How to make effective use of applicant interviews

Article Abstract:

The employment interview may be used to judge an applicant's interpersonal reactions, communication skills and fitness for a particular job. Ethical standards must be observed to make the interview fair regardless of race, religion, gender and national origin. The interviewer should ask applicants about their work history and reasons for cessation of work. The business manager of a medical office should interview clerical applicants, and the physician should be involved in the selection of medical assistants.

Analysis, Employment interviewing

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First impressions are not enough in hiring process

Article Abstract:

Physicians searching for secretarial help can weigh applicants more objectively by adding the Wonderlic Personnel Test, the Name Finding test and the Hogan Personality Inventory to the usual interview and typing tests. These tests measure various traits, such as stress tolerance and service attitude, and yield scores in terms of population percentiles. When the scores are arranged in a table by applicant, the best candidate or two will usually stand out immediately.

Health Care, Health Care and Social Assistance, HEALTH SERVICES, Offices & clinics of medical doctors, Physicians & Surgeons, Offices of Physicians (except Mental Health Specialists), Applicant Selection, Health care industry, Testing, Column, Medical care, Job applicants, Medical secretaries

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Testing can help you find right front-office employee

Article Abstract:

Physicians and medical office managers can make more informed decisions when hiring front-office employees through the use of pre-employment tests. These tests can provide more accurate and objective information than a simple interview, and can provide legal defense in the event of a discrimination lawsuit. It is important to understand the requirements of the job in order to determine what tests to use. Guidelines for selecting an appropriate test are presented.

Usage, Employment tests

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