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Medical Job Interview Questions and What they Really Mean

Infographic: Medical job interview questions and what they really mean O. Why do you want to work here and would you be motivated to stay here? O. How well do you work with others and get along as part of a team? What they really mean: What they really mean: Are you just going to use this position as a stepping-stone in your career or will you stick around for a while? Not to be confused with similar questions, this is often used to indirectly gauge if an interviewee has any undesirable biases or prejudices. Especially while the economy is still getting back on its feet, the last thing a hospital wants is to allocate salary, benefits and human capital into snagging a new doctor, nurse, technician or other medical professional, only to have them jump ship a year or two later. This is an attempt to gauge the likelihood of that happening by asking an indirect question. Another example of this is the old standard "Where do you see yourself five years from now?" It isn't politically correct or very professional to ask a potential member of your medical staff if they have a problem with specific groups of people. And even if an interviewer did, a candidate could deny it. Instead, an interviewing panel might try: "What kinds of people do you have difficulties working with?"This approach can be effective in subtly uncovering inner prejudices. In contrast, a more desirable candidate might name a neutral group of people, such as "dishonest employees," or "chronic slackers." O: What kind of person are you? What they really mean: Do you get along easily with people? Do you share the values of the hospital? This is also an opportunity for interviewers to assess - based on your response - whether you are easy for easygoing and not-so-easygoing people to work with. It's also a tactful (and legal) way for the clinic or hospital to see how your moral and ethical (and in some cases, spiritual) standards measure up to the ideals the institution is run on. Q: Why are you here? What they really mean: Why do you want to work at this clinic/hospital, rather than another one in the same city/county? In the case of many medical-profession jobs, you may already have offers or be scouting-out other workplaces with the confidence that your skills are in demand. While it is good to acknowledge qualities that make you worthy of multiple offers, steer clear of directly mentioning any offers you may already have. What distinguishes you form the other people who can Q. do the same tasks that you can? What they really mean: Do you have better work habits than the other people who are applying? Q: What can you do for us? Do you show up early? Work late? Work thoroughly? Work faster? Maintain higher standards? Go the extra mile? In other words, this is a tactful way for interviewers to remind you that they have to sift through numerous candidates and challenge you to make their life easier by showing them how you stand out. What they really mean: What they mean by this is, "If we were to hire you, would you be part of the problems we already have or would you be part of the solution"? This question is meant to let you showcase what your skills are and how you can apply them to the clinic or hospital's benefit in fields where those skills are needed or of interest. O: Can we afford you? What they really mean: If the hospital or clinic decides to hire you, how much will it cost them to get you and is that amount competitive with other comparable candidates? In some cases, employers will be willing to pay the salary range you specify in order to get you. Though they may be fine with this range, they may be even happier to hire you for less, if you are willing to sign-on at a lower rate. Be sure to research comparable salaries at the facility you're interviewing at and factor those numbers into what you would like to ask for. O: What is your greatest weakness? What they really mean: This is a wonderful opportunity to talk about how you can overcome challenges and adversity. DO NOT answer this question with "I work too hard". The hospital or clinic you are interviewing at will use this question to see if you have a level head on your shoulders. No hospital wants a raving prima donna or know-it-all fresh out of school. Nor do they want an employee with a basket-full of shortcomings and unresolved personal issues. Your answer to this question will demonstrate how honest you are with your shortcomings and actually tell interviewers a lot about your strengths. Infographic: Medical job interview questions and what they really mean O. Why do you want to work here and would you be motivated to stay here? O. How well do you work with others and get along as part of a team? What they really mean: What they really mean: Are you just going to use this position as a stepping-stone in your career or will you stick around for a while? Not to be confused with similar questions, this is often used to indirectly gauge if an interviewee has any undesirable biases or prejudices. Especially while the economy is still getting back on its feet, the last thing a hospital wants is to allocate salary, benefits and human capital into snagging a new doctor, nurse, technician or other