Guest guest Posted April 6, 2010 Report Share Posted April 6, 2010 1. What skill set /attribute do you bring to our organization that distinguishes you from the others? 2. What areas do you feel you will need the most mentoring over the next 3- months 3. What areas do you feel you will need the least mentoring? 4. What interests you about this position? 5. Tell me about a time where you had to overcome a major obstacle 6. What have you learned from that and how have you used it 7. What do you know about our organization, our values? 8. How did you get interested in PT and when did you decide to make it your career 9. Is there anything I or others have not asked you that you would like to tell me about? Ron Barbato PT Administrative Director, Rehabilitation Services Ephraim McDowell Health Voice: Fax: Kentucky Board of Physical Therapy rbarbato@... PRIVILEGED AND CONFIDENTIAL: This transmission may contain information that is privileged subject to attorney-client privilege or attorney work product, confidential and/or exempt from disclosure under applicable law. If you are not the intended recipient, then please do not read it and be aware that any disclosure, copying, distribution, or use of the information contained herein (including any reliance thereon) is STRICTLY PROHIBITED. If you received this transmission in error, please immediately advise me, by reply e-mail, and delete this message and any attachments without retaining a copy in any form. Thank you. interview questions I would appreciate your sharing your most successful questions and methods for interviewing physical therapists Thanks to you all in advance! Hampton PT, WCS, BCB-PMD Board Certified Women's Health Clinical Specialist Board Certified in Pelvic Muscle Dysfunction Biofeedback Herman and Wallace Pelvic Rehabilitation Institute Faculty Core Physical Therapy The Specialty Clinic 1000 McKenzie Avenue, Suite 15 Bellingham, WA 98225 p: f: www.corept.org <http://www.pelvicrehab.com/> www.pelvicrehab.com Quote Link to comment Share on other sites More sharing options...
Guest guest Posted April 6, 2010 Report Share Posted April 6, 2010 1. What skill set /attribute do you bring to our organization that distinguishes you from the others? 2. What areas do you feel you will need the most mentoring over the next 3- months 3. What areas do you feel you will need the least mentoring? 4. What interests you about this position? 5. Tell me about a time where you had to overcome a major obstacle 6. What have you learned from that and how have you used it 7. What do you know about our organization, our values? 8. How did you get interested in PT and when did you decide to make it your career 9. Is there anything I or others have not asked you that you would like to tell me about? Ron Barbato PT Administrative Director, Rehabilitation Services Ephraim McDowell Health Voice: Fax: Kentucky Board of Physical Therapy rbarbato@... PRIVILEGED AND CONFIDENTIAL: This transmission may contain information that is privileged subject to attorney-client privilege or attorney work product, confidential and/or exempt from disclosure under applicable law. If you are not the intended recipient, then please do not read it and be aware that any disclosure, copying, distribution, or use of the information contained herein (including any reliance thereon) is STRICTLY PROHIBITED. If you received this transmission in error, please immediately advise me, by reply e-mail, and delete this message and any attachments without retaining a copy in any form. Thank you. interview questions I would appreciate your sharing your most successful questions and methods for interviewing physical therapists Thanks to you all in advance! Hampton PT, WCS, BCB-PMD Board Certified Women's Health Clinical Specialist Board Certified in Pelvic Muscle Dysfunction Biofeedback Herman and Wallace Pelvic Rehabilitation Institute Faculty Core Physical Therapy The Specialty Clinic 1000 McKenzie Avenue, Suite 15 Bellingham, WA 98225 p: f: www.corept.org <http://www.pelvicrehab.com/> www.pelvicrehab.com Quote Link to comment Share on other sites More sharing options...
Guest guest Posted April 6, 2010 Report Share Posted April 6, 2010 1. What skill set /attribute do you bring to our organization that distinguishes you from the others? 2. What areas do you feel you will need the most mentoring over the next 3- months 3. What areas do you feel you will need the least mentoring? 4. What interests you about this position? 5. Tell me about a time where you had to overcome a major obstacle 6. What have you learned from that and how have you used it 7. What do you know about our organization, our values? 8. How did you get interested in PT and when did you decide to make it your career 9. Is there anything I or others have not asked you that you would like to tell me about? Ron Barbato PT Administrative Director, Rehabilitation Services Ephraim McDowell Health Voice: Fax: Kentucky Board of Physical Therapy rbarbato@... PRIVILEGED AND CONFIDENTIAL: This transmission may contain information that is privileged subject to attorney-client privilege or attorney work product, confidential and/or exempt from disclosure under applicable law. If you are not the intended recipient, then please do not read it and be aware that any disclosure, copying, distribution, or use of the information contained herein (including any reliance thereon) is STRICTLY PROHIBITED. If you received this transmission in error, please immediately advise me, by reply e-mail, and delete this message and any attachments without retaining a copy in any form. Thank you. interview questions I would appreciate your sharing your most successful questions and methods for interviewing physical therapists Thanks to you all in advance! Hampton PT, WCS, BCB-PMD Board Certified Women's Health Clinical Specialist Board Certified in Pelvic Muscle Dysfunction Biofeedback Herman and Wallace Pelvic Rehabilitation Institute Faculty Core Physical Therapy The Specialty Clinic 1000 McKenzie Avenue, Suite 15 Bellingham, WA 98225 p: f: www.corept.org <http://www.pelvicrehab.com/> www.pelvicrehab.com Quote Link to comment Share on other sites More sharing options...
