5 Red Flags to Look for During the Interview Process

As a recruiter or HR professional within the healthcare industry, you are responsible for finding, attracting, and onboarding top talent to your organization. But not all candidates will be a good fit. And you know how daunting it can be to find the best-fit team member that possesses proven skill sets, great experience, and a complimentary attitude to the rest of the staff. 

During your interview process, whether it’s in-person or via video, you do your best to spot indicators that a potential candidate isn’t going to be ideal for the role or your healthcare organization. It’s tough, though, especially these days. While most applicants are honest and forthcoming about their objectives and experience, some will try to paint a picture to impress but lack the ability to follow through in the role. To avoid extending an offer to the wrong healthcare professional, here are some of the red flags to help you separate the mediocre from the great hire prospects. 

1. Defining Your Red Flags Prior to the Interview

Before interviewing, establish a set of benchmarks or red flags and definitions for yourself to reference. A red flag for you might not be a red flag for another hiring manager. And before committing to a list of deal-breakers, make sure you’re being fair and in line with the best hiring practices, free of discrimination or bias. Typically, a red flag will represent a lack in core competency or a flaw that cannot be overcome with training or coaching. Some of the best healthcare candidates out there might fall short of your prerequisites for the role but are entirely coachable or available for training to become the top-notch performer you want. As you begin your interviewing process, remember to be mindful of spotting potential red flags but also flexible with those candidates who could still be viable prospects.

2. Introductory Red Flags

There are some basic, more introductory red flags to look for during the interview process that might indicate a candidate does not possess the confidence, knowledge, or skills needed for the job. A lack of eye contact, even in online interview settings, might be an indication the person is uncomfortable or not forthcoming. Candidates who are late to the interview or unorganized to participate in the interview may not be serious about the position and could be just as tardy and unorganized on the job. 

3. Red Flags on the Resume or CV

When delving into the resume and work history, there will be some red flags, as well. Gaps in employment may be entirely reasonable, so ask about them. How the candidate responds will dictate whether those gaps are concerning or not. Verify the certifications, education, and training by inquiring directly and even asking for documentation. It’s easy to add credentials to a resume, especially if your ad for the position listed them as prerequisites. But if you have doubts, confirm everything before extending an offer. If anything on the resume looks out of order with the timeline or experience, ask for clarification. Good fit candidates will have justifiable responses while others will not.

4. Red Flags During Interview Discussion

Some of the most significant red flags will present themselves during the interview discussion. Be mindful of how a healthcare applicant responds to your questions about experience, work history, and reasons for leaving. If there is talk of gossip or disagreements with previous employers, the candidate might not be a good fit. You can also gauge whether or not the candidate researched your organization prior to the interview and has a clear reason for wanting the role you’re offering. Beware, too, of the overconfident candidates who describe themselves above their capability. And not having clear career goals can also be a red flag that the individual is more interested in a “job” and not a long-term career fit.

5. Company Culture Red Flags

There are other soft skills you’ll want to look for as they relate to hiring a company culture match for the role. Candidates who have a history of not getting along with managers or subordinates might not be right for your teams. Pay attention to the types of questions the candidate asks of you, as well. You can spot someone who’s more concerned about paid time off and scheduling than working with a team of professionals to improve healthcare services, too. You’ll want to find candidates who are coachable, reliable, and honest. So, look for indicators that might reinforce those strengths.

In today’s healthcare hiring landscape, it’s getting harder and harder to discern the authentic candidates from the inauthentic, the skilled from the unskilled, and the honest from the dishonest. Consider some of these red flags as indicators or at least prompts to ask more probing questions during your process. And when you need additional help with your healthcare hiring and onboarding, let the professionals at InSync Healthcare Recruiters step in to help!


6 Tips to Help You Successfully Prepare for a Full Day of Virtual Interviews

You have a full day of virtual interviews scheduled, and you’re excited to explore the next round of candidates who might be a good fit for your role. However, there is even more to consider in properly preparing for a solid day of back-to-back interviews, especially if they’re online. Missing a step could translate to a poor first impression or missed hiring opportunity. For any healthcare hiring managers who are interviewing multiple candidates, this is the preparation to-do list you need to see. With a full day of virtual interviews, these are the tips to help ensure you’re at your best with each candidate. 

