Family Physician Interview Questions And Answers

Knowing how you will handle a difficult situation will tell the interviewer if you have the the right attitude for this job. Being a physician means you have to deal with people from very different backgrounds and with varying personalities. Give the interviewer an example of how you would handle an angry patient.

For a question like this, it is crucial to revisit your unique skill set and passions that inspired your initial application to the practice opportunity. How will these benefit the medical group?

I am bilingual in Spanish and English. Additionally, I volunteer for medical missions to South America annually. As a result, I have developed the necessary cultural competence to effectively care for and communicate with Spanish-speaking patients and family members.

This question is key. It is an excellent opportunity to stand out and show that you are committed to performing well in the organization.

Could you describe the abilities and characteristics of family medicine physicians who are generally considered to have high potential for advancement within your organization?

We try to coach our candidates to steer away from talking about salary in an interview. If you say a number that is too high for the hospital, you might be taking yourself out of the race. If you give them a number that is low, you are either leaving money on the table or you are giving the interviewer the impression that you are worth less than the next candidate. Possible answer: “I am looking for at least a competitive salary; I definitely want to receive compensation equal to the effort put forth.

In the profession of doctors, there are many specialities. So, why there is any field of speciality to a doctor. For example, if any doctor is a gynaecologist, then you shall be able to explain that you always welcome new life in the world. Also, you would like to get detailed knowledge of various problems that a woman has to suffer. You would like to find out the solution to these problems through research.

All of us have some weakness or strength and same goes to the doctors too. You should never hide your weakness, if any, from the interviewer. Say if you can do all your duties well, but it will be difficult for you to be available for night shifts due to some personal problems. Also, any strength can act as a benefit for you. Like you are a cardiologist, but you can also perform surgery in case of an emergency. In this way, you can save the life of a patient.

Ask about what kind of professional development and leadership opportunities are available for physicians. Will you be required to serve on committees, lead any initiatives, or mentor other physicians? If so, how would that work? If it is a group practice, is there partnership potential?

This type of hospital interview questions are commonly asked by the interviewer to know that, do you have any idea about the rules and regulations of the hospital. For this, you should be well prepared about the history of the hospital. Along with this, you should also do a detailed study of the various policies of the hospital. The terms and conditions of the hospital should be clear to you before applying for the job.

There is more than one reason for asking this question. First, the interviewer wants to know what qualities you think are important to perform this job. Second, and most importantly, your answer will tell the interviewer if you hold yourself to the same standard as you do others. If you want to see certain characteristics in your peers, you should be able to tell the interviewer with confidence that you possess those traits, as well. This question is one that interviewers often use to distinguish sincerity on the part of the candidate.

The simple act of reflecting on this question before applying to a job, allows you to coach your references on what could be helpful in their comments. For instance, if you are applying for a practice that has a Suboxone niche, asking your references to highlight this skill set with potential employers could set you up for success.

During the interview, this question affords you the opportunity to initiate a detailed conversation about the great things you bring to the organization as a physician candidate. If you’ve had any past mishaps that might appear in referencing, this also gives you the opportunity to address them and place a positive spin on it.

My references will likely comment about my Suboxone certification and my enthusiasm to build a Suboxone clinic in our Eastside clinic. They may also say that I’m an over achiever and can put too much on my plate at one time.

This is likely one of the first questions a candidate might be asked. Most candidates see success when they highlight the facility and the surrounding area. Talk about why you want to be in that city (Is it the size of the city? Cost of living? The people? Quality schools for your kids?
No income tax?) and what is unique about the facility (Size? Renowned doctors?
The facility culture?). This is a subjective question, but try to answer succinctly and get to the point quickly.

You should never hide your achievements from the interview panel. List down all the awards that you have achieved for your hard work. If there are scholarships that you have won, then list them down in your award list. Never forget to list the seminars and conferences that you have attended. Any workshops that you have conducted for the betterment of your patients. If you are a member of a faculty in any of the medical institutes or called for taking lectures, listing all these will highlight your achievements and will show the interviewer your dedication about the work.

Ask questions about patient loads, support positions, work scheduling and on-call duties, if you haven’t already tracked down this information prior to your interview. If you have the opportunity to meet with any of the organization’s physicians, you might ask their experiences and how they approach the issue of work-life balance.

One of the most important aspects of a job is the salary offered to you. If the job offered to you is in one of the respectable hospitals in the country, then you shall not consider salary as a major aspect in your career. You shall make advisor believe that it is the hospital that you want to get associated with rather than the money. The aim that the hospital holds for itself is the same for you as well.

If you are a doctor then you always dream of something big in your lifetime. You should explain the interviewer about your future plans of opening a hospital in the country with all the latest medical equipment from all around the world. Also, how you are going to invest your entire plan, whether through loans or any other backup that you have.

Many experts suggest waiting until the interviewer brings up this topic, but you should be prepared just in case. Find out as much as you can ahead of time from your recruiter about salary, benefits, opportunities for bonuses, profit-sharing (if applicable), and student loan repayments. If you are offered the position, that is generally the best time to negotiate.

Working within the medical career field you are trusted with sensitive information each day. Don't fall into this trap and answer this question with a story containing confidential information, people will view your answer negatively and view you as not being trustworthy. If you choose to tell about a situation be sure to be vague and not use names or too many details.

Think of this question in terms of what the interviewer wants to hear. Try to phrase your goals and objectives to be in alignment with the position for which you are interviewing. Possible answer: I want to build a solid practice, provide consistent quality care for my patients and be part of the team.