Guest guest Posted April 6, 2010 Report Share Posted April 6, 2010 , We have a process that seems to work well for us. I do a phone interview where I discuss their resume' and what there interests are along with what the job entails. If, after doing their phone interviews and we are in their top three, I bring them in for a face to face interview. We are a health system and so the applicant learns about benefits and then comes to us. I set up a team interview with 3 or 4 of the staff and we go around the room and ask the applicant a set of questions that we ask all applicants. 1.What are your strengths and weaknesses. 2.What frustrates you most about your current position and what do you do about it. 3.What are some personal qualities you could bring to this position 4. What is your proudest accomplishment 5. What are some things you would like to avoid in a job 6. How do you work in groups? What role did you play. I ask the applicant if he/she would like to ask any questions of the team. Next I ask the applicant to sit in another room while I talk to the team and get their opinion about the candidate. I try not to voice my opinion until everyone else has. I then go over all the aspects of the job with the applicant ( usually for the second time) and answer any questions they have. We do a tour of the facility, introducing them to other members of the team as they are available. By this time it is close to lunch and I ask them to stay for lunch to socialize with any staff that are eating together that day. The applicant and the staff can get a feel for each other. I try to make a decision within two weeks depending on what other applicants there are to interview. Most times we can make the decision in a week. We have hired good staff this way and I feel I've given them the best picture possible of our facility. I hope that helps. Deane W. Deane Rehabilitations Services Finger Lakes Health 196 North St. Geneva, New York, 14456 Tel: Fax: E-Mail: deane.butler@... >>> " Hampton " 4/6/2010 12:02 AM >>> I would appreciate your sharing your most successful questions and methods for interviewing physical therapists Thanks to you all in advance! Hampton PT, WCS, BCB-PMD Board Certified Women's Health Clinical Specialist Board Certified in Pelvic Muscle Dysfunction Biofeedback Herman and Wallace Pelvic Rehabilitation Institute Faculty Core Physical Therapy The Specialty Clinic 1000 McKenzie Avenue, Suite 15 Bellingham, WA 98225 p: f: www.corept.org <http://www.pelvicrehab.com/> www.pelvicrehab.com Quote Link to comment Share on other sites More sharing options...
Guest guest Posted April 6, 2010 Report Share Posted April 6, 2010 , We have a process that seems to work well for us. I do a phone interview where I discuss their resume' and what there interests are along with what the job entails. If, after doing their phone interviews and we are in their top three, I bring them in for a face to face interview. We are a health system and so the applicant learns about benefits and then comes to us. I set up a team interview with 3 or 4 of the staff and we go around the room and ask the applicant a set of questions that we ask all applicants. 1.What are your strengths and weaknesses. 2.What frustrates you most about your current position and what do you do about it. 3.What are some personal qualities you could bring to this position 4. What is your proudest accomplishment 5. What are some things you would like to avoid in a job 6. How do you work in groups? What role did you play. I ask the applicant if he/she would like to ask any questions of the team. Next I ask the applicant to sit in another room while I talk to the team and get their opinion about the candidate. I try not to voice my opinion until everyone else has. I then go over all the aspects of the job with the applicant ( usually for the second time) and answer any questions they have. We do a tour of the facility, introducing them to other members of the team as they are available. By this time it is close to lunch and I ask them to stay for lunch to socialize with any staff that are eating together that day. The applicant and the staff can get a feel for each other. I try to make a decision within two weeks depending on what other applicants there are to interview. Most times we can make the decision in a week. We have hired good staff this way and I feel I've given them the best picture possible of our facility. I hope that helps. Deane W. Deane Rehabilitations Services Finger Lakes Health 196 North St. Geneva, New York, 14456 Tel: Fax: E-Mail: deane.butler@... >>> " Hampton " 4/6/2010 12:02 AM >>> I would appreciate your sharing your most successful questions and methods for interviewing physical therapists Thanks to you all in advance! Hampton PT, WCS, BCB-PMD Board Certified Women's Health Clinical Specialist Board Certified in Pelvic Muscle Dysfunction Biofeedback Herman and Wallace Pelvic Rehabilitation Institute Faculty Core Physical Therapy The Specialty Clinic 1000 McKenzie Avenue, Suite 15 Bellingham, WA 98225 p: f: www.corept.org <http://www.pelvicrehab.com/> www.pelvicrehab.com Quote Link to comment Share on other sites More sharing options...
Guest guest Posted April 6, 2010 Report Share Posted April 6, 2010 , We have a process that seems to work well for us. I do a phone interview where I discuss their resume' and what there interests are along with what the job entails. If, after doing their phone interviews and we are in their top three, I bring them in for a face to face interview. We are a health system and so the applicant learns about benefits and then comes to us. I set up a team interview with 3 or 4 of the staff and we go around the room and ask the applicant a set of questions that we ask all applicants. 1.What are your strengths and weaknesses. 2.What frustrates you most about your current position and what do you do about it. 3.What are some personal qualities you could bring to this position 4. What is your proudest accomplishment 5. What are some things you would like to avoid in a job 6. How do you work in groups? What role did you play. I ask the applicant if he/she would like to ask any questions of the team. Next I ask the applicant to sit in another room while I talk to the team and get their opinion about the candidate. I try not to voice my opinion until everyone else has. I then go over all the aspects of the job with the applicant ( usually for the second time) and answer any questions they have. We do a tour of the facility, introducing them to other members of the team as they are available. By this time it is close to lunch and I ask them to stay for lunch to socialize with any staff that are eating together that day. The applicant and the staff can get a feel for each other. I try to make a decision within two weeks depending on what other applicants there are to interview. Most times we can make the decision in a week. We have hired good staff this way and I feel I've given them the best picture possible of our facility. I hope that helps. Deane W. Deane Rehabilitations Services Finger Lakes Health 196 North St. Geneva, New York, 14456 Tel: Fax: E-Mail: deane.butler@... >>> " Hampton " 4/6/2010 12:02 AM >>> I would appreciate your sharing your most successful questions and methods for interviewing physical therapists Thanks to you all in advance! Hampton PT, WCS, BCB-PMD Board Certified Women's Health Clinical Specialist Board Certified in Pelvic Muscle Dysfunction Biofeedback Herman and Wallace Pelvic Rehabilitation Institute Faculty Core Physical Therapy The Specialty Clinic 1000 McKenzie Avenue, Suite 15 Bellingham, WA 98225 p: f: www.corept.org <http://www.pelvicrehab.com/> www.pelvicrehab.com Quote Link to comment Share on other sites More sharing options...