medical professional, only to have them jump ship a year or two later. This is an attempt to gauge the likelihood of that happening by asking an indirect question. Another example of this is the old standard "Where do you see yourself five years from now?" It isn't politically correct or very professional to ask a potential member of your medical staff if they have a problem with specific groups of people. And even if an interviewer did, a candidate could deny it. Instead, an interviewing panel might try: "What kinds of people do you have difficulties working with?"This approach can be effective in subtly uncovering inner prejudices. In contrast, a more desirable candidate might name a neutral group of people, such as "dishonest employees," or "chronic slackers." O: What kind of person are you? What they really mean: Do you get along easily with people? Do you share the values of the hospital? This is also an opportunity for interviewers to assess - based on your response - whether you are easy for easygoing and not-so-easygoing people to work with. It's also a tactful (and legal) way for the clinic or hospital to see how your moral and ethical (and in some cases, spiritual) standards measure up to the ideals the institution is run on. Q: Why are you here? What they really mean: Why do you want to work at this clinic/hospital, rather than another one in the same city/county? In the case of many medical-profession jobs, you may already have offers or be scouting-out other workplaces with the confidence that your skills are in demand. While it is good to acknowledge qualities that make you worthy of multiple offers, steer clear of directly mentioning any offers you may already have. What distinguishes you form the other people who can Q. do the same tasks that you can? What they really mean: Do you have better work habits than the other people who are applying? Q: What can you do for us? Do you show up early? Work late? Work thoroughly? Work faster? Maintain higher standards? Go the extra mile? In other words, this is a tactful way for interviewers to remind you that they have to sift through numerous candidates and challenge you to make their life easier by showing them how you stand out. What they really mean: What they mean by this is, "If we were to hire you, would you be part of the problems we already have or would you be part of the solution"? This question is meant to let you showcase what your skills are and how you can apply them to the clinic or hospital's benefit in fields where those skills are needed or of interest. O: Can we afford you? What they really mean: If the hospital or clinic decides to hire you, how much will it cost them to get you and is that amount competitive with other comparable candidates? In some cases, employers will be willing to pay the salary range you specify in order to get you. Though they may be fine with this range, they may be even happier to hire you for less, if you are willing to sign-on at a lower rate. Be sure to research comparable salaries at the facility you're interviewing at and factor those numbers into what you would like to ask for. O: What is your greatest weakness? What they really mean: This is a wonderful opportunity to talk about how you can overcome challenges and adversity. DO NOT answer this question with "I work too hard". The hospital or clinic you are interviewing at will use this question to see if you have a level head on your shoulders. No hospital wants a raving prima donna or know-it-all fresh out of school. Nor do they want an employee with a basket-full of shortcomings and unresolved personal issues. Your answer to this question will demonstrate how honest you are with your shortcomings and actually tell interviewers a lot about your strengths. Infographic: Medical job interview questions and what they really mean O. Why do you want to work here and would you be motivated to stay here? O. How well do you work with others and get along as part of a team? What they really mean: What they really mean: Are you just going to use this position as a stepping-stone in your career or will you stick around for a while? Not to be confused with similar questions, this is often used to indirectly gauge if an interviewee has any undesirable biases or prejudices. Especially while the economy is still getting back on its feet, the last thing a hospital wants is to allocate salary, benefits and human capital into snagging a new doctor, nurse, technician or other medical professional, only to have them jump ship a year or two later. This is an attempt to gauge the likelihood of that happening by asking an indirect question. Another example of this is the old standard "Where do you see yourself five years from now?" It isn't politically correct or very professional to ask a potential member of your medical staff if they have a problem with specific groups of people. And even if an interviewer did, a candidate could deny it. Instead, an interviewing panel might try: "What kinds of people do you have difficulties working with?"This approach can be effective in subtly uncovering inner prejudices. In contrast, a more desirable candidate might name a neutral group of people, such as "dishonest employees," or "chronic slackers." O: What kind of person are you? What they really mean: Do