Sharing interview expectations with physicians

Anyone who has embarked on a job search will eventually realize that they’ll be judged on criteria beyond the facts on their CV.

A candidate’s "intangible" qualities are indispensable to employers - and it’s essential for recruiters to identify prospective employees who will fit in with an organization’s culture.

There’s no doubt that candidate interview behavior can be illuminating. But there’s one glaring weakness with the way it’s often used: It assumes candidates understand the expectations.

If an otherwise strong candidate fails to show their best self during an interview simply because they’ve never learned the unwritten rules, the result is a lose-lose for both the candidate and the organization.

Why recruiters can’t simply assume the code is clear

Businesspeople are usually taught how to prepare for an interview: research the company, develop questions, explain why you’re interested in the job.

With that code in mind, it’s relatively easy to avoid sending the wrong message in an interview. But if you’ve never engaged in a professional job search - like many newly minted physicians - it’s easy to make rookie mistakes.

A high-stakes situation calls for preparation

There’s a lot at stake when a physician interviews for a position, and not just for the candidate. It may cost an organization thousands of dollars just to attract a pool of applicants. If a candidate who would have been an excellent hire gives a terrible impression because they don’t understand the unwritten rules of job interviews, that’s a huge loss for the organization.

In other industries, high-stakes situations like this - times when there’s only one chance to get things right - call for preparation.

When an accountant agrees to work on a tax return during the busy run-up to April 15, for example, they’re sure to send their new client a detailed list of documents that must be gathered in advance. That way, the accountant’s scarce time is not wasted on a tax return that can’t be completed.

Help set the expectations

Consider taking a similar approach. Provide candidates with a simple list of interview tips and expectations to level the playing field for those with less interviewing experience. Such a list or tip sheet could:

• Advise candidates to come prepared with questions that indicate they’ve done their homework

• Highlight the organization’s mission and culture - and suggest that candidates be prepared to discuss how their interests and goals match up

• Explain that, in an interview situation, "selling oneself" is expected - and that too much humility can send the wrong message

If creating a tip sheet would be too challenging within a large organization, recruiters could offer candidates a gift of a trusted job-hunting book or ebook, or a link to PracticeLink Magazine resources on the job interview process. Besides helping candidates get ready for interviews, such a gesture would make the organization stand out positively among candidates’ options.

It may seem like something is lost if candidates don’t take steps to learn job-hunting norms on their own. But keep in mind that subjective assessments can be much more reliable when you have confidence that candidates understand your expectations.