Guest guest Posted April 6, 2010 Report Share Posted April 6, 2010 My feeling is that we have a VERY short time to interview someone and if it's not a good fit, it's hard to walk back from that decision. I think it best (and my supervisor of rehab wife would disagree) to ask at least one question that challenges an applicant in am unexpected way .... that may be an analog to a job situation. For example, be it a PT being pressured from a referring MD, or a patient insisting that they did not miss their appointment because the time listed on their paper at home is different that what is listed in the clinic computer, all employees will be faced with a situation where they are surely " right " and someone else demands a " fix " for what was never the fault of the employee. Everyone seems to give the cliche answer that their greatest weakness is an " excessive attention to detail, " and a great deal of information can be obtained about how the applicant will react in the aforementioned customer sensitive situaion by asking, " You mentioned that your greatest weakness was attention to detail. What would you say if I told you that there is a spelling mistake on your CV? " The reaction you get will tell you more than any traditional question. My wife, by contrast, finds there kinds of interviewing tricks horrifying . . . and she may be right as WITHOUT there tricks, she seems to have one of the best running clinics in her system. M. Ball, PT, DPT, PhD Spinal Manipulative Therapist Doctor of Physical Therapy Charlotte/Concord, NC On Apr 6, 2010, at 9:42 AM, " Deane " wrote: > , > We have a process that seems to work well for us. I do a phone > interview where I discuss their resume' and what there interests are > along with what the job entails. If, after doing their phone > interviews and we are in their top three, I bring them in for a face > to face interview. We are a health system and so the applicant > learns about benefits and then comes to us. I set up a team > interview with 3 or 4 of the staff and we go around the room and ask > the applicant a set of questions that we ask all applicants. > 1.What are your strengths and weaknesses. > 2.What frustrates you most about your current position and what do > you do about it. > 3.What are some personal qualities you could bring to this position > 4. What is your proudest accomplishment > 5. What are some things you would like to avoid in a job > 6. How do you work in groups? What role did you play. > I ask the applicant if he/she would like to ask any questions of the > team. Next I ask the applicant to sit in another room while I talk > to the team and get their opinion about the candidate. I try not to > voice my opinion until everyone else has. > I then go over all the aspects of the job with the applicant > ( usually for the second time) and answer any questions they have. > We do a tour of the facility, introducing them to other members of > the team as they are available. By this time it is close to lunch > and I ask them to stay for lunch to socialize with any staff that > are eating together that day. The applicant and the staff can get a > feel for each other. > I try to make a decision within two weeks depending on what other > applicants there are to interview. Most times we can make the > decision in a week. > We have hired good staff this way and I feel I've given them the > best picture possible of our facility. > I hope that helps. > > Deane > > W. Deane > Rehabilitations Services > Finger Lakes Health > 196 North St. > Geneva, New York, 14456 > Tel: > Fax: > E-Mail: deane.butler@... > > >>> " Hampton " 4/6/2010 12:02 AM >>> > I would appreciate your sharing your most successful questions and > methods > for interviewing physical therapists > > Thanks to you all in advance! > > Hampton PT, WCS, BCB-PMD > > Board Certified Women's Health Clinical Specialist > > Board Certified in Pelvic Muscle Dysfunction Biofeedback > > Herman and Wallace Pelvic Rehabilitation Institute Faculty > > Core Physical Therapy > > The Specialty Clinic > > 1000 McKenzie Avenue, Suite 15 > > Bellingham, WA 98225 > > p: > > f: > > www.corept.org > > <http://www.pelvicrehab.com/> www.pelvicrehab.com > > Quote Link to comment Share on other sites More sharing options...
Guest guest Posted April 6, 2010 Report Share Posted April 6, 2010 My feeling is that we have a VERY short time to interview someone and if it's not a good fit, it's hard to walk back from that decision. I think it best (and my supervisor of rehab wife would disagree) to ask at least one question that challenges an applicant in am unexpected way .... that may be an analog to a job situation. For example, be it a PT being pressured from a referring MD, or a patient insisting that they did not miss their appointment because the time listed on their paper at home is different that what is listed in the clinic computer, all employees will be faced with a situation where they are surely " right " and someone else demands a " fix " for what was never the fault of the employee. Everyone seems to give the cliche answer that their greatest weakness is an " excessive attention to detail, " and a great deal of information can be obtained about how the applicant will react in the aforementioned customer sensitive situaion by asking, " You mentioned that your greatest weakness was attention to detail. What would you say if I told you that there is a spelling mistake on your CV? " The reaction you get will tell you more than any traditional question. My wife, by contrast, finds there kinds of interviewing tricks horrifying . . . and she may be right as WITHOUT there tricks, she seems to have one of the best running clinics in her system. M. Ball, PT, DPT, PhD Spinal Manipulative Therapist Doctor of Physical Therapy Charlotte/Concord, NC On Apr 6, 2010, at 9:42 AM, " Deane " wrote: > , > We have a process that seems to work well for us. I do a phone > interview where I discuss their resume' and what there interests are > along with what the job entails. If, after doing their phone > interviews and we are in their top three, I bring them in for a face > to face interview. We are a health system and so the applicant > learns about benefits and then comes to us. I set up a team > interview with 3 or 4 of the staff and we go around the room and ask > the applicant a set of questions that we ask all applicants. > 1.What are your strengths and weaknesses. > 2.What frustrates you most about your current position and what do > you do about it. > 3.What are some personal qualities you could bring to this position > 4. What is your proudest accomplishment > 5. What are some things you would like to avoid in a job > 6. How do you work in groups? What role did you play. > I ask the applicant if he/she would like to ask any questions of the > team. Next I ask the applicant to sit in another room while I talk > to the team and get their opinion about the candidate. I try not to > voice my opinion until everyone else has. > I then go over all the aspects of the job with the applicant > ( usually for the second time) and answer any questions they have. > We do a tour of the facility, introducing them to other members of > the team as they are available. By this time it is close to lunch > and I ask them to stay for lunch to socialize with any staff that > are eating together that day. The applicant and the staff can get a > feel for each other. > I try to make a decision within two weeks depending on what other > applicants there are to interview. Most times we can make the > decision in a week. > We have hired good staff this way and I feel I've given them the > best picture possible of our facility. > I hope that helps. > > Deane > > W. Deane > Rehabilitations Services > Finger Lakes Health > 196 North St. > Geneva, New York, 14456 > Tel: > Fax: > E-Mail: deane.butler@... > > >>> " Hampton " 4/6/2010 12:02 AM >>> > I would appreciate your sharing your most successful questions and > methods > for interviewing physical therapists > > Thanks to you all in advance! > > Hampton PT, WCS, BCB-PMD > > Board Certified Women's Health Clinical Specialist > > Board Certified in Pelvic Muscle Dysfunction Biofeedback > > Herman and Wallace Pelvic Rehabilitation Institute Faculty > > Core Physical Therapy > > The Specialty Clinic > > 1000 McKenzie Avenue, Suite 15 > > Bellingham, WA 98225 > > p: > > f: > > www.corept.org > > <http://www.pelvicrehab.com/> www.pelvicrehab.com > > Quote Link to comment Share on other sites More sharing options...
