Questions every employer should ask before hiring a dermatologist

Your practice is expanding and you are hiring a new dermatologist to join your team. Or your current dermatologist is moving to take care of their aging parents or has decided to retire. Whatever your situation, it’s time to hire a new dermatologist. Your post for the position has received a ton of attention. So how do you narrow down the pool of potential dermatologists to find the one that will complement your current team of physicians and medical providers?

We’ve compiled a list questions that every prospective employer should ask every candidate. And every candidate should be prepared to answer these questions authentically.

1. Why are you choosing this practice? What are you looking for in a practice? It is important to make sure you and your potential dermatologists have realistic expectations of each other.

2. What have you heard about this practice? A good candidate will have done their homework and checked into your practice before their interview. It is important to learn what they heard so you can affirm the kind of practice you are building.

3. Are there duties that you do not feel comfortable doing?  Again, it is important to learn what kind of dermatology the candidate practices and if it will fit your patient-care needs.

4. If applicable, tell me about your last practice. What did you like about it? What did you not like about it? It is important to understand what kind of practice your potential dermatologist is coming from. It will help you understand their expectations and area of expertise.

5. Tell me about a time you and your patient did not see eye to eye and what did you do about it? Every medical professional experiences conflict. It is important to know if your candidate will be able to handle conflict in a professional and gracious manner.

6. What is your 10 year plan? This is every candidate’s dreaded question, but also one she or he expects to hear. It is important to hear their professional and personal goals. Will this be someone who will stay in your practice long term?

7. Why are you applying to positions in this city/town? While you shouldn’t ask probing personal questions about family status, family planning or sexual orientation, it is important to understand the candidate’s relationship to your location.  A  leading physician at a practice in a Southern state I recently spoke to said he had recently cycled through two hires who had just graduated from West Coast schools. They were both great professionals, but decided to return to the West Coast only a year or two into their role at his clinic. Southern charm wasn’t something that had charmed them. When he hired his next physician he looked for someone who had lived in the South before and knew what to expect.

This list isn’t complete, but it’s a good place to start. One of the important things you can do is take an inventory of your expectations you have for your incoming dermatologist. Nothing can lead to workplace dissatisfaction more quickly than not communicating your expectations to a new hire. Unclear expectations lead to unnecessary confusion. When you invite a new person to join your team, the first two months are critical in setting a tone for how the candidate will relate to you, your practice and patients. You want to make sure you know what tone you are setting.

After the interview, don’t overlook reaching out to the references on the applicant’s resume. Hearing candidly from people who have recently worked with the dermatologist will tell you a lot about their professionalism and working experience.

Related: Top 10 questions dermatologists should ask when considering a new job