1. Preparing Your Technology

If you have a full day of virtual interviews coming up, you’ll want to take the time now to verify your internet connection and equipment. Find a more public space where stronger internet connections exist, if necessary. Test your earbuds and perform a few test calls with friends or colleagues to ensure audio, video, and web connections are strong. And verify that your onscreen name, which will display to healthcare candidates, is a professional moniker or your company title. If you’re concerned about a failing piece of equipment, now’s the time to arrange for backups, including batteries for your laptop, wi-fi connection, webcams, and audio devices.

2. Preparing Yourself if You’re Remote

Once you’re certain everything is in order with your tech, it’s time to consider how to prepare yourself and your virtual interview space. Should you be conducting interviews virtually from your on-site office, you might not have much to prepare. Your office may already be a visibly professional space. However, you might be inclined to wear sweats under the desk if you’re working remotely to conduct interviews. So make sure you’re in professional attire above the desk. And pay special attention to what’s visible behind you so as not to give the impression that you’re messy or unprofessional in any way. It’s also recommended that you take whatever steps necessary to prevent distractions. So, if you’re concerned about noisy little ones or Fido barking, make plans for a sitter or kennel day spa for the day.

3. Organizing a Playbook for Each Virtual Interview

The day before your full day of virtual interviews, take the time to create a playbook for each healthcare candidate on the docket. Print out documents to have in front of you, including the job descriptions, resumes and CVs. Have any correspondence leading up to the interview, and the names and pertinent details for each, as well. You don’t want to look unprepared or mix up details between candidates. The best way to prevent mishaps, like talking about the wrong role or addressing the applicant by the wrong name, is to have a full stack of separate reference materials for each individual. 

4. Organizing Your Interview Notes

Take your organization a step further by also drafting a full list of questions you have for each candidate. Even if you feel you have questions committed to memory, it’s a good idea to keep reminders on paper in front of you. And be sure you have a few pens available so you can take notes and write responses for each interview separately. Additionally, have your calendar or day planner nearby, either physically or digitally, so you can efficiently schedule follow-up interviews or next steps during each virtual interview.

5. The Confidence Checklist for Every Virtual Interview

To prepare to make the very best first impression from your first virtual interview through to your last one of the day, it might help to keep a list of reminders nearby and off-screen to remind yourself of these confidence-emitting behaviors.

Posture Matters: One study showed that 33% of hiring managers admitted to coming to a hiring conclusion within the first 90 seconds of engagement. Imagine candidates will make similar assumptions about hiring managers. Within those critical greeting and introduction moments of each virtual interview, make sure you display strong posture and inviting body language.

Engage with Body Movement: During each of your virtual interviews, make sure you’re using positive body language, including head nods and smiling, to convey your attentiveness. If you want top talent to consider joining your healthcare organization’s ranks, they’ll need to feel prioritized from the first moment of engagement.

Eye Contact Online: Eye contact builds trust with any engagement. When you’re interviewing virtually, make a conscious effort to look directly at your webcam from time to time, not just the screen, to simulate engaging eye contact.

6. Refreshing Between Interviews

Whether you have one set of back-to-back virtual interviews or a whole day of them, you’ll want to be diligent about managing your time in between calls. And should one or more of them run over, you’ll need to prepare to quickly make smart use of your remaining time. Take the time in between interviews to stand up and stretch, use the restroom, and grab a fresh drink before your next call. If your interviews are scheduled to run through lunchtime, it’s a good idea to grab a snack in between calls, too, so your rumbling stomach doesn’t interrupt an important conversation.

Before you tackle a full day of virtual interviews, consider reviewing these tips to ensure you make your best first impression and are totally prepared to put your best foot forward. And if you still need help scheduling a full day of healthcare job interviews, let InSync Healthcare Recruiters help!

