The interview process is your opportunity to identify candidates whose skills and values align with your practice. A structured, thoughtful approach means consistent hiring decisions and a positive experience for potential team members. Ensuring your interview practices are both effective and compliant with labor law is the first step in building a team that works in more ways than one.

Ask the Right Questions

INTERVIEW QUESTION GENERATOR

Best Practices

Process Applications Efficiently

Use a three-tier system to categorize candidates as “A” (clear matches), “B” (potential matches), or “Not at This Time”
Acknowledge applications within one business day; schedule initial interviews within three days
Establish clear “knockout criteria”—non-negotiable requirements that immediately qualify or disqualify candidates

Use Caution with Working Interviews

Proper payment and employment paperwork (W-4, I-9) are required for working interviews
Labor laws and minimum wage requirements must be met when conducting working interviews
Candidates may perform tasks and demonstrate skills in this type of interview

Leverage Observational Interviews

Candidates must sign a liability waiver for an observational interview
No actual work may be performed; candidates will only shadow team members
Evaluation of culture fit and team dynamics is the focus of this type of interview

Behavioral Interviews: The Gold Standard

Behavioral interviews provide concrete evidence of a candidate’s skills and approach to challenges by asking questions about how candidates have handled situations in the past
Reduces bias and increases consistency across candidates by focusing on job-related behaviors
Creates a legally sound, defensible hiring process while allowing you to evaluate candidates based on actual experience, not just theoreticals

Free Access: Create the questions you need to get the staff you want.

INTERVIEW QUESTION GENERATOR

Interview Best Practices

Where you conduct your interviews is an essential part of the process! Take location into account and seek to create an environment that’s quiet, focused, and comfortable. If possible, provide a quick tour of your facility.

Remember that candidates are evaluating your practice just as much as you’re evaluating them. How you handle the interview process reflects your culture and values. Make it count!