The Employer’s Guide to Conducting the PA Job Interview
A well-executed interview allows you to evaluate candidates' qualifications, assess their fit with your practice, and ultimately make informed hiring decisions.
Preparing for the interview is the first step. By clearly defining the job requirements and expectations, reviewing candidates' application materials, and creating a structured interview format, you lay the foundation for a productive interview experience.
Crafting thoughtful and relevant interview questions is crucial to gathering meaningful information about the candidates. We will explore different question types, including behavioral, situational, technical, and cultural fit questions, which can help you assess candidates' skills, and alignment with your practice's values and mission.
I. Preparing for the PA Job Interview
a) Select your top 3-4 candidates for the interview
After you share the job posting, you will receive several resumes and cover letters from interested PA candidates.
Is the applicant a qualified PA? When screening applications, verifying the PA applying is a qualified Physician Assistant, which includes completing an accerdited PA program in Canada or the US, and being registered with the Canadian Association of Physician Assistants (CAPA).
Resume and Cover Letter: Carefully review each candidate’s resume to assess qualifications, background, and experience. Rate your top candidates.
Select a minimum of 3-4 candidates to interview for 1 PA job. Interviewing more than one candidate
b) Determine who will be in the interview panel
This may include a representative from management, a clinical manager that the future PA hire may interact with, HR, chief of staff of the department, supervising physician(s), and any currently practicing PAs. Different stakeholders provide unique perspectives and insights.
Interviewers also take turns asking questions.
b) Determine the format of the Interviews
Phone Interviews: Phone interviews are typically conducted as an initial screening step before inviting candidates for in-person or virtual interviews. They are often used to assess a candidate's basic qualifications, communication skills, and general fit for the position.
In-Person Interviews: In-person interviews involve candidates visiting the employer's location for a face-to-face meeting. This traditional format allows for direct interaction and observation of non-verbal cues.
Virtual Interviews: Virtual interviews have gained prominence, especially in situations where distance or remote work is a factor. They are conducted using video conferencing platforms such as Zoom, Microsoft Teams, or Skype. This has become the most common format since the pandemic.
c) Schedule the Interviews
The easiest is usually over a period of 2-3 hours, back to back so its easy to compare notes and also have all interviewers available at the same time. Interviews typically take 20-30 minutes, leaving 10 minutes or for interviewers to discuss impressions and thoughts on the candidate.
d) Create a structured interview format
Structuring the interview helps ensure consistency and fairness throughout the process. Develop a comprehensive interview format that includes a set of predetermined questions and topics to cover.
Sample Interview Format:
Introduction & Overview of the Interview Process: Start with a brief introduciton about the practice, mission and values. Provide an overview of the PA role and responsibilities.
Explain the interview format and provide clear instructions: Explain if this is a panel interview, 1-on-1 discussion, including how long it will last.
Encourage open communication and active listening: Encourage candidates to express thoughts & ideas freely. Maintain eye contact and demonstrate attentive body language (video on for interviewers and interviewees during virtual interviews).
Conduct the Interview:
Ask questions that prompt detailed responses: See the next section “II. Craft the Interview Questions” for types and examples of interview questions.
Use follow-up questions to dig deeper: To gain further insights into candidates' experiences and perspectives, use follow-up questions strategically. These questions can help you explore specific aspects of their previous roles, challenges they faced, and the outcomes of their actions. By asking for additional details, you can assess their critical thinking abilities and decision-making processes.
Assess Candidate’s Qualifications: While listening to the PA candidate’s responses, evaluate and reflect on the PA’s knowledge, skills, experience and overall fit. You can use an evaluation sheet to rate, assess and make notes on each candidate.
Allow the candidate to Ask the interviewers Questions: After providing initial responses, encourage candidates to ask follow-up questions or seek further clarification. This demonstrates your willingness to engage in a meaningful dialogue and ensures that candidates have all the information they need to make an informed decision. Remember, addressing candidate questions is an opportunity to showcase your practice as an attractive employer and to build a positive impression.
Wrap up the Interview
Discuss next steps and timeline: Inform candidates about the next steps in the hiring process, such as reference checks, and provide them with a timeline for decision-making (e.g. within 1 week). Clearly explain how and when they can expect to hear back from you regarding the outcome of the interview.
Express appreciation and reinforce interest: Express your appreciation for their time, interest, and participation in the interview process.
Debrief and Evaluate: Once the PA candidate has left the interview, have the interviewers debrief and discuss overall impressions.
This format can serve as a guide to ensure all candidates are assessed on the same criteria.
II. Craft the Interview Questions
Thoughtful and relevant questions enable you to gather meaningful information about the candidates' skills, experiences, and compatibility with your practice.