9 Interview Questions to Ask that Will Tell You Everything You Need to Know About Company Culture

For anyone considering a career change in healthcare right now, the landscape is your oyster. Candidates are exploring all kinds of opportunities with new hospitals, healthcare organizations, and private practices. But it’s still critically important to be diligent and thorough in your approach, including with your interview questions. Company culture matters, and you don’t want to trade one growth-stifling environment for another.

As you embark on new healthcare job opportunities and schedule interviews, be prepared to ask certain interview questions that can help you get a better understanding of the working environment and company culture. Here’s the checklist to help you get your interview questions ready for your next big interview.

1. Can You Describe Your Company Culture in Five Words or Less?

Don’t be afraid to be direct or to come right out and ask. How the hiring manager responds will be telling in confirming either way. If there is hesitation or the response seems rehearsed, keep digging. However, if the response is favorable or even enthusiastic with examples, it’s a good sign the company culture and workplace environment are positive.

2. Does the Organization Recognize Individual Achievements?

Asking an interview question like this, even if it doesn’t apply to the particular role you’re applying for, will tell you how the organization prioritizes individual growth. If there aren’t initiatives in place that support great achievements or acknowledge performance, it might not be the supportive environment you have in mind.

3. Does Your Healthcare Organization Contribute to Any Philanthropy Efforts?

This is the question that should initiate a response about corporate responsibility. Any healthcare organization that engages in charitable good works, local community involvement, and philanthropy, does make an effort to preserve a positive brand image and company positioning. Smaller practices won’t have the big budgets for huge initiatives. But even the small healthcare organizations can support local efforts in small ways and will if it’s a priority.

4. Are There Opportunities for Advanced Education and Training?

Even if you’re at the top of your game, with every required certification, distinction, and specialty training, this is a must-ask question. A health company culture will usually have ongoing training efforts and advanced education opportunities for staff across a variety of roles. The company that promotes individual betterment will also be staff-focused.

5. What Would Others in This Role Say their Work-Life Balance Is Like?

This is another interview question that seems fairly straightforward. But many healthcare professionals are hesitant to ask about it openly. Gauge the response, much like you did for the original question about company culture. Answers for a positive environment might include employee support efforts, like gym memberships, mental health days, or an on-site psychologist, depending on the field of expertise in the organization. 

6. How Frequent Are Companywide Meetings Held?

Staff meetings always get a bad reputation, especially when they’re too frequent and unproductive. But a sign of a well-connected corporate body to the healthcare professionals on the front lines are regular meetings. Companywide meetings are necessary for efficient communication. But they’re also great arenas to raise concerns and challenges that the front line might need help solving.

7. What Is the Best Part of Working Here?

This line of interview questions will prompt a more personal response, hopefully. Get the hiring manager to open up with you about what they enjoy most about working for the organization. If the response is “great vending machines,” you know there’s likely a problem with the overall workplace environment. 

8. Are You Proud to Be Affiliated with this Organization?

Use that last question to pivot and transition into this one. It’s skewed, again, for a more personal response from the hiring manager or team. But it will help you distinguish between canned responses about culture from authentic sentiments. You can also use this topic to springboard into your requirement of working with a healthcare organization you can be proud to represent, solidifying your candidacy.

9. If You Could Change Something, What Would It Be?

Get specific when you ask this question regarding the role for which you’re applying, the department, and the healthcare organization as a whole. If the responses are about improving schedules, more time off, or restrictive policies, it might be a red flag that the company culture isn’t as conducive as you’d prefer it to be. Additionally, if the hiring manager doesn’t have anything to offer, it could also mean there’s hesitancy to be transparent about the topic.

Remember, as you interview, keep the conversation flowing naturally and don’t feel obligated to force these or any questions. But do your best to incorporate inquiries that will help you better gauge the overall work-life balance and company culture. Those criteria won’t always show up in a job posting, and most hiring managers won’t volunteer information if it’s not good. And when you need help exploring your healthcare career opportunities, let InSync Healthcare Recruiters be your guide to navigating this dynamic healthcare hiring landscape!