you get along easily with people? Do you share the values of the hospital? This is also an opportunity for interviewers to assess - based on your response - whether you are easy for easygoing and not-so-easygoing people to work with. It's also a tactful (and legal) way for the clinic or hospital to see how your moral and ethical (and in some cases, spiritual) standards measure up to the ideals the institution is run on. Q: Why are you here? What they really mean: Why do you want to work at this clinic/hospital, rather than another one in the same city/county? In the case of many medical-profession jobs, you may already have offers or be scouting-out other workplaces with the confidence that your skills are in demand. While it is good to acknowledge qualities that make you worthy of multiple offers, steer clear of directly mentioning any offers you may already have. What distinguishes you form the other people who can Q. do the same tasks that you can? What they really mean: Do you have better work habits than the other people who are applying? Q: What can you do for us? Do you show up early? Work late? Work thoroughly? Work faster? Maintain higher standards? Go the extra mile? In other words, this is a tactful way for interviewers to remind you that they have to sift through numerous candidates and challenge you to make their life easier by showing them how you stand out. What they really mean: What they mean by this is, "If we were to hire you, would you be part of the problems we already have or would you be part of the solution"? This question is meant to let you showcase what your skills are and how you can apply them to the clinic or hospital's benefit in fields where those skills are needed or of interest. O: Can we afford you? What they really mean: If the hospital or clinic decides to hire you, how much will it cost them to get you and is that amount competitive with other comparable candidates? In some cases, employers will be willing to pay the salary range you specify in order to get you. Though they may be fine with this range, they may be even happier to hire you for less, if you are willing to sign-on at a lower rate. Be sure to research comparable salaries at the facility you're interviewing at and factor those numbers into what you would like to ask for. O: What is your greatest weakness? What they really mean: This is a wonderful opportunity to talk about how you can overcome challenges and adversity. DO NOT answer this question with "I work too hard". The hospital or clinic you are interviewing at will use this question to see if you have a level head on your shoulders. No hospital wants a raving prima donna or know-it-all fresh out of school. Nor do they want an employee with a basket-full of shortcomings and unresolved personal issues. Your answer to this question will demonstrate how honest you are with your shortcomings and actually tell interviewers a lot about your strengths. Infographic: Medical job interview questions and what they really mean O. Why do you want to work here and would you be motivated to stay here? O. How well do you work with others and get along as part of a team? What they really mean: What they really mean: Are you just going to use this position as a stepping-stone in your career or will you stick around for a while? Not to be confused with similar questions, this is often used to indirectly gauge if an interviewee has any undesirable biases or prejudices. Especially while the economy is still getting back on its feet, the last thing a hospital wants is to allocate salary, benefits and human capital into snagging a new doctor, nurse, technician or other medical professional, only to have them jump ship a year or two later. This is an attempt to gauge the likelihood of that happening by asking an indirect question. Another example of this is the old standard "Where do you see yourself five years from now?" It isn't politically correct or very professional to ask a potential member of your medical staff if they have a problem with specific groups of people. And even if an interviewer did, a candidate could deny it. Instead, an interviewing panel might try: "What kinds of people do you have difficulties working with?"This approach can be effective in subtly uncovering inner prejudices. In contrast, a more desirable candidate might name a neutral group of people, such as "dishonest employees," or "chronic slackers." O: What kind of person are you? What they really mean: Do you get along easily with people? Do you share the values of the hospital? This is also an opportunity for interviewers to assess - based on your response - whether you are easy for easygoing and not-so-easygoing people to work with. It's also a tactful (and legal) way for the clinic or hospital to see how your moral and ethical (and in some cases, spiritual) standards measure up to the ideals the institution is run on. Q: Why are you here? What they really mean: Why do you want to work at this clinic/hospital, rather than another one in the same city/county? In the case of many medical-profession jobs, you may already have offers or be scouting-out other workplaces with the confidence that your skills are in demand. While it is good to acknowledge qualities that make you worthy of multiple offers, steer clear of directly