Select the top 4-5 Interview Questions that you’ll ask each candidate.
a) The different types of interview Questions:
Traditional Questions are typical interviews questions such as “Tell me about yourself”, “Why are you interested in this position?
Behavioural Questions assess skills and competencies: Behavioral questions are designed to understand how candidates have handled specific situations in the past and provide insights into their skills and competencies.
These questions typically begin with phrases like "Tell me about a time when..." or "Give me an example of..."
Situational questions to gauge problem-solving abilities: Situational questions present hypothetical scenarios that candidates may encounter in their day-to-day practice. These questions help assess candidates' problem-solving skills, critical thinking abilities, and decision-making processes.
For example: i) How would you handle a situation where you disagreed with a physician's treatment plan for a patient? ii) If you had multiple patients with urgent needs and limited resources, how would you prioritize their care?
Cultural fit questions assess alignment with the practice’s values and mission: These questions help you gauge candidates' professional ethics, communication styles, and adaptability.
Consider asking questions like: i) How do you ensure effective communication and collaboration with colleagues from diverse backgrounds? ii) How do you stay updated with advancements in healthcare and incorporate evidence-based practice into your work?
Clinical Scenario Questions: Although not as commonly used for PA interviews, some employers opt to ask clinical scenario questions to assess PA candidates’ depth of understanding in their field of experience.
e.g. in a PA interview for a Family Medicine position, you could consider asking: “Scenario: A pediatric patient is brought in with a persistent cough and difficulty breathing. How would you evaluate and manage this case?
See below “c) Clinical Scenario Interview Questions” for more examples
b) Sample Questions
Here are a few behaviourial, situational and cultural fit questions you can ask during the interview:
Can you tell us about yourself?
Why are you interested in the role?
Tell us about your experience as a PA, or your experience in PA school and how has this prepared you for this role?
Describe a challenging situation you faced in your previous role as a physician assistant and how you resolved it.
How do you approach collaborating with other healthcare professionals in a team-based care setting?
Can you provide an example of a time when you had to communicate complex medical information to a patient or their family in a clear and understandable manner?
How would you handle a situation where you disagreed with a physician's treatment plan for a patient?
How do you prioritize your tasks and manage your time effectively in a fast-paced clinical environment?
Describe a situation where you had to make a difficult decision regarding patient care. How did you approach it, and what was the outcome?
How do you ensure cultural sensitivity and competency in your interactions with patients from diverse backgrounds?
How do you handle feedback or constructive criticism from supervisors or colleagues?
Can you provide an example of a time that you made a mistake in a clinical setting, and discuss how you navigated that situation?
Share an example of a time when you had to adapt your approach or treatment plan based on new information or changes in a patient's condition.
Describe a time when you identified an opportunity to improve a process or procedure in your previous practice. How did you implement the change?
How do you maintain professionalism and ethics in your practice as a physician assistant?
How do you handle stressful situations or high-pressure environments?
Can you provide an example of how you have demonstrated leadership skills in your previous role as a physician assistant?
How do you stay updated with current medical guidelines and best practices?
Discuss your approach to continuing professional development and staying updated with advancements in healthcare.
c) Clinical Scenario Questions
These scenarios aim to assess candidates' clinical reasoning, decision-making skills, and their ability to apply medical knowledge to practical patient cases.
Clinical scenario questions are based on specific areas of your practice that reflect your unique patient population or practice focus. If you choose ot include “clinical scenario questions”, consider asking only 1 question in addition to traditional, behavioural, situational interview,
Family Medicine Clinical Scenario PA Interview Questions Examples
Scenario: A patient presents with flu-like symptoms and a high fever. How would you assess and manage this patient?
Scenario: A patient with a history of hypertension and diabetes comes in for a routine visit. How would you approach their care and address their chronic conditions?
Scenario: A pediatric patient is brought in with a persistent cough and difficulty breathing. How would you evaluate and manage this case?
Scenario: An elderly patient presents with multiple chronic conditions and is taking several medications. How would you ensure safe medication management and coordinate their care?
Scenario: A pregnant patient in her third trimester reports experiencing sudden swelling in her legs and hands. How would you assess and address this concern?
Scenario: A patient with a family history of heart disease presents with chest pain. How would you approach the evaluation and management of this potential cardiac issue?
Scenario: A patient comes in with symptoms suggestive of depression and anxiety. How would you assess their mental health and develop a treatment plan?
Scenario: A patient presents with a skin rash of unknown origin. How would you evaluate and manage this dermatological condition?
Scenario: A patient with a history of substance abuse seeks assistance in quitting smoking. How would you support them in their smoking cessation journey?