10 Interview Questions Every Hiring Manager Should Be Asking in Today’s Environment

As a healthcare hiring manager, you are confident that your interviewing and onboarding process is solid. But today’s hiring environment is very different. And working experiences candidates want to share with you represent new skills and potential setbacks. So, as you recruit for your healthcare business, it’s worth reworking your interview questions. These are the interview questions every healthcare hiring manager should be asking.

1. Why Do You Want to Work with Our Healthcare Organization?

In the healthcare industry, your candidates already present a roster of impressive credentials. And the industry as a whole is hiring, desperate for top-notch candidates to join their ranks. What you want to know is why this particular candidate has chosen to apply with your organization. The responses will be telling to you in that they should highlight the candidate’s motivation for a career change. You must be offering an opportunity they don’t currently have. And that will help you with future job opening posts, too.

2. What Do You Know About Our Company?

If you’re interviewing a candidate who’s open to any role with any healthcare entity, they probably haven’t done their homework. And if they aren’t willing to learn about what specialty care you offer or what credentials your organization has, it could be a sign of cutting corners, desperation, or lack of thorough attention to details.

3. Can You Name One Essential Skill You’ve Learned in Your Current Position?

This is a great interview question that will demonstrate a candidate’s ability to show a willingness to learn. An applicant with lots of improved skills to share will be an eager-to-learn professional on the job. Someone who struggles to answer this question might be of the mindset that there isn’t much else to learn. And you probably don’t want a know-it-all among the ranks.

4. If Hired, What Would You Expect to Accomplish within Your First 30 Days?

Expectation interview questions are essential. Managing role expectations can be hard, especially in today’s ever-changing healthcare landscape. However, take the time to address this during the interview so you can dispel myths or confirm an applicant’s viability as an addition to your staff.

5. What Do You Do When You’re Not Working?

You don’t want to pry into someone’s personal life, but the hobbies question is still essential. Today’s healthcare professionals are experiencing burnout at a much higher rate. Probing a candidate about off-time activities will tell you how well they’re handling the work-life balance. A workaholic might be only changing jobs to avoid burnout. A well-balanced individual demonstrates an ability to manage the stress of the job with healthy time off.

6. How Would You Address an Underperforming Colleague?

Asking someone about their ability to work within a team environment is no longer a precise enough interview question. Everyone will tell you they can work within a collaborative environment. But inquiring about how a candidate would handle an underperforming colleague can lead to a host of other questions, including:


  • How often should someone be applauded for great work?
  • How would you handle ABC situations?
  • What would be your first response to XYZ scenarios?

The candidate’s response to these hiring manager questions will reveal just how team-centric someone really is on the job.

7. What Skill Would You Like to Develop More?

Can an applicant be honest about areas of improvement? Everyone can stand to get better at something. And how a healthcare professional responds will tell you everything you need to know about strengths, weaknesses, and integrity.

8. Can You Describe a Recent Problem You Encountered and How You Solved It?

When someone solves a problem, like really solves it, they’ll be able to tell you exactly what they did to overcome the challenge. How your candidate responds will tell you if they’ve actually solved a problem or not. And it will also provide insights into the type of day-to-day challenges someone is accustomed to facing in past and current roles.

9. What Other Job Openings Are You Considering or Interested in Pursuing?

This question isn’t so much about discovering other healthcare organizations a candidate is applying for or niche segments. It can be insightful, however, if the applicant is open to considering both a management or leadership role AND a more entry-level role. If the responses suggest roles are similar across the board, it’s a good indication the person is well-versed and confident in fulfilling the duties of those roles.

10. Can You Define Personal and Professional Success for Yourself?

This interview question is similar to the expectations line of questioning. However, it can be helpful to learn more about a candidate’s motivation for success. Goal setting characteristics demonstrate ongoing betterment and performance. And you can inquire about small goals and larger, long-term goals to learn more about a candidate’s “magic wand” career path.

