In return, candidates should expect and appreciate difficult questions. The goal is to have well-thought-out answers for every question asked, especially for those that are difficult to anticipate. Oftentimes, the simplest of questions can prove to be the most problematic. Be prepared to answer questions such as “why do you want this job?” or “tell me about yourself.” The interview panel may ask broad questions to allow you to pitch your talents, abilities, and experiences. Be prepared to show that you have a lot to offer. Always have a list of extra experiences or situations on hand that can help provide highlights about yourself. If you get a question that you are not prepared for, you can attempt to weave in an extra story or two so that you aren’t rendered speechless.

ADDRESSING ILLEGAL OR INAPPROPRIATE QUESTIONS

To generalize, an illegal interview question is anything that doesn’t directly relate to the job. Examples include questions about one’s age, religious beliefs, and future family plans. These topics should not be a prerequisite of the job and are therefore considered private details. Should a candidate be faced with an illegal question, an appropriate response would sound something like “I don’t see how that question is relevant to this job” or “could you help me understand how that question pertains to the job?” If the question definitely seems inappropriate, it is advisable to say, “I don’t feel the question is appropriate and would prefer not to answer.” Candidates should also consider contacting the respective HR department. 

ONLINE INTERVIEW PREP

In 2018, it seems nothing is outside the confines of the digital space. There are companies today that are conducting video-based interviews and “call screenings.” Preparing for a video interview has a few added complexities. Be sure to have practiced using the technology platform that will be used to host the interview (typical examples include Skype and Zoom). Become familiar with the functionality of the program and practice using it days prior to the interview. Ensure that  a quiet, secluded place with an appropriate background is available to perform the interview. Also, be sure that a secure, functional internet connection is available and follow the dressing guidelines for an in-person conversation. 

INTERVIEWING MYTHS

As with seemingly almost anything that pertains to the job market, there are myths that abound when it comes to the interview process. Consider these examples: 

Myth No. 1: If you didn’t get the job, you didn’t interview well.

Being invited to interview likely means the candidate is already one of the top choices for the open position. The variation between each person in that select group can be drastic. Thus, someone could have a successful interview and still not get the job. Don’t be discouraged if no job offer occurs. In reality, every job offered means multiple other people were turned down. It is just business. 

Myth No. 2:  You must answer each question directly.

Any interviewee might be asked a question that he or she does not have a direct answer for. Most interviewers will allow you to use the most relevant experience to answer the question. Don’t be afraid to go on some relevant tangents to highlight other applicable experiences or skills to address a question. If you have multiple experiences with the same question, feel free to share them. But do try to answer directly as often as possible. 

Myth No. 3:The interviewer will always be professional and prepared.

Although any hiring manager holds a leadership position, he or she may not be a consummate professional and/or well prepared for the interview. Just like in all walks of business, there are some people out there who are better at their jobs than others. Interviewers may show up late and/or not follow up in an appropriate manner. Attempt to get through any unsatisfactory interview process as best as can be expected, but also take note of what may be a revelation in terms of the open job position and the company as a whole!

RED FLAGS SIGNALING A POOR INTERVIEWER

The expectation should be that the interviewer will possess in-depth knowledge of the job and its functionality, as well as the company. If he or she does not, that could mean they are disconnected from the role, which could be a concern depending on the position being offered. Interviewers should be professional and polite while asking appropriate questions. An experienced interviewer should ask multiple follow-up questions throughout the interview, not for purposes of interrogation but to gather appropriate details or to clarify responses. The interviewer may also want to gauge how well candidates “think off the top of their head” rather than rely on rehearsed answers. That said, consider these red flags on the part of the interviewer:

• sense of being unprepared 
• poor knowledge, follow-up responses, or communication habits before, during, or after the interview
• little or no follow-up questions during the conversation
• perceived lack of professionalism or respect for the candidate and/or other employees.

Assessing Organizational Fit

Other red flags can expose signs that perhaps the company may not be the best place to work. When determining what constitutes a good fit, try to get a sense of the culture and work environment. Ask someone to describe these aspects. Often, these questions can be most enlightening when they are directed toward individuals who are not in a leadership role because these individuals tend to have a better idea of the “real” work environment. Of course, all responses should be carefully screened to determine how honest the information feels. Every job has some downsides, of course, but be sure to note if nothing negative/difficult seems to be brought up about the position and/or company in general. This could be a sign of dishonesty or embellishing. Other aspects to consider when learning about the work culture might include how panel members interact with one another: Do they seem to respect each other? Are they talking negatively about others who are not present? Are they talking negatively about their own work and/or patients? Do they come across as team-oriented or as possessing the “silo mentality”? Getting a sense of these characteristics will offer a good idea of the organizational culture and, more importantly, how well that culture is lived out through others. 

CONCLUSION

Interviewing is not easy. Remember that, to some extent, interviewing is a skill that needs to be developed (even more so as a professional advances within an organization). Sometimes, it takes a difficult or failed interview to provide a lesson learned. Embrace those opportunities, develop skills, and reap the benefits of those experiences. There can be a difference between interviewing well and doing a job well. Some people will be chosen for a job because they are better at interviewing than others. That doesn’t mean they will be successful in keeping that job. The middle ground is trying to be someone who is a valuable employee and being able to communicate that value to others by following the strategies offered in this article. Finding the right person for a job is not easy, so remember that the person(s) conducing an interview are being greatly challenged as well! 

Tyler M. Faust a full-time registered nurse and freelance healthcare author. He holds a BSN and master’s degree from Winona State University and is on staff at the Mayo Clinic, Rochester, MN. He has been published by various outlets and has authored numerous articles on healthcare career-related topics.