mentioning any offers you may already have. What distinguishes you form the other people who can Q. do the same tasks that you can? What they really mean: Do you have better work habits than the other people who are applying? Q: What can you do for us? Do you show up early? Work late? Work thoroughly? Work faster? Maintain higher standards? Go the extra mile? In other words, this is a tactful way for interviewers to remind you that they have to sift through numerous candidates and challenge you to make their life easier by showing them how you stand out. What they really mean: What they mean by this is, "If we were to hire you, would you be part of the problems we already have or would you be part of the solution"? This question is meant to let you showcase what your skills are and how you can apply them to the clinic or hospital's benefit in fields where those skills are needed or of interest. O: Can we afford you? What they really mean: If the hospital or clinic decides to hire you, how much will it cost them to get you and is that amount competitive with other comparable candidates? In some cases, employers will be willing to pay the salary range you specify in order to get you. Though they may be fine with this range, they may be even happier to hire you for less, if you are willing to sign-on at a lower rate. Be sure to research comparable salaries at the facility you're interviewing at and factor those numbers into what you would like to ask for. O: What is your greatest weakness? What they really mean: This is a wonderful opportunity to talk about how you can overcome challenges and adversity. DO NOT answer this question with "I work too hard". The hospital or clinic you are interviewing at will use this question to see if you have a level head on your shoulders. No hospital wants a raving prima donna or know-it-all fresh out of school. Nor do they want an employee with a basket-full of shortcomings and unresolved personal issues. Your answer to this question will demonstrate how honest you are with your shortcomings and actually tell interviewers a lot about your strengths. Infographic: Medical job interview questions and what they really mean O. Why do you want to work here and would you be motivated to stay here? O. How well do you work with others and get along as part of a team? What they really mean: What they really mean: Are you just going to use this position as a stepping-stone in your career or will you stick around for a while? Not to be confused with similar questions, this is often used to indirectly gauge if an interviewee has any undesirable biases or prejudices. Especially while the economy is still getting back on its feet, the last thing a hospital wants is to allocate salary, benefits and human capital into snagging a new doctor, nurse, technician or other medical professional, only to have them jump ship a year or two later. This is an attempt to gauge the likelihood of that happening by asking an indirect question. Another example of this is the old standard "Where do you see yourself five years from now?" It isn't politically correct or very professional to ask a potential member of your medical staff if they have a problem with specific groups of people. And even if an interviewer did, a candidate could deny it. Instead, an interviewing panel might try: "What kinds of people do you have difficulties working with?"This approach can be effective in subtly uncovering inner prejudices. In contrast, a more desirable candidate might name a neutral group of people, such as "dishonest employees," or "chronic slackers." O: What kind of person are you? What they really mean: Do you get along easily with people? Do you share the values of the hospital? This is also an opportunity for interviewers to assess - based on your response - whether you are easy for easygoing and not-so-easygoing people to work with. It's also a tactful (and legal) way for the clinic or hospital to see how your moral and ethical (and in some cases, spiritual) standards measure up to the ideals the institution is run on. Q: Why are you here? What they really mean: Why do you want to work at this clinic/hospital, rather than another one in the same city/county? In the case of many medical-profession jobs, you may already have offers or be scouting-out other workplaces with the confidence that your skills are in demand. While it is good to acknowledge qualities that make you worthy of multiple offers, steer clear of directly mentioning any offers you may already have. What distinguishes you form the other people who can Q. do the same tasks that you can? What they really mean: Do you have better work habits than the other people who are applying? Q: What can you do for us? Do you show up early? Work late? Work thoroughly? Work faster? Maintain higher standards? Go the extra mile? In other words, this is a tactful way for interviewers to remind you that they have to sift through numerous candidates and challenge you to make their life easier by showing them how you stand out. What they really mean: What they mean by this is, "If we were to hire you, would you be part of the problems we already have or would you be part of the solution"? This question is meant to let you showcase what your skills are and how you can apply them to the clinic