Consider incorporating some of these interview questions in your practice’s hiring process. And if you’re still struggling to find the best-fit healthcare candidates, let Insync Healthcare Recruiters help!

The Importance of Post-Interview Follow-Up

Whether you’re a recent healthcare grad out hunting for the first big career role, or a seasoned healthcare professional making a change, there are some reminders that warrant repeating. You know that landing the interview is only half the battle. Great candidates can improve their chances of hire by executing proper post-interview follow-up efforts. Today, we’ll share some of those gentle reminders, including the overall importance of the post-interview follow-ups, along with tips for making your best impression when you do.

What a Proper Post-Interview Follow-Up Can Do for You

There are some obvious benefits of executing a post-interview follow-up message, especially for candidates within the healthcare job space. You’re in a care-based industry. Follow-up demonstrates you care about the process, in turn demonstrating you have the outlook likely needed to perform the job. If done correctly, your post-interview follow-up message reminds the hiring manager that you’re a strong consideration for the role. Here are other important benefits of making the extra effort to reach out post-interview.

Appreciation and Soft Skills

Reaching out to connect after the interview also provides you an opportunity to thank the interviewer for their time and consideration. It shows you have manners, professionalism, and people skills. Your resume might be jam-packed with education, qualifications, and credentials. But if you lack the soft skills needed for some roles, your resume might be put in the do-not-hire pile. Following up allows you another chance to prove you have those must-have soft skills.

Enthusiasm for the Role

How you follow up after the interview can demonstrate to the hiring manager just how enthusiastic you are about the opportunity. Be lively but not overly excited. Be inquisitive without prying. And look for ways to express your anticipation in learning more or taking the next steps in the hiring process.

A reminder of Your Candidacy

Some healthcare hiring managers are bogged down with more than just filling the role you have in mind. A well-placed follow-up initiative can be a great reminder. Bring your name back up to the top of their minds with a brief check-in and offer to connect for another interview. It’s that top-of-mind awareness that can make the difference between you getting the callback first or tenth in the line.

Various Methods of Post-Interview Follow-Up Initiatives

How you follow up after your interview can also help set you apart from other candidates in the running. A generic email, for example, will certainly check the box. But it won’t likely make a huge impact in terms of great impressions. Here are some ways to execute the post-interview follow-up with unique differentiating byproducts in mind.

The Old-Fashioned Card

Don’t be afraid to polish up your handwriting skills to draft a brief thank you card to put in the mail. While considered to be an outdated form of communication, there is something more personal about getting a piece of mail, specifically addressed to you with a signature. And it’s that personalization that will set you apart from others applying for the healthcare job.

An Email That Stands Apart from the Rest

Email is probably the best way to connect with a healthcare hiring manager. But don’t end up in the spam folder, and don’t copy and paste a canned message read about online. Instead, think customization with simple and easy-to-consume statements. Make your subject line noticeable with short, concise statements, including the title of the position for which you’re applying. Avoid casual tones. This is the place for personality-infused professionalism. Read it aloud and verify it would make sense to say to the hiring manager directly before you hit send.

A Follow Up Phone Call

If you’re in healthcare, you’re in the people business. Conversation is king. So, it’s no surprise that a phone call post-interview is a pretty solid move. Where some healthcare job candidates slip up is with what happens next. Be prepared to have the conversation before you call. And know ahead of time what you plan to say should you get voicemail.

What Every Post-Interview Follow-Up Conversation Should Have

Regardless of which method you prefer to use when following up after your interview, make sure the message, written or verbal, contains the same few key points.

  • Emphasize your qualifications.
  • Promote yourself as the ideal candidate.
  • Fix anything that went wrong during the interview.
  • Say anything you forgot to mention in your interview.
  • Say thank you.
  • Restate your contact information.

After you’ve had the interview, don’t presume you’re done. Now it’s time to schedule your prompt post-interview follow-up initiatives. Every scenario is different. And the healthcare hiring manager may be able to outline a timeframe to which you should adhere. But be sure to include those follow-up efforts, especially if you’re keenly intent on landing the role.