Guest guest Posted April 6, 2010 Report Share Posted April 6, 2010 I took a cue from American Idol and it's working beautifully. " Why are you here? " (Simon's famous first question during auditions) or alternate " Why are you seeking employment at our organization? " The candidates are well-prepped for the usual strengths/weaknesses questions and rehearse many other I-bet-they'll-ask questions but no one is prepared for the simplest answer-- " Why are you here? " The beauty in this elementary question is that you get a TON of information right off the bat.  You can learn about their temperament ( " dah, to interview " --someone said this...), their honesty ( " I heard you guys have good benefits " --bad first thought...), and the energy they put in to learning about your organization ( " because x, y, z " ).  When you hit them with this question at the beginning, you get an unvarnished look at them before they settle into interview mode. Same as with Simon--if you have an awesome voice but fail to answer this question with poise, he knows you will not perform well on stage.  If they speak clearly and confidently, they must then back it up with a stellar voice.  Also, I like non-traditional questions.  " What color is the letter H? " or a non-sensical variation.  Again, the candidates haven't prepped for this question and you'll gain insight into their ability to think on their feet, their personality, etc. I've found that we really only need to have 4 prepared questions and then probe for more based on resume clarifications and follow-up questions.  We've all been in 15 question interviews when the end result is painfully obvious--so why waste everyone's time? HAVE SOMEONE ELSE ON YOUR STAFF TAKE THEM ON A TOUR.  It shows your transparency.  It's amazing...people are controlled in an interview and then on the tour you see their true colors.  We had a knock-out candidate who was compelling and had all of the right answers...then my Asst took him on a tour and he fizzled.  He was approached by a patient and withdrew his arms and avoided a hand shake.  Um, not good. INVOLVE THE SECRETARY.  We've not extended interviews to clinicians because they were terse with our Secretary.  We have no time for this. USE A STANDARDIZED TOOL to assess proper fit with the job.  There are a few on the web that are good.  Weigh the results against your interview notes.  Trust the tool.  Validate your pick with the interview. Lastly, I give a lot of credence to flexibility, personality, and demonstrated willingness to be a team player.  You can refine clinical skills if you have a good baseline aptitude.  You can't teach the other items and you surely cannot change someone.  I've hired new grads over experienced staff for these reasons and it's worked every time. Alan Petrazzi, MPT, MPMRehab ManagerMurrysville, PA Subject: RE: interview questions To: PTManager Date: Tuesday, April 6, 2010, 12:45 PM  1. What skill set /attribute do you bring to our organization that distinguishes you from the others? 2. What areas do you feel you will need the most mentoring over the next 3- months 3. What areas do you feel you will need the least mentoring? 4. What interests you about this position? 5. Tell me about a time where you had to overcome a major obstacle 6. What have you learned from that and how have you used it 7. What do you know about our organization, our values? 8. How did you get interested in PT and when did you decide to make it your career 9. Is there anything I or others have not asked you that you would like to tell me about? Ron Barbato PT Administrative Director, Rehabilitation Services Ephraim McDowell Health Voice: Fax: Kentucky Board of Physical Therapy rbarbatoemrmc (DOT) org PRIVILEGED AND CONFIDENTIAL: This transmission may contain information that is privileged subject to attorney-client privilege or attorney work product, confidential and/or exempt from disclosure under applicable law. If you are not the intended recipient, then please do not read it and be aware that any disclosure, copying, distribution, or use of the information contained herein (including any reliance thereon) is STRICTLY PROHIBITED. If you received this transmission in error, please immediately advise me, by reply e-mail, and delete this message and any attachments without retaining a copy in any form. Thank you. interview questions I would appreciate your sharing your most successful questions and methods for interviewing physical therapists Thanks to you all in advance! Hampton PT, WCS, BCB-PMD Board Certified Women's Health Clinical Specialist Board Certified in Pelvic Muscle Dysfunction Biofeedback Herman and Wallace Pelvic Rehabilitation Institute Faculty Core Physical Therapy The Specialty Clinic 1000 McKenzie Avenue, Suite 15 Bellingham, WA 98225 p: f: www.corept.org <http://www.pelvicre hab.com/> www.pelvicrehab. com Quote Link to comment Share on other sites More sharing options...
