“What services/procedures/products have you had experience with in previous positions and how do you rate your expertise with each of these treatments?”
If you ask a provider to explain their competence with various procedures and then to rate that competence (1 = they wouldn’t treat their mom and 10 = they would treat Miss America), you will have a better understanding of how a candidate views their skills. Those answers can lead to clarifying questions if needed.
“How have you worked with Good Faith Exam processes in the past?”
Explore whether the candidate has had to complete GFEs for others previously, or if they are already familiar with conducting these pre-treatment exams that are required in many states before an RN injector can treat a new patient. Clearly define this process before you hire an injector.
“Have you received CME stipends from past employers and how have you used it to develop your skills?”
If you provide a CME stipend, this is a very valuable benefit, so it is good to discuss how they would use it during the interview process. Plus, it also opens up a good discussion about ongoing training options within the practice vs. what the candidate needs to provide on their own.
“Describe how you have worked with Medical Directors in previous practices and what support/direction you find most valuable from them?”
Medical directors have various levels of interaction with staff, so you want to be sure you understand your candidate’s relationship with this role and how they communicated in the past. Will they support training? Do they sign off on charts? Are they involved in the hiring process?
“What are your career goals once you begin working here? Do you have thoughts on compensation changes as your patient base grows?
What are your goals for simply working the required hours vs. training or getting involved in the practice or the industry?” I’m shocked at the number of candidates I speak with that tell me their goal is to get hired by a practice, work a couple of years and then leave to start their own business. You don’t want those providers in your practice either, so discuss how you support injectors as tenure grows as well as your expectations for retention.
“How have you been compensated by previous employers?”
Compensation questions are very important. There is tremendous variability for compensation across practices, credentials, geography and experience levels, so this needs to be discussed early on in the interview process. Often you will gain great trust and loyalty with injectors by sitting down with them when the first check is cut and walking them through the bonus structure so they know exactly how they are paid and how you get to that number. Transparency in pay is the number one reason that I suggest paying bonuses on gross productivity instead of net revenues.
“What is your plan for growing/building a patient base if we hire you for this position?”
Many practices expect the new injector to build their practice from scratch, and conversely many injectors expect their practice to do all of the marketing for them. Having this discussion during the interview process establishes how you can work together to build a strong patient base for the new injector. Never hire an injector with the expectation that they will bring a “Book of Business” with them.
“What is your comfort level with social media/Instagram and is there anything out there that could compromise our promotion of you in our business?”
The internet is forever — old posts and comments can come back to haunt people down the line. Unfortunately, we have learned the hard way that you need to ask this during the interview process. You should also go over your social media policy and expectations with the candidate so there are no surprises later. You also may expect a level of competence with social media that the injector doesn’t have, so if you require them to post, be prepared to discuss guidelines or provide training if necessary.
Remember that the interview should create a mutually satisfying partnership for both the injector and the employer, so be sure to discuss needs from both viewpoints. Creating a strong set of goals early on in the interview process will help you find the right person for the right job and reduce staff turnover!
Guest blog post by Mary Beth Hagen of https://titanaestheticrecruiting.com