Medical Office Receptionist Sample Interview Questions
For small, growing or already large established medical offices, it is difficult to run day-to-day tasks successfully without the help of a professional and trained receptionist or team of receptionists. You will rely on these employees to take care of all the small but important details, all while being prepared for the challenges involved in receiving in a medical office. To find your top talent, rely on the right questions during the interview. Check out these medical office receptionist sample interview questions you need to ask.
Who Are You Hiring
As you learn about interviewing techniques and delve into these medical office receptionist sample interview questions, are you identifying the kind of candidate you think can fulfill the duties of a medical office receptionist Sure, you want to hire the person with the best credentials, longest experience, greatest references or all three, but have you decided what kind of personality this person should have to work with clients and your staff, the skills they need to handle both essential and non-essential tasks or the patience and hardiness to handle the business of a medical office
Determining the essential attributes of a candidate should go more in depth than what is apparent on their resume. All of these pieces should come together in the questions you ask your interviewee. Before you interview, it’s a good idea to build the perfect employee for this position. Have it ready as you create your interview questions.
15 Medical Office Receptionist Sample Interview Questions
Start with these 15 medical office receptionist sample interview questions that you can modify, add to or go more in depth with as you deem necessary to cull the very best from your candidates.
1.What previous experience do you have as a medical office receptionist Please explain in as much detail as necessary, including main responsibilities.
2.What do you believe are your strongest attributes
3.What are your weakest How do you overcome them
4.Did you have any opportunities at your previous office to save time or money, or increase profit What steps did you take to do so
5.Did you interact with patients or staff In what way did you do so
6.How have you protected the rights and confidentiality of patients in your previous positions
7.On a scale of 1 to 5, 1 being strong dislike, 3 being neutral and 5 being strong like, how much do you enjoy working with other people
8.Were you responsible for scheduling patient appointments
9.If you were responsible for keeping patient accounts up to date, what software or system did you use
10.Have you ever been in a challenging situation with a patient or client and how did you handle it
11.Did you have any non-essential or additional duties in your previous work as a medical office receptionist What were they
12.What computer skills would you bring to this position
13.Why do you believe you can do this job
14.Extra hours are sometimes necessary during busy times; would you be available to work any
15.What is your ideal schedule and what schedule would you be willing to work
Identifying Red Flags
If you look at an interview as only an opportunity to get to know your top talent, you may miss out on an equally important opportunity: uncovering red flags. You can easily verify employment history and education, but it’s much more difficult to weed out exaggerated personal claims that some applicants may use just to land the job. An introverted candidate who strongly dislikes interacting with others may say otherwise in the interview, putting your office in a potential bind in the future.
Red flags also include a mismatch in personality. Your medical office has its own company culture. Is it fast-paced, easy-going, competitive, supportive, customer-focused or employee-focused The candidate you choose should fit with the culture aspects of your company to make the best experience for both of you going forward.
Use these medical office receptionist sample interview questions to discover exaggeration, outright dishonesty or other red flags in your candidates. The best way to do this is by asking for many details and asking follow-up questions that should be answered with personal work experiences. If you uncover any holes in a personal story, ask more questions. This is your time to dig for answers.
Having to take this step may be an uncomfortable idea at first, but it’s a much better alternative to making hiring mistakes that could cost you time, money, and workplace peace in the long run. To learn more about hiring the best candidates, take a look at the other articles and tools on Mighty Recruiter.