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Assessing organizational values in physician interviews


Checklists of candidate and organizational values to help with assessing organizational values in physician interviews Posted by Megan Trippi
Checklists of candidate and organizational values to help with assessing organizational values in physician interviews

Finding the right fit in a physician job goes beyond clinical skills and qualifications. Cultural fit - comprising of shared values, beliefs and attitudes between a physician and an organization - plays an important role in hiring and retention.

To ensure a mutually beneficial partnership, you want to place a large focus on assessing organizational values during physician interviews.

The importance of organizational values

Your organization most likely realizes cultural fit is a determining factor of physician engagement, productivity and retention. When the candidate shares similar values with your organization, they’re more likely to experience job satisfaction, collaborate effectively with colleagues and contribute positively to the overall work environment.

However, when values don’t align, it can lead to conflicts, disengagement and a higher likelihood of physician turnover.

Assessing organizational values during interviews allows you to gauge how a candidate’s beliefs, principles and professional goals align with your mission, vision and culture. It also provides insights into whether they’ll integrate seamlessly with your existing team, adapt to your practices and contribute to its overall success.

How candidates will assess your values

Before the interview, the candidate will have hopefully researched your mission, values and culture. This knowledge will allow them to align their answers and demonstrate their understanding of your core principles.

Researching your website, social media presence and annual reports will provide them with valuable insights, so make sure those are up to date and easily accessible.


How to assess a candidate’s values during interviews

To evaluate if the candidate will be a good placement in your organization, you can use the following interview techniques:

  • Behavioral-based questions: You can ask behavioral-based questions to assess how the candidate has previously demonstrated values similar to your organization’s. For example, "Tell us about a time when you had to make a difficult ethical decision. How did your values guide your actions?" Such questions allow the candidate to show how they align with the organization’s values through concrete examples from their past experiences.
  • Cultural fit assessments: In addition to traditional interviews, you can use cultural fit assessments to evaluate how well the candidate aligns with your values. These assessments can take various forms, such as personality assessments, values questionnaires or scenario-based simulations. They provide a standardized and objective measure of cultural fit, enabling you to compare candidates on a level playing field.
  • Panel interviews: Panel interviews involving representatives from different departments and levels within your organization can provide a broader perspective on cultural fit. By involving individuals who interact with physicians regularly, you can assess how well a candidate’s values align with various stakeholders and the broader organizational culture.
  • Site visits and informal interactions: Inviting candidates for site visits and informal interactions with potential colleagues can give them a glimpse into your culture and values. These visits provide an opportunity for them to observe the work environment, interact with staff members and assess if they’ll feel a sense of connection and alignment with the organization.

Benefits of mutual values

  • Improved job satisfaction: Physicians who align with the organizational values are more likely to experience job satisfaction. They feel a sense of purpose, fulfillment and connection with their work, leading to increased engagement and reduced burnout rates.
  • Enhanced teamwork and collaboration: When physicians share common values with their colleagues and the organization, they can collaborate more effectively. Trust and mutual understanding are strengthened, facilitating seamless teamwork and high-quality patient care.
  • Reduced turnover: When the candidate doesn’t fit the culture, it’s a significant contributor to physician turnover. By carefully assessing organizational values, health care organizations can select candidates who are more likely to stay long term, reducing recruitment and onboarding costs while maintaining consistent, quality care.
  • Improved patient experience: When physicians align with an organization’s values, they are more likely to prioritize patient-centered care. Shared values can contribute to a patient-focused culture, resulting in enhanced patient satisfaction, better outcomes and improved overall patient experience.


Knowing if a candidate will be a good cultural fit will help to increase morale in your organization and retain the physician, leading to lower turnover rates. Plus, wouldn’t you rather assess a candidate’s cultural and organizational fit during the interview process than learn they were not right for the organization after they’ve already signed the contract?


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