Guest guest Posted April 6, 2010 Report Share Posted April 6, 2010 I took a cue from American Idol and it's working beautifully. " Why are you here? " (Simon's famous first question during auditions) or alternate " Why are you seeking employment at our organization? " The candidates are well-prepped for the usual strengths/weaknesses questions and rehearse many other I-bet-they'll-ask questions but no one is prepared for the simplest answer-- " Why are you here? " The beauty in this elementary question is that you get a TON of information right off the bat.  You can learn about their temperament ( " dah, to interview " --someone said this...), their honesty ( " I heard you guys have good benefits " --bad first thought...), and the energy they put in to learning about your organization ( " because x, y, z " ).  When you hit them with this question at the beginning, you get an unvarnished look at them before they settle into interview mode. Same as with Simon--if you have an awesome voice but fail to answer this question with poise, he knows you will not perform well on stage.  If they speak clearly and confidently, they must then back it up with a stellar voice.  Also, I like non-traditional questions.  " What color is the letter H? " or a non-sensical variation.  Again, the candidates haven't prepped for this question and you'll gain insight into their ability to think on their feet, their personality, etc. I've found that we really only need to have 4 prepared questions and then probe for more based on resume clarifications and follow-up questions.  We've all been in 15 question interviews when the end result is painfully obvious--so why waste everyone's time? HAVE SOMEONE ELSE ON YOUR STAFF TAKE THEM ON A TOUR.  It shows your transparency.  It's amazing...people are controlled in an interview and then on the tour you see their true colors.  We had a knock-out candidate who was compelling and had all of the right answers...then my Asst took him on a tour and he fizzled.  He was approached by a patient and withdrew his arms and avoided a hand shake.  Um, not good. INVOLVE THE SECRETARY.  We've not extended interviews to clinicians because they were terse with our Secretary.  We have no time for this. USE A STANDARDIZED TOOL to assess proper fit with the job.  There are a few on the web that are good.  Weigh the results against your interview notes.  Trust the tool.  Validate your pick with the interview. Lastly, I give a lot of credence to flexibility, personality, and demonstrated willingness to be a team player.  You can refine clinical skills if you have a good baseline aptitude.  You can't teach the other items and you surely cannot change someone.  I've hired new grads over experienced staff for these reasons and it's worked every time. Alan Petrazzi, MPT, MPMRehab ManagerMurrysville, PA Subject: RE: interview questions To: PTManager Date: Tuesday, April 6, 2010, 12:45 PM  1. What skill set /attribute do you bring to our organization that distinguishes you from the others? 2. What areas do you feel you will need the most mentoring over the next 3- months 3. What areas do you feel you will need the least mentoring? 4. What interests you about this position? 5. Tell me about a time where you had to overcome a major obstacle 6. What have you learned from that and how have you used it 7. What do you know about our organization, our values? 8. How did you get interested in PT and when did you decide to make it your career 9. Is there anything I or others have not asked you that you would like to tell me about? Ron Barbato PT Administrative Director, Rehabilitation Services Ephraim McDowell Health Voice: Fax: Kentucky Board of Physical Therapy rbarbatoemrmc (DOT) org PRIVILEGED AND CONFIDENTIAL: This transmission may contain information that is privileged subject to attorney-client privilege or attorney work product, confidential and/or exempt from disclosure under applicable law. If you are not the intended recipient, then please do not read it and be aware that any disclosure, copying, distribution, or use of the information contained herein (including any reliance thereon) is STRICTLY PROHIBITED. If you received this transmission in error, please immediately advise me, by reply e-mail, and delete this message and any attachments without retaining a copy in any form. Thank you. interview questions I would appreciate your sharing your most successful questions and methods for interviewing physical therapists Thanks to you all in advance! Hampton PT, WCS, BCB-PMD Board Certified Women's Health Clinical Specialist Board Certified in Pelvic Muscle Dysfunction Biofeedback Herman and Wallace Pelvic Rehabilitation Institute Faculty Core Physical Therapy The Specialty Clinic 1000 McKenzie Avenue, Suite 15 Bellingham, WA 98225 p: f: www.corept.org <http://www.pelvicre hab.com/> www.pelvicrehab. com Quote Link to comment Share on other sites More sharing options...
Guest guest Posted April 6, 2010 Report Share Posted April 6, 2010 I agree that " Behavioral Interviewing " most definitely provides greater insight into the candidate's character and ability to think on their feet in most instances. Of course having them meet with potential peers is priceless! When they have input, they are more apt to make the relationship work, because they supported the hiring decision based on the feedback they provided you, given you hired that individual. Carol Rehder, PT Manager, Physical Therapy Genesis Medical Center rehder@genesis@... A J.D. Power and Associates Distinguished Hospital for providing " An Outstanding Patient Experience " >>> " Ball " 4/6/2010 11:11 AM >>> My feeling is that we have a VERY short time to interview someone and if it's not a good fit, it's hard to walk back from that decision. I think it best (and my supervisor of rehab wife would disagree) to ask at least one question that challenges an applicant in am unexpected way .... that may be an analog to a job situation. For example, be it a PT being pressured from a referring MD, or a patient insisting that they did not miss their appointment because the time listed on their paper at home is different that what is listed in the clinic computer, all employees will be faced with a situation where they are surely " right " and someone else demands a " fix " for what was never the fault of the employee. Everyone seems to give the cliche answer that their greatest weakness is an " excessive attention to detail, " and a great deal of information can be obtained about how the applicant will react in the aforementioned customer sensitive situaion by asking, " You mentioned that your greatest weakness was attention to detail. What would you say if I told you that there is a spelling mistake on your CV? " The reaction you get will tell you more than any traditional question. My wife, by contrast, finds there kinds of interviewing tricks horrifying . . . and she may be right as WITHOUT there tricks, she seems to have one of the best running clinics in her system. M. Ball, PT, DPT, PhD Spinal Manipulative Therapist Doctor of Physical Therapy Charlotte/Concord, NC On Apr 6, 2010, at 9:42 AM, " Deane " wrote: > , > We have a process that seems to work well for us. I do a phone > interview where I discuss their resume' and what there interests are > along with what the job entails. If, after doing their phone > interviews and we are in their top three, I bring them in for a face > to face interview. We are a health system and so the applicant > learns about benefits and then comes to us. I set up a team > interview with 3 or 4 of the staff and we go around the room and ask > the applicant a set of questions that we ask all applicants. > 1.What are your strengths and weaknesses. > 2.What frustrates you most about your current position and what do > you do about it. > 3.What are some personal qualities you could bring to this position > 4. What is your proudest accomplishment > 5. What are some things you would like to avoid in a job > 6. How do you work in groups? What role did you play. > I ask the applicant if he/she would like to ask any questions of the > team. Next I ask the applicant to sit in another room while I talk > to the team and get their opinion about the candidate. I try not to > voice my opinion until everyone else has. > I then go over all the aspects of the job with the applicant > ( usually for the second time) and answer any questions they have. > We do a tour of the facility, introducing them to other members of > the team as they are available. By this time it is close to lunch > and I ask them to stay for lunch to socialize with any staff that > are eating together that day. The applicant and the staff can get a > feel for each other. > I try to make a decision within two weeks depending on what other > applicants there are to interview. Most times we can make the > decision in a week. > We have hired good staff this way and I feel I've given them the > best picture possible of our facility. > I hope that helps. > > Deane > > W. Deane > Rehabilitations Services > Finger Lakes Health > 196 North St. > Geneva, New York, 14456 > Tel: > Fax: > E-Mail: deane.butler@... > > >>> " Hampton " 4/6/2010 12:02 AM >>> > I would appreciate your sharing your most successful questions and > methods > for interviewing physical therapists > > Thanks to you all in advance! > > Hampton PT, WCS, BCB-PMD > > Board Certified Women's Health Clinical Specialist > > Board Certified in Pelvic Muscle Dysfunction Biofeedback > > Herman and Wallace Pelvic Rehabilitation Institute Faculty > > Core Physical Therapy > > The Specialty Clinic > > 1000 McKenzie Avenue, Suite 15 > > Bellingham, WA 98225 > > p: > > f: > > www.corept.org > > <http://www.pelvicrehab.com/> www.pelvicrehab.com > > Quote Link to comment Share on other sites More sharing options...
