As a manager, one of the most stressful situations for me is to interview and hire new employees. I take this responsibility very seriously and feel that the most important aspect is to select someone who will "fit" in with the current staff. Of course their education and experience is at the top of the list, but let's face the facts. If you hire someone who has a negative, overbearing, controlling attitude you won't change them. The most important advice I have ever received was to "hire the personality traits you need, not just their experience." You can train most people but you cannot change their personality. I have followed this advice each time the need arose to hire a new employee and have found this advice to be true.

You must understand that the interview process is an information-gathering opportunity for the interviewer. The very first step in the interview process is posting a job announcement and requesting a resume. In a small business, it is helpful to request that resumes be brought to the hiring office and not e-mailed, mailed, or faxed. To personally hand deliver a resume shows commitment, and an initial impression can first be made regarding appearance, punctuality, and personality. In larger institutions, this is not practical and only online submissions are accepted. Once the resumes are received, I review the candidates' resume, noting educational background, work history, knowledge, and experience. I then select those candidates whom I feel are suitable for a face-to-face interview. Upon meeting the candidate, I introduce myself and my title/position within the company. I make sure to give them my business card with my e-mail address and telephone number for which to contact me for any questions not answered on the first interview. Explain that the purpose of the interview is to help you and the candidate gather information needed to make a good decision regarding the position. After discussing their work experience, I provide information regarding the organization and the position they have applied for. A very important question to ask is why they want to leave their current job. Ask for job descriptions in their previous positions and any responsibilities within the jobs listed. If the resume shows a break in employment, ask what the reasons were. I inquire what they like the most/least in their previous jobs. This can give the interviewer great insight as to their particular work style and how they work best. A tour is given of the facility, and I inform them that after my first round interviews, I will contact those who I believe would be a good fit for a second interview. On the second interview, I invite the staff also to interview the candidates. I have found it invaluable to obtain their input into hiring staff; after all, they will be working with them more closely than with me. They may see something I missed plus they feel a part of the team having contributed in decisions made that will affect them. Be sure to make your current staff aware that they are to ask questions about education and job experiences only. No personal questions are to be asked such as marital status, number of children, or money issues.

On the second interview, I ask specific questions involving what they actually did in their previous jobs. Questions asked center around how they handled an uncomfortable situation with a peer or a patient. Have them describe a specific incident and how they resolved the issue. Ask for a time when they worked as a team and what role did they take on. What went well and what didn't should be included. If the position you are hiring for requires someone who can solve problems, look for someone with a proven ability of understanding the concept of troubleshooting. How did they handle "difficult conversations" with their supervisors? Behavior-based interviewing can be a strong predictor of a successful hire.

For more information regarding behavior-based interviewing, I strongly suggest searching the Web for "Targeted Selection" by Development Dimensions International. It can turn a stressful process into a manageable course of action.