As always, for more interviewing best practices, or if you need help with finding your dream healthcare role, let InSync Healthcare Recruiters be your guide!

7 Tips for Nailing the Virtual Interview

Today’s healthcare industry employers recognize the increased convenience of remote engagement tools available to them. Even if the job you’re applying for requires on-site reporting, you need to be prepared for virtual connections for meetings, collaboration, patient care, and even the interviewing and onboarding processes. 

As you explore your healthcare career opportunities, you should be prepared for the virtual interview. Not shaking the hiring manager’s hand means missing out on that critical non-verbal connection. So, how can you make that incredible first impression from behind a screen? Today, we’ll share a few tips for nailing that digital interview.

1. Preparing Your Space Ahead of Time

Before your online healthcare interview takes place, take the time to prepare your space. Be mindful of what background will be visible to the hiring manager. Make sure everything is tidy and neat to reinforce your organization skills. Don’t hop online and realize after the fact that a cluttered counter or pile of laundry was visible the whole time. Instead, do a trial run to inspect what your environment might be saying about you. And if you want to go the extra mile, maybe display some of those awards and certificates behind you.

2. Testing Your Connection Stability

Consider conducting a few trial calls with friends and family to sample new earbuds or to troubleshoot any microphone interference. Make sure your home internet connection is stable for more than five or ten minutes at a time. And if you feel your home connection runs the risk of glitching during your virtual interview, consider going somewhere else with a stronger signal. Just be mindful of limiting any distractions, regardless of where you decide to set up for the call.

3. How to Stand Out on a Webcam

If you were sitting directly across the desk from a healthcare hiring manager, you’d know to make great eye contact. So how can you make that non-verbal connection with a webcam? Look at it! Often, candidates make the mistake of focusing their gazes on other aspects of the screen or downward. Instead, routinely look directly at your webcam, especially when the hiring manager is speaking. And if you do look away to take notes or jot down questions, mention that’s why you’re doing so. 

4. It’s Still a Professional Interview

Even if you’re hopping online for a virtual interview from home, remember that it’s still a professional engagement. So dress the part and conduct yourself the same way you would if you were meeting in person. Fix your hair. Put on the tie. If you normally talk with your hands, make sure your hands are presentable on camera. And even if you don’t anticipate a need to stand up, go ahead and look professional below the waist, too. It would be all too embarrassing for you to stand up during the interview, to grab a nearby document, and your sweatpants show up on the screen.

5. No Robots Allowed

It’s definitely recommended that you do a practice run of your interview before the big day. Rehearsal, either alone or with someone else, can help you get the marbles out of your mouth and prepare yourself for delivering answers to tough questions. But what you don’t want to do is perform a monologue during your virtual interview. This isn’t the time for a soapbox presentation, and healthcare hiring managers don’t want to interview robots. Instead, be prepared for a conversation by rehearsing ways to spark dialogue. Be prepared to answer those questions, of course. However, have a few conversation starters in your back pocket as well. It’s the natural flow of discussion that will allow for a more authentic connection rapport-building.

6. Have Your Questions Ready, Too

To piggyback on the previous tip, have your own questions prepared to keep the conversation flowing. The hiring manager may be interviewing you. But remember, you’re interviewing the healthcare organization, as well. And you’ll want to know specifics about company culture, office expectations, and hospital or patient care policies that matter to you.

7. Interview Follow Up & Next Steps

As with any in-person interview, be sure to inquire about the next steps in the hiring process so you can prepare a follow-up strategy. Depending on the nature of the healthcare position you’re interviewing for, you may not be able to stop by for a follow-up visit, for example. Ask as though you’re confident you’re the ideal fit for the role, and then deliver accordingly. If you say you plan to touch base if you haven’t heard back by Thursday, then you need to be calling or emailing a follow-up inquiry on Thursday. 

When you’re ready to consider a healthcare career change, let InSync Healthcare Recruiters help by taking the guesswork out of the available positions in your area right now. And take advantage of these tips for nailing the virtual interview.