Guest guest Posted April 6, 2010 Report Share Posted April 6, 2010 I agree that " Behavioral Interviewing " most definitely provides greater insight into the candidate's character and ability to think on their feet in most instances. Of course having them meet with potential peers is priceless! When they have input, they are more apt to make the relationship work, because they supported the hiring decision based on the feedback they provided you, given you hired that individual. Carol Rehder, PT Manager, Physical Therapy Genesis Medical Center rehder@genesis@... A J.D. Power and Associates Distinguished Hospital for providing " An Outstanding Patient Experience " >>> " Ball " 4/6/2010 11:11 AM >>> My feeling is that we have a VERY short time to interview someone and if it's not a good fit, it's hard to walk back from that decision. I think it best (and my supervisor of rehab wife would disagree) to ask at least one question that challenges an applicant in am unexpected way .... that may be an analog to a job situation. For example, be it a PT being pressured from a referring MD, or a patient insisting that they did not miss their appointment because the time listed on their paper at home is different that what is listed in the clinic computer, all employees will be faced with a situation where they are surely " right " and someone else demands a " fix " for what was never the fault of the employee. Everyone seems to give the cliche answer that their greatest weakness is an " excessive attention to detail, " and a great deal of information can be obtained about how the applicant will react in the aforementioned customer sensitive situaion by asking, " You mentioned that your greatest weakness was attention to detail. What would you say if I told you that there is a spelling mistake on your CV? " The reaction you get will tell you more than any traditional question. My wife, by contrast, finds there kinds of interviewing tricks horrifying . . . and she may be right as WITHOUT there tricks, she seems to have one of the best running clinics in her system. M. Ball, PT, DPT, PhD Spinal Manipulative Therapist Doctor of Physical Therapy Charlotte/Concord, NC On Apr 6, 2010, at 9:42 AM, " Deane " wrote: > , > We have a process that seems to work well for us. I do a phone > interview where I discuss their resume' and what there interests are > along with what the job entails. If, after doing their phone > interviews and we are in their top three, I bring them in for a face > to face interview. We are a health system and so the applicant > learns about benefits and then comes to us. I set up a team > interview with 3 or 4 of the staff and we go around the room and ask > the applicant a set of questions that we ask all applicants. > 1.What are your strengths and weaknesses. > 2.What frustrates you most about your current position and what do > you do about it. > 3.What are some personal qualities you could bring to this position > 4. What is your proudest accomplishment > 5. What are some things you would like to avoid in a job > 6. How do you work in groups? What role did you play. > I ask the applicant if he/she would like to ask any questions of the > team. Next I ask the applicant to sit in another room while I talk > to the team and get their opinion about the candidate. I try not to > voice my opinion until everyone else has. > I then go over all the aspects of the job with the applicant > ( usually for the second time) and answer any questions they have. > We do a tour of the facility, introducing them to other members of > the team as they are available. By this time it is close to lunch > and I ask them to stay for lunch to socialize with any staff that > are eating together that day. The applicant and the staff can get a > feel for each other. > I try to make a decision within two weeks depending on what other > applicants there are to interview. Most times we can make the > decision in a week. > We have hired good staff this way and I feel I've given them the > best picture possible of our facility. > I hope that helps. > > Deane > > W. Deane > Rehabilitations Services > Finger Lakes Health > 196 North St. > Geneva, New York, 14456 > Tel: > Fax: > E-Mail: deane.butler@... > > >>> " Hampton " 4/6/2010 12:02 AM >>> > I would appreciate your sharing your most successful questions and > methods > for interviewing physical therapists > > Thanks to you all in advance! > > Hampton PT, WCS, BCB-PMD > > Board Certified Women's Health Clinical Specialist > > Board Certified in Pelvic Muscle Dysfunction Biofeedback > > Herman and Wallace Pelvic Rehabilitation Institute Faculty > > Core Physical Therapy > > The Specialty Clinic > > 1000 McKenzie Avenue, Suite 15 > > Bellingham, WA 98225 > > p: > > f: > > www.corept.org > > <http://www.pelvicrehab.com/> www.pelvicrehab.com > > Quote Link to comment Share on other sites More sharing options...
Guest guest Posted April 6, 2010 Report Share Posted April 6, 2010 I agree that " Behavioral Interviewing " most definitely provides greater insight into the candidate's character and ability to think on their feet in most instances. Of course having them meet with potential peers is priceless! When they have input, they are more apt to make the relationship work, because they supported the hiring decision based on the feedback they provided you, given you hired that individual. Carol Rehder, PT Manager, Physical Therapy Genesis Medical Center rehder@genesis@... A J.D. Power and Associates Distinguished Hospital for providing " An Outstanding Patient Experience " >>> " Ball " 4/6/2010 11:11 AM >>> My feeling is that we have a VERY short time to interview someone and if it's not a good fit, it's hard to walk back from that decision. I think it best (and my supervisor of rehab wife would disagree) to ask at least one question that challenges an applicant in am unexpected way .... that may be an analog to a job situation. For example, be it a PT being pressured from a referring MD, or a patient insisting that they did not miss their appointment because the time listed on their paper at home is different that what is listed in the clinic computer, all employees will be faced with a situation where they are surely " right " and someone else demands a " fix " for what was never the fault of the employee. Everyone seems to give the cliche answer that their greatest weakness is an " excessive attention to detail, " and a great deal of information can be obtained about how the applicant will react in the aforementioned customer sensitive situaion by asking, " You mentioned that your greatest weakness was attention to detail. What would you say if I told you that there is a spelling mistake on your CV? " The reaction you get will tell you more than any traditional question. My wife, by contrast, finds there kinds of interviewing tricks horrifying . . . and she may be right as WITHOUT there tricks, she seems to have one of the best running clinics in her system. M. Ball, PT, DPT, PhD Spinal Manipulative Therapist Doctor of Physical Therapy Charlotte/Concord, NC On Apr 6, 2010, at 9:42 AM, " Deane " wrote: > , > We have a process that seems to work well for us. I do a phone > interview where I discuss their resume' and what there interests are > along with what the job entails. If, after doing their phone > interviews and we are in their top three, I bring them in for a face > to face interview. We are a health system and so the applicant > learns about benefits and then comes to us. I set up a team > interview with 3 or 4 of the staff and we go around the room and ask > the applicant a set of questions that we ask all applicants. > 1.What are your strengths and weaknesses. > 2.What frustrates you most about your current position and what do > you do about it. > 3.What are some personal qualities you could bring to this position > 4. What is your proudest accomplishment > 5. What are some things you would like