--- title: "Building Your A-Team: Interview Strategies to Hire Great Employees" description: Learn how to hire a great medical office team, with well-written job descriptions and interviewing techniques that bring out a candidate's personality image: https://info.pmimd.com/hubfs/blog-building-A-team%20copy.jpg --- [![pmi-logo-white-on-blue](https://info.pmimd.com/hs-fs/hubfs/pmi-logo-white-on-blue.png?width=174&name=pmi-logo-white-on-blue.png "pmi-logo-white-on-blue")](https://www.pmimd.com/) - [About PMI](https://www.pmimd.com/about/) - [Online Training Center](https://www.pmimd.com/onlinetraining/) - [Instructors](https://www.pmimd.com/instructors.php) - [Contact Us](https://www.pmimd.com/contact.asp) # Building Your A-Team: Interview Strategies to Hire Great Employees Posted by [Practice Management Institute](https://info.pmimd.com/blog/author/practice-management-institute) on Jan 20, 2022, 11:30:00 AM ![Practice Management Institute](https://info.pmimd.com/hubfs/pmilogo-1.gif) - [Tweet](https://twitter.com/share) Need to hire someone who can hit the ground running fast?  Hiring a new team member should not be a rushed decision. Consider these steps to draw in the right people, and ultimately choose the right candidate. Taking steps to find the right fit for your medical office team is going to save you a lot of effort in the long run. Start with a well-written [job description](https://info.pmimd.com/blog/medical-office-recruiting-done-right-writing-a-rock-star-job-description) tailored to the position that you are trying to fill. Describe the position accurately. The more detail you can include about necessary qualifications can help narrow your applicants to those that possess at least the minimum skills and competencies that you will accept. And you really want to bring in someone that will complement your team’s unique skill sets. During candidate interviews, be clear about your expectations for the position. Get to know their work style, personality, and aptitude by asking pointed questions. Have them talk through some example scenarios to gauge their approach to problem-solving, and how they might interact with your team, patients, and business associates. This is a good way to help you learn more about their personality and work style. **Get Creative.** Questions like, "Where do you see yourself in five years?" are good but often rehearsed to put the candidate in the best possible light. [Open-ended interview questions](https://www.themuse.com/advice/top-10-questions-to-ask-an-interviewee) prompt candidates to divulge more about themselves and their work habits. This is a good way to get more information about their feelings, attitudes, and ability to handle difficult situations. Think outside the box with some creative [interviewing strategies](https://hbr.org/2020/01/how-the-best-managers-identify-and-develop-talent), and you’ll be on your way to building your dream team. Try these ideas: **Give the Candidates a Challenge.** Administer a job simulation exercise or an aptitude test to further assess the candidate’s abilities. Examples include a writing assignment that explains their approach to see how they would approach tough work-related decisions. Ask them to walk through the steps to establish patient rapport or resolve a complaint, or how they would address an emergent situation.  **Schedule a Team Interview.** It may be beneficial to have key members of your team weigh in on the hiring decision, especially those that will work closely with the new hire. Your team may have unique feedback and insight that you may have missed. **Look Beyond the Hard Skills** - It’s the soft skills—personality traits and behaviors that form the great divide between average employees and great employees. Most hiring experts agree that employees with good soft skills are more well-rounded. Look for these soft skills when interviewing candidates: - Communication - Time management - Critical thinking - Interpersonal skills - Adaptability - Initiative - Willingness to learn - Work Ethic - Conflict resolution - Leadership Education, skills, and experience are important performance barometers. Selecting a strong candidate with good productivity and interpersonal communication skills will help ensure that they will fit in well with your team. ***Learn more about practice administration and earning the Certified Medical Office Manager credential.*** [![Download Ebook](https://no-cache.hubspot.com/cta/default/2430152/548264e5-ef28-42ce-bc4f-00c81d707814.png)](https://cta-redirect.hubspot.com/cta/redirect/2430152/548264e5-ef28-42ce-bc4f-00c81d707814) ## **Master the Art of Medical Office Staff Management** Personnel management is one of the most challenging aspects of practice leadership. Learn about effective interview techniques, compensation packages, performance reviews, and skills to maintain valued employees in our [Certified Medical Office Manager (CMOM)](https://info.pmimd.com/certified-medical-office-manager)course. Get detailed instructions for more effective candidate selection. You’ll also gain valuable insight on how to assemble the ideal team for your practice. 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