Screening Candidates to Ensure the Best Fit

Screening a hospitalist candidate goes beyond reviewing a resume and performing the necessary background and reference checks. It is also important to consider whether the candidate is a good “fit” for your organization. For example, does he or she share the majority of the organization’s work styles, philosophies, and goals?

When assessing whether a candidate is a good fit, first you must candidly consider the style of your department and organization. Address questions such as:
1. Does the organization value individual performance or team play?
2. Is the organization’s style loose or structured with regard to schedules, coverage, etc.?
3. How social is the department and organization?
4. Does the position entail taking risks, or it more suited to a cautious hospitalist?
5. How much value does the organization place on saving money and improving the bottom line?

Next, develop a checklist of all of the qualities you are seeking in a hospitalist. Begin by addressing the following questions:
1. Do you need a team player or an independent performer?
2. Do you want a physician who will stay for 20 years or for five?
3. Are community involvement and civic contributions important?
4. What does the candidate’s background tell you about his or her ability to fit in with your organization?

While there is no fail-safe method for assessing candidates, a careful appraisal of your organization coupled with a detailed exploration of a candidate’s personal and professional goals will help you better determine if he or she is a good match.