to avoid in a job > 6. How do you work in groups? What role did you play. > I ask the applicant if he/she would like to ask any questions of the > team. Next I ask the applicant to sit in another room while I talk > to the team and get their opinion about the candidate. I try not to > voice my opinion until everyone else has. > I then go over all the aspects of the job with the applicant > ( usually for the second time) and answer any questions they have. > We do a tour of the facility, introducing them to other members of > the team as they are available. By this time it is close to lunch > and I ask them to stay for lunch to socialize with any staff that > are eating together that day. The applicant and the staff can get a > feel for each other. > I try to make a decision within two weeks depending on what other > applicants there are to interview. Most times we can make the > decision in a week. > We have hired good staff this way and I feel I've given them the > best picture possible of our facility. > I hope that helps. > > Deane > > W. Deane > Rehabilitations Services > Finger Lakes Health > 196 North St. > Geneva, New York, 14456 > Tel: > Fax: > E-Mail: deane.butler@... > > >>> " Hampton " 4/6/2010 12:02 AM >>> > I would appreciate your sharing your most successful questions and > methods > for interviewing physical therapists > > Thanks to you all in advance! > > Hampton PT, WCS, BCB-PMD > > Board Certified Women's Health Clinical Specialist > > Board Certified in Pelvic Muscle Dysfunction Biofeedback > > Herman and Wallace Pelvic Rehabilitation Institute Faculty > > Core Physical Therapy > > The Specialty Clinic > > 1000 McKenzie Avenue, Suite 15 > > Bellingham, WA 98225 > > p: > > f: > > www.corept.org > > <http://www.pelvicrehab.com/> www.pelvicrehab.com > > Quote Link to comment Share on other sites More sharing options...
Guest guest Posted April 6, 2010 Report Share Posted April 6, 2010 We tell our candidates to plan to spend several hours here...... They spend about 30 -45 minutes talking to me, then I turn them loose with the staff. I tell them to ask the staff questions about me, as well as about working here. They move from staff to staff as they are working with patients, then we go out to lunch with whoever on staff is able to get away.. usually about 7-8 of us. The interviewee actually spends more time with staff than with me. Like others, there have been times I liked the candidate, only to have the staff tell me " no way, he/she was ... " I have interviewed this way for many years , I have very little turnover ,usually folks leave because a spouse or family is moving far enough that a commute is not an option. Thagard, Sampson Regional Medical Center 405 Beaman St Clinton, NC 28328 From: PTManager [mailto:PTManager ] On Behalf Of Carol Rehder Sent: Tuesday, April 06, 2010 1:31 PM To: PTManager Subject: Re: interview questions I agree that " Behavioral Interviewing " most definitely provides greater insight into the candidate's character and ability to think on their feet in most instances. Of course having them meet with potential peers is priceless! When they have input, they are more apt to make the relationship work, because they supported the hiring decision based on the feedback they provided you, given you hired that individual. Carol Rehder, PT Manager, Physical Therapy Genesis Medical Center rehder@genesis@... <mailto:genesis%40genesishealth.com> A J.D. Power and Associates Distinguished Hospital for providing " An Outstanding Patient Experience " >>> " Ball " <DrDrewpt@... <mailto:DrDrewpt%40msn.com> > 4/6/2010 11:11 AM >>> My feeling is that we have a VERY short time to interview someone and if it's not a good fit, it's hard to walk back from that decision. I think it best (and my supervisor of rehab wife would disagree) to ask at least one question that challenges an applicant in am unexpected way .... that may be an analog to a job situation. For example, be it a PT being pressured from a referring MD, or a patient insisting that they did not miss their appointment because the time listed on their paper at home is different that what is listed in the clinic computer, all employees will be faced with a situation where they are surely " right " and someone else demands a " fix " for what was never the fault of the employee. Everyone seems to give the cliche answer that their greatest weakness is an " excessive attention to detail, " and a great deal of information can be obtained about how the applicant will react in the aforementioned customer sensitive situaion by asking, " You mentioned that your greatest weakness was attention to detail. What would you say if I told you that there is a spelling mistake on your CV? " The reaction you get will tell you more than any traditional question. My wife, by contrast, finds there kinds of interviewing tricks horrifying . . . and she may be right as WITHOUT there tricks, she seems to have one of the best running clinics in her system. M. Ball, PT, DPT, PhD Spinal Manipulative Therapist Doctor of Physical Therapy Charlotte/Concord, NC On Apr 6, 2010, at 9:42 AM, " Deane " <deane.butler@... <mailto:deane.butler%40flhealth.org> > wrote: > , > We have a process that seems to work well for us. I do a phone > interview where I discuss their resume' and what there interests are > along with what the job entails. If, after doing their phone > interviews and we are in their top three, I bring them in for a face > to face interview. We are a health system and so the applicant > learns about benefits and then comes to us. I set up a team > interview with 3 or 4 of the staff and we go around the room and ask > the applicant a set of questions that we ask all applicants. > 1.What are your strengths and weaknesses. > 2.What frustrates you most about your current position and what do > you do about it. > 3.What are some personal qualities you could bring to this position > 4. What is your proudest accomplishment > 5. What are some things you would like to avoid in a job > 6. How do you work in groups? What role did you play. > I ask the applicant if he/she would like to ask any questions of the > team. Next I ask the applicant to sit in another room while I talk > to the team and get their opinion about the candidate. I try not to > voice my opinion until everyone else has. > I then go over all the aspects of the job with the applicant > ( usually for the second time) and answer any questions they have. > We do a tour of the facility, introducing them to other members of > the team as they are available. By this time it is close to lunch > and I ask them to stay for lunch to socialize with any staff that > are eating together that day. The applicant and the staff can get a > feel for each other. > I try to make a decision within two weeks depending on what other > applicants there are to interview. Most times we can make the > decision in a week. > We have hired good staff this way and I feel I've given them the > best picture possible of our facility. > I hope that helps. > > Deane > > W. Deane > Rehabilitations Services > Finger Lakes Health > 196 North St. > Geneva, New York, 14456 > Tel: > Fax: > E-Mail: deane.butler@... <mailto:deane.butler%40flhealth.org> > > >>> " Hampton " <ehampton@... <mailto:ehampton%40corept.org> > 4/6/2010 12:02 AM >>> > I would appreciate your sharing your most successful questions and > methods > for interviewing physical therapists > > Thanks to you all in advance! > > Hampton PT, WCS, BCB-PMD > > Board Certified Women's Health Clinical Specialist > > Board Certified in Pelvic Muscle Dysfunction Biofeedback > > Herman and Wallace Pelvic Rehabilitation Institute Faculty > > Core Physical Therapy > > The Specialty Clinic > > 1000 McKenzie Avenue, Suite 15 > > Bellingham, WA 98225 > > p: > > f: > > www.corept.org > > <http://www.pelvicrehab.com/> www.pelvicrehab.com > > Quote Link to comment Share on other sites More sharing options...