Scenario: A patient is concerned about their weight and wants to discuss strategies for healthy weight management. How would you approach this discussion and provide guidance?
III. Assess and Rate the PA Interview Candidates
Throughout the interview, consider each PA candidate's responses in relation to the specific needs and values of your practice. Look for alignment between their qualifications and the requirements outlined in the job description.
Assess not only their technical abilities but also their interpersonal skills, professionalism, and potential to contribute positively to your practice's culture.
Here are a few criteria you can consider:
Clinical Knowledge and Skills:
Demonstrates strong understanding of medical concepts and evidence-based practice.
Applies clinical knowledge effectively in case scenarios and patient interactions.
Exhibits proficiency in relevant procedures, assessments, and diagnostic techniques.
Communication and Interpersonal Skills:
Communicates clearly and effectively with patients, colleagues, and other healthcare professionals.
Listens attentively and demonstrates empathy and compassion.
Adapts communication style to diverse patients and effectively explains medical information.
Critical Thinking and Problem-Solving:
Analyzes complex medical situations and formulates appropriate differential diagnoses.
Demonstrates logical and systematic thinking in problem-solving.
Exhibits the ability to make sound clinical judgments and decisions.
Professionalism and Ethics:
Displays professionalism in appearance, demeanor, and conduct.
Upholds ethical standards and maintains patient confidentiality.
Demonstrates a commitment to continuing professional development and lifelong learning.
Teamwork and Collaboration:
Works effectively in a multidisciplinary team environment.
Demonstrates good interpersonal skills and fosters positive relationships.
Participates actively in collaborative decision-making and contributes to a harmonious work environment.
Adaptability and Flexibility:
Adapts well to changing clinical situations and work demands.
Exhibits resilience and maintains composure in stressful situations.
Demonstrates willingness to learn and grow in a dynamic healthcare setting.
Cultural Competence and Patient Advocacy:
Shows awareness and respect for diverse cultural backgrounds and practices.
Advocates for patients' needs and promotes patient-centered care.
Demonstrates sensitivity and understanding of cultural influences on healthcare.
Overall Impression and Fit:
Exhibits genuine interest in the role and organization.
Demonstrates enthusiasm, motivation, and a strong work ethic.
Aligns well with the organization's values, mission, and culture.
IV. Next Steps
Debrief and Evaluate: Gather the interviewers and conduct a debriefing session. Discuss each candidate's performance, strengths, weaknesses, and overall fit for the role. Review the notes, ratings, and rankings from the interviews. This collaborative discussion helps consolidate impressions and perspectives, leading to a more comprehensive evaluation.
Reference Checks: Reach out to the candidate’s references to gather additional insights about the candidates' qualifications, work ethic, and interpersonal skills. Reference checks can provide valuable information that supports the decision-making process. Prepare a list of relevant questions to ask the references to gather specific feedback.
Follow-up Communications: Send personalized thank-you emails to each candidate who participated in the interview process. Express your appreciation for their time, reiterate your interest in their candidacy, and provide a general timeline for the next steps. Prompt and courteous follow-up communications help maintain a positive candidate experience.
Decision-Making: Review the interview notes, ratings, rankings, reference check feedback, and any additional assessment results to inform your decision-making. Consider each candidate's qualifications, skills, experience, cultural fit, and overall impression. Aim to make an objective and well-informed decision based on the gathered information.
Offer Preparation: If you have identified the top candidate(s), begin preparing the job offer. Determine the compensation package, including salary, benefits, CME funding and educational days, and any other relevant details. Ensure that the offer aligns with the market rates and your organization's policies. Prepare the offer letter and any necessary contractual documents.
Communicate the Decision: Once the job offer is prepared and finalized, communicate the decision to the selected candidate. Schedule a time to discuss the offer and address any questions or concerns they may have. Email a copy of the job contract for the candidate to review. You should provide 1-2 weeks to review the offer. If the candidate accepts the offer, provide them with the necessary instructions and paperwork to proceed with the onboarding process.
Notify Other Candidates: Once the selected candidate has formally accepted the offer, promptly notify the other candidates who participated in the interview process. Express your appreciation for their interest and time spent on the application and interview. Provide them with closure and maintain a positive relationship for potential future opportunities.
Final notes
As a PA employer, conducting thorough and well-structured job interviews is key to identifying the right candidate for your practice. Remember to tailor your approach based on the specific needs and values of your organization.
We hope that this guide has provided you with valuable insights and practical tips for conducting successful PA job interviews. Best of luck in finding the perfect PA candidate who will contribute to the growth and success of your practice.