or hospital's benefit in fields where those skills are needed or of interest. O: Can we afford you? What they really mean: If the hospital or clinic decides to hire you, how much will it cost them to get you and is that amount competitive with other comparable candidates? In some cases, employers will be willing to pay the salary range you specify in order to get you. Though they may be fine with this range, they may be even happier to hire you for less, if you are willing to sign-on at a lower rate. Be sure to research comparable salaries at the facility you're interviewing at and factor those numbers into what you would like to ask for. O: What is your greatest weakness? What they really mean: This is a wonderful opportunity to talk about how you can overcome challenges and adversity. DO NOT answer this question with "I work too hard". The hospital or clinic you are interviewing at will use this question to see if you have a level head on your shoulders. No hospital wants a raving prima donna or know-it-all fresh out of school. Nor do they want an employee with a basket-full of shortcomings and unresolved personal issues. Your answer to this question will demonstrate how honest you are with your shortcomings and actually tell interviewers a lot about your strengths. Infographic: Medical job interview questions and what they really mean O. Why do you want to work here and would you be motivated to stay here? O. How well do you work with others and get along as part of a team? What they really mean: What they really mean: Are you just going to use this position as a stepping-stone in your career or will you stick around for a while? Not to be confused with similar questions, this is often used to indirectly gauge if an interviewee has any undesirable biases or prejudices. Especially while the economy is still getting back on its feet, the last thing a hospital wants is to allocate salary, benefits and human capital into snagging a new doctor, nurse, technician or other medical professional, only to have them jump ship a year or two later. This is an attempt to gauge the likelihood of that happening by asking an indirect question. Another example of this is the old standard "Where do you see yourself five years from now?" It isn't politically correct or very professional to ask a potential member of your medical staff if they have a problem with specific groups of people. And even if an interviewer did, a candidate could deny it. Instead, an interviewing panel might try: "What kinds of people do you have difficulties working with?"This approach can be effective in subtly uncovering inner prejudices. In contrast, a more desirable candidate might name a neutral group of people, such as "dishonest employees," or "chronic slackers." O: What kind of person are you? What they really mean: Do you get along easily with people? Do you share the values of the hospital? This is also an opportunity for interviewers to assess - based on your response - whether you are easy for easygoing and not-so-easygoing people to work with. It's also a tactful (and legal) way for the clinic or hospital to see how your moral and ethical (and in some cases, spiritual) standards measure up to the ideals the institution is run on. Q: Why are you here? What they really mean: Why do you want to work at this clinic/hospital, rather than another one in the same city/county? In the case of many medical-profession jobs, you may already have offers or be scouting-out other workplaces with the confidence that your skills are in demand. While it is good to acknowledge qualities that make you worthy of multiple offers, steer clear of directly mentioning any offers you may already have. What distinguishes you form the other people who can Q. do the same tasks that you can? What they really mean: Do you have better work habits than the other people who are applying? Q: What can you do for us? Do you show up early? Work late? Work thoroughly? Work faster? Maintain higher standards? Go the extra mile? In other words, this is a tactful way for interviewers to remind you that they have to sift through numerous candidates and challenge you to make their life easier by showing them how you stand out. What they really mean: What they mean by this is, "If we were to hire you, would you be part of the problems we already have or would you be part of the solution"? This question is meant to let you showcase what your skills are and how you can apply them to the clinic or hospital's benefit in fields where those skills are needed or of interest. O: Can we afford you? What they really mean: If the hospital or clinic decides to hire you, how much will it cost them to get you and is that amount competitive with other comparable candidates? In some cases, employers will be willing to pay the salary range you specify in order to get you. Though they may be fine with this range, they may be even happier to hire you for less, if you are willing to sign-on at a lower rate. Be sure to research comparable salaries at the facility you're interviewing at and factor those numbers into what you would like to ask for. O: What is your greatest weakness? What they really mean: This is a wonderful opportunity to talk about how you can overcome challenges and adversity. DO NOT answer this question with "I work too hard". The hospital or clinic you are interviewing at will use this question to see if you have a level head on your shoulders. No hospital wants a raving prima donna or know-it-all fresh out of school. Nor do they want an employee with a basket-full of shortcomings and unresolved personal issues. Your answer to this question will demonstrate how honest you are with your shortcomings and actually tell interviewers a lot about your strengths. Infographic: Medical job interview questions and what they really mean O. Why do you want to work here and would you be motivated to stay here? O. How well do you work with others and get along as part of a team? What they really mean: What they really mean: Are you just going to use this position as a stepping-stone in your career or will you stick around for a while? Not to be confused with similar questions, this is often used to indirectly gauge if an interviewee has any undesirable biases or prejudices. Especially while the economy is still getting back on its feet, the last thing a hospital wants is to allocate salary, benefits and human capital into snagging a new doctor, nurse, technician or other medical professional, only to have them jump ship a year or two later. This is an attempt to gauge the likelihood of that happening by asking an indirect question. Another example of this is the old standard "Where do you see yourself five years from now?" It isn't politically correct or very professional to ask a potential member of your medical staff if they have a problem with specific groups of people. And even if an interviewer did, a candidate could deny it. Instead, an interviewing panel might try: "What kinds of people do you have difficulties working with?"This approach can be effective in subtly uncovering inner prejudices. In contrast, a more desirable candidate might name a neutral group of people, such as "dishonest employees," or "chronic slackers." O: What kind of person are you? What they really mean: Do you get along easily with people? Do you share the values of the hospital? This is also an opportunity for interviewers to assess - based on your response - whether you are easy for easygoing and not-so-easygoing people to work with. It's also a tactful (and legal) way for the clinic or hospital to see how your moral and ethical (and in some cases, spiritual) standards measure up to the ideals the institution is run on. Q: Why are you here? What they really mean: Why do you want to work at this clinic/hospital, rather than another one in the same city/county? In the case of many medical-profession jobs, you may already have offers or be scouting-out other workplaces with the confidence that your skills are in demand. While it is good to acknowledge qualities that make you worthy of multiple offers, steer clear of directly mentioning any offers you may already have. What distinguishes you form the other people who can Q. do the same tasks that you can? What they really mean: Do you have better work habits than the other people who are applying? Q: What can you do for us? Do you show up early? Work late? Work thoroughly? Work faster? Maintain higher standards? Go the extra mile? In other words, this is a tactful way for interviewers to remind you that they have to sift through numerous candidates and challenge you to make their life easier by showing them how you stand out. What they really mean: What they mean by this is, "If we were to hire you, would you be part of the problems we already have or would you be part of the solution"? This question is meant to let you showcase what your skills are and how you can apply them to the clinic or hospital's benefit in fields where those skills are needed or of interest. O: Can we afford you? What they really mean: If the hospital or clinic decides to hire you, how much will it cost them to get you and is that amount competitive with other comparable candidates? In some cases, employers will be willing to pay the salary range you specify in order to get you. Though they may be fine with this range, they may be even happier to hire you for less, if you are willing to sign-on at a lower rate. Be sure to research comparable salaries at the facility you're interviewing at and factor those numbers into what you would like to ask for. O: What is your greatest weakness? What they really mean: This is a wonderful opportunity to talk about how you can overcome challenges and adversity. DO NOT answer this question with "I work too hard". The hospital or clinic you are interviewing at will use this question to see if you have a level head on your shoulders. No hospital wants a raving prima donna or know-it-all fresh out of school. Nor do they want an employee with a basket-full of shortcomings and unresolved personal issues. Your answer to this question will demonstrate how honest you are with your shortcomings and actually tell interviewers a lot about your strengths.

Medical Job Interview Questions and What they Really Mean

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Interviewing for a job can be stressful and intimidating but trying to figure out what the employer wants from the questions they ask can be downright confusing. This infographic attempts to decode s...

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