Guest guest Posted April 6, 2010 Report Share Posted April 6, 2010 We tell our candidates to plan to spend several hours here...... They spend about 30 -45 minutes talking to me, then I turn them loose with the staff. I tell them to ask the staff questions about me, as well as about working here. They move from staff to staff as they are working with patients, then we go out to lunch with whoever on staff is able to get away.. usually about 7-8 of us. The interviewee actually spends more time with staff than with me. Like others, there have been times I liked the candidate, only to have the staff tell me " no way, he/she was ... " I have interviewed this way for many years , I have very little turnover ,usually folks leave because a spouse or family is moving far enough that a commute is not an option. Thagard, Sampson Regional Medical Center 405 Beaman St Clinton, NC 28328 From: PTManager [mailto:PTManager ] On Behalf Of Carol Rehder Sent: Tuesday, April 06, 2010 1:31 PM To: PTManager Subject: Re: interview questions I agree that " Behavioral Interviewing " most definitely provides greater insight into the candidate's character and ability to think on their feet in most instances. Of course having them meet with potential peers is priceless! When they have input, they are more apt to make the relationship work, because they supported the hiring decision based on the feedback they provided you, given you hired that individual. Carol Rehder, PT Manager, Physical Therapy Genesis Medical Center rehder@genesis@... <mailto:genesis%40genesishealth.com> A J.D. Power and Associates Distinguished Hospital for providing " An Outstanding Patient Experience " >>> " Ball " <DrDrewpt@... <mailto:DrDrewpt%40msn.com> > 4/6/2010 11:11 AM >>> My feeling is that we have a VERY short time to interview someone and if it's not a good fit, it's hard to walk back from that decision. I think it best (and my supervisor of rehab wife would disagree) to ask at least one question that challenges an applicant in am unexpected way .... that may be an analog to a job situation. For example, be it a PT being pressured from a referring MD, or a patient insisting that they did not miss their appointment because the time listed on their paper at home is different that what is listed in the clinic computer, all employees will be faced with a situation where they are surely " right " and someone else demands a " fix " for what was never the fault of the employee. Everyone seems to give the cliche answer that their greatest weakness is an " excessive attention to detail, " and a great deal of information can be obtained about how the applicant will react in the aforementioned customer sensitive situaion by asking, " You mentioned that your greatest weakness was attention to detail. What would you say if I told you that there is a spelling mistake on your CV? " The reaction you get will tell you more than any traditional question. My wife, by contrast, finds there kinds of interviewing tricks horrifying . . . and she may be right as WITHOUT there tricks, she seems to have one of the best running clinics in her system. M. Ball, PT, DPT, PhD Spinal Manipulative Therapist Doctor of Physical Therapy Charlotte/Concord, NC On Apr 6, 2010, at 9:42 AM, " Deane " <deane.butler@... <mailto:deane.butler%40flhealth.org> > wrote: > , > We have a process that seems to work well for us. I do a phone > interview where I discuss their resume' and what there interests are > along with what the job entails. If, after doing their phone > interviews and we are in their top three, I bring them in for a face > to face interview. We are a health system and so the applicant > learns about benefits and then comes to us. I set up a team > interview with 3 or 4 of the staff and we go around the room and ask > the applicant a set of questions that we ask all applicants. > 1.What are your strengths and weaknesses. > 2.What frustrates you most about your current position and what do > you do about it. > 3.What are some personal qualities you could bring to this position > 4. What is your proudest accomplishment > 5. What are some things you would like to avoid in a job > 6. How do you work in groups? What role did you play. > I ask the applicant if he/she would like to ask any questions of the > team. Next I ask the applicant to sit in another room while I talk > to the team and get their opinion about the candidate. I try not to > voice my opinion until everyone else has. > I then go over all the aspects of the job with the applicant > ( usually for the second time) and answer any questions they have. > We do a tour of the facility, introducing them to other members of > the team as they are available. By this time it is close to lunch > and I ask them to stay for lunch to socialize with any staff that > are eating together that day. The applicant and the staff can get a > feel for each other. > I try to make a decision within two weeks depending on what other > applicants there are to interview. Most times we can make the > decision in a week. > We have hired good staff this way and I feel I've given them the > best picture possible of our facility. > I hope that helps. > > Deane > > W. Deane > Rehabilitations Services > Finger Lakes Health > 196 North St. > Geneva, New York, 14456 > Tel: > Fax: > E-Mail: deane.butler@... <mailto:deane.butler%40flhealth.org> > > >>> " Hampton " <ehampton@... <mailto:ehampton%40corept.org> > 4/6/2010 12:02 AM >>> > I would appreciate your sharing your most successful questions and > methods > for interviewing physical therapists > > Thanks to you all in advance! > > Hampton PT, WCS, BCB-PMD > > Board Certified Women's Health Clinical Specialist > > Board Certified in Pelvic Muscle Dysfunction Biofeedback > > Herman and Wallace Pelvic Rehabilitation Institute Faculty > > Core Physical Therapy > > The Specialty Clinic > > 1000 McKenzie Avenue, Suite 15 > > Bellingham, WA 98225 > > p: > > f: > > www.corept.org > > <http://www.pelvicrehab.com/> www.pelvicrehab.com > > Quote Link to comment Share on other sites More sharing options...
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