☛ How manageable is the volume of telephone calls the practice receives?
☛ What are the weaknesses of your current charting system?
☛ How would you describe your organization’s relationship with third-party payers?
☛ Is the practice computerized?
☛ Is the computer system easy to learn and to use? How often does it have problems?
☛ Is it difficult to get equipment replaced or to get new equipment when needed?
☛ How would you describe your level of autonomy?
☛ Do you feel the physicians can effectively address your concerns?
☛ Is the office manager responsive when you have concerns?
☛ How satisfied are you with the organization's compensation package?
☛ Are bonuses given?
☛ Do you have any issues or concerns regarding compensation?
☛ How does the overall organization seem to be doing financially? What about this clinic?
☛ How long have you worked here?
☛ What do you like best about the organization?
☛ What would you change if you could?
☛ How much turnover has occurred during the past 12 months?
☛ Why have people left?
☛ Have you ever considered leaving?

☛ Does the organization have a mission statement? If so, what is it?
☛ What are its goals?
☛ How would you describe the organization’s overall financial health? How is this clinic doing financially?
☛ What is the business plan for the next five to 10 years?
☛ What is the overhead?
☛ Is any expansion, integration or corporate rearrangement currently being considered?
☛ Are you aware of any specific plans for capital improvements?
☛ How would you describe the practice’s relationship with third-party payers?
☛ Is the practice computerized? What are the future computerization plans?
☛ What’s the payer mix?
☛ How long does it take to get credentialed with the major plans in your area?
☛ How much autonomy do physicians have in this organization?
☛ Do physicians choose their own hours?
☛ Do physicians determine how much time they spend with each patient?
☛ Do physicians work any evening or weekend office hours?
☛ Do physicians receive feedback or education regarding performance quality, billing and coding?
☛ Do physicians receive feedback regarding patient satisfaction?
☛ Do physicians hire and fire their own staff? Do physicians have the authority to hire more staff, if needed?
☛ Do physicians conduct performance reviews for staff?
☛ How much input do physicians have regarding staff salaries?
☛ Is there an office manager for the clinic or is the office manager in a centralized location?
☛ What is the compensation plan (i.e., salary, benefits, vacation, time off for CME, maternity leave)?
☛ Is compensation tied to productivity?
☛ Is there any money allotted for continuing medical education?
☛ Are bonuses given?
☛ Who pays for beepers, cell phones, professional dues and licenses?
☛ Are moving expenses covered?

☛ What’s the call schedule?
☛ How many calls and admissions do you handle on a typical call night or weekend?
☛ How is sign-out handled?
☛ Does the practice use a nurse triage system?
☛ Do you have evening or weekend office hours?
☛ What hospital(s) are you affiliated with?
☛ How is the ED covered?
☛ Are FPs welcome in the ICU/CCU at the hospital(s) where you work?
☛ What is the policy regarding prescribing narcotics and antibiotics over the telephone?
☛ Are patient charts well organized? Are they dictated or handwritten? Do they include problem and medication lists, flow sheets or other reminder forms?
☛ What are the weaknesses of your current charting system?
☛ Is the practice computerized? What are the future computerization plans?
☛ How would you describe your level of autonomy?
☛ How many patients do you see per day?
☛ Who decides how much time you spend with each patient?
☛ Do you receive appropriate feedback about performance quality?
☛ Do you receive feedback or education on billing and coding?
☛ How would you describe your relationship with the staff?
☛ What are the staff’s foremost concerns?
☛ Are you satisfied with the current compensation package?
☛ How is productivity measured?
☛ How would you characterize the pressure to produce?
☛ How would you describe the organization’s overall financial health? How is this clinic doing financially?
☛ Is any expansion, integration or corporate rearrangement currently being considered?
☛ Are you aware of any specific plans for capital improvements?
☛ How would you describe the practice's relationship with third-party payers?
☛ Is the administration responsive to your concerns?

☛ Are patient charts well organized? Are they dictated or hand-written? Do they include problem and medication lists, flow sheets or other reminder forms?
☛ What are the weaknesses of your current charting system?
☛ How would you describe your organization's relationship with third-party payers?
☛ Is the practice computerized?
☛ Is the computer system easy to learn? To use? How often does it have problems?
☛ Is it difficult to get equipment replaced or to get new equipment when needed?
☛ How manageable is the volume of telephone calls that the practice receives?
☛ What is the practice’s policy for prescribing narcotics and antibiotics over the telephone? How closely do providers adhere to this policy?
☛ How would you describe the nurses' level of autonomy?
☛ How much responsibility do nurses have for telephone triage and patient education?
☛ Do you feel that physicians can effectively address your concerns?
☛ Is the office manager responsive when you have concerns?
☛ How satisfied are you with the organization's compensation package?
☛ Are bonuses given?
☛ Do you have any issues or concerns regarding compensation?
☛ How does the overall organization seem to be doing financially? What about this clinic?
☛ Are you aware of the organization’s future plans?

Being flexible with the schedule you are willing to work is always a plus. However, many people work more than one job or have a one parent home which requires them to have a flexible schedule. Others simply prefer to work one shift rather than another. Being upfront with the interviewer about what schedule suits your preference could help prevent conflict later on. It is easier to plan a schedule you can agree on than it is to fix problems that arise due to fear of being rejected. Be honest and direct.

This is a fairly common interview question, but it is also a good chance for you to shine. Be confident! Briefly summarize your experience and relate it back to the job for which you are interviewing.

With five years of family medicine experience in a fast-paced, urban practice, I have had excellent patient satisfaction scores. I’m confident I would be a great addition to your family medicine team.

This question tells the recruiter and/or hiring physician about your level of investment in the practice opportunity.

Northwest Permanente is the Medical Group for Kaiser and has approximately 1,500 physicians across most specialties. My best friend in Residency has been in practice with you for the last eight years. He brags about the primary care – specialty care integration on a regular basis.