Checking a PA candidate’s references

You've reached the crucial stage of the hiring process for a physician assistant (PA). You've conducted interviews, reviewed resumes, and narrowed down your options to the top 2 or 3 candidates.

Now, it's time to take the next step and dig deeper by checking their references. This step can provide valuable insights and help you make an informed decision about who to extend that final job offer to.

When it comes to hiring a physician assistant, finding the right fit for your healthcare team is essential. These dedicated professionals play a vital role in providing quality care and supporting physicians in their daily practice.

As you know, the interview process can provide valuable information about a candidate's qualifications and suitability for the position.

However, checking references takes your evaluation a step further, giving you a clearer picture of the candidate's abilities, work ethic, and compatibility within your healthcare setting.

Who can service as a reference for a PA?

When conducting reference checks for a PA candidate, it's crucial to consider the credibility and relevance of the individuals you contact. The insights provided by references who have worked closely with the candidate can significantly impact your decision-making process.

The most frequent individuals who are used as references include:

• Physician or Surgeon

• Physician Assistant

The PA or MD may have served in a capacity as a preceptor or supervisor. Ideally the reference has observed the PA directly in a clinical setting in a similar or relevant specialty.

Skills are transferable, and there is value in having a family medicine supervising physician comment on a PA candidate’s ability applying to an Emergency medicine PA position.

Step 1: Confirm the References

Some PA candidates provide a list of their references when submitting their cover letter and resume, and others have “References Available Upon Request” in order to protect privacy of contact information of trusted references.

1. Reach out to the PA candidate: Get in touch with the candidate and kindly request the contact details of their references. Ask for the names, professional titles, phone numbers, and email addresses of each reference. It's essential to gather as much information as possible to make the reference check process smooth and efficient.

2. Prepare for the reference check: Take a moment to familiarize yourself with the references' professional backgrounds and their relationship to the candidate. This will give you a better context for the upcoming conversations.

Step 2: Establish Rapport with the PA’s references

Building a positive connection at the start of the conversation creates an atmosphere of trust and encourages references to provide more open and honest insights.

Start off the conversation with:

1. Introducing Yourself and Your Role: When you reach out to the references, introduce yourself and explain your role in the hiring process. Let them know that you value their input and that their feedback is essential in making an informed decision. By establishing your credibility and purpose, you set the foundation for a productive conversation.

2. Be Friendly and Respectful: Approach the reference check as a conversation rather than an interrogation. Be friendly, courteous, and respectful throughout the call. Show genuine interest in their perspective and appreciate the time they are taking to provide feedback.

3. Express Gratitude for Their Input: Acknowledge the value of their insights and express gratitude for their time. Let them know that their feedback is instrumental in ensuring a successful hiring process.

Step 3: Ask Relevant Questions to your Reference

When it comes to checking a PA candidate's references, having a well-crafted script can help ensure that you cover all the essential aspects and helps you compare candidates objectively.

It's crucial to ask specific questions that address key areas relevant to the physician assistant role. Consider the candidate's clinical skills, ability to communicate effectively, teamwork, problem-solving skills, and work ethic. By focusing on these areas, you'll gain valuable insights into the candidate's capabilities and their fit within your healthcare team.

Sample Questions to Ask

• How long did the candidate work with you, and in what capacity?

• Can you describe the candidate's clinical skills and their ability to handle complex medical cases?

• How well does the candidate communicate with patients and other healthcare professionals?

• Did the candidate demonstrate the ability to work effectively as part of a healthcare team?

• Can you comment on the candidate's problem-solving skills and adaptability?

• Did the candidate show initiative and a strong work ethic?

• Are there any areas for growth or improvement?

• Was there a time when the candidate faced a professional challenge or received constructive feedback?

While it's important to focus on the candidate's strengths, don't shy away from discussing areas where they may have room for growth.

It's essential to have a balanced view of the candidate's abilities to assess their potential fit within your practice.

Step 4: Take Notes & Analyze the Responses

During the reference check process, active listening plays a crucial role in capturing valuable insights about the PA candidate including abilities and work style.

• Take Comprehensive Notes: While actively listening, take detailed notes to capture the key points shared by the reference. Summarize their feedback, highlighting both positive aspects and areas for improvement. Organize your notes in a way that allows for easy reference when comparing candidates later in the hiring process.

• Look for Patterns and Themes: As you engage in multiple reference checks, be on the lookout for patterns and common themes in the feedback provided. Are there consistent remarks about the candidate's teamwork skills or clinical proficiency? Identifying these patterns can help you gain a more accurate and well-rounded understanding of the candidate's capabilities.

• Clarify and Ask for Examples: If something is unclear or you would like more information, don't hesitate to seek clarification from the reference. Ask for specific examples or anecdotes that illustrate the candidate's skills or achievements. These real-life scenarios provide concrete evidence and enhance your understanding of the candidate's performance.

Step 5: Weigh the Information and Make a Decision

As you gather feedback from the references during the reference check process, it's important to trust your judgment and consider the information in conjunction with other aspects of the candidate's profile.

While the references' insights are valuable, it's essential to balance them with your own observations and assessments.

1. Taking a Holistic Approach: Reference checks provide valuable input, but they are just one piece of the puzzle. Consider the entire PA candidate's profile, including their resume, interview performance, qualifications, and any other assessments conducted throughout the hiring process. Each aspect contributes to a holistic view of the candidate's suitability for the PA position.

2. Evaluating Consistency: Look for consistency among the feedback received from different references and other evaluation methods. If multiple references highlight similar strengths or areas for growth, it adds credibility to those observations. On the other hand, if there are conflicting opinions, carefully consider the context and try to understand the varying perspectives.

3. Trusting Your Instincts: As an employer, you possess expertise and intuition that can guide your decision-making process. Trust your instincts and consider your own observations and interactions with the candidate. Take into account the overall impression they made during the interview and how well they align with your practice's values and culture.

4. Weighing the Information: Carefully weigh the information gathered from references and other evaluation methods. Consider the relevance and importance of each piece of feedback in relation to the candidate's overall qualifications and fit for the role. Ultimately, it's your responsibility to make the final decision based on a balanced assessment of all available information.

Final notes

Checking a PA candidate's references is an essential step in the hiring process. By confirming the references, crafting an effective script, establishing rapport, actively listening, probing for specific examples, considering the credibility of the references, and trusting your judgment, you can gather valuable insights that will assist you in making the best decision for your healthcare team.