Questions to ask Employers during the PA Job Interview

A PA job interview is not just an opportunity for the employer to evaluate your qualifications and suitability for their practice, but also a chance for you to assess whether the position aligns with your aspirations and goals.

By asking insightful questions, you can gain valuable insights into the practice, its culture, and the support it offers to its PAs. Such information will enable you to make an informed decision that paves the way for a fulfilling and successful career.

Do not ask all questions listed here. Instead, select a few beforehand to ask based on your specific interests and priorities.

I. Questions you can ask a PA Employer during a Job Interview

Although civilian PAs have been working in Canada since 2006, there’s no question that integrating them is still a work in progress.  If you are lucky, you’ll be applying for jobs where the supervising physicians and hospitals already have PAs and have worked out some (but probably not all) of the bugs in the system.  Most of the time, however, you’re likely to be the first PA your potential employer has ever met.  But if they want a PA, they should at least have thought through why they want a PA and how they’ll use one.

If they don’t offer up that information during the interview, here are some questions you may want to put to them:

a) Questions about the PA Role

1. How much direct experience have you had with PAs in Canada or the US?

2. How do you intend to use a PA in your practice (history and physicals only?  Filling out paperwork?  Will there be any procedures?   Telephone follow-ups with patients/pharmacies/referrals?)

3. Will the PA see all types of patients (including those with acute, complicated medical problems?)

4. What is the typical work schedule and patient load for a PA in this practice?

5. What are your expectations for transitioning a PA into your practice (i.e. how much time will you spend training, how much supervision, and transition to more autonomy)

6. How many physicians would the PA work with?  Are there any physicians who are opposed to hiring/supervising a PA?

7. [If office or clinic-based] Do you have hospital privileges?  Would you expect to use the PA in the hospital?  How would you approach the hospital about obtaining privileges for the PA?

b) Questions around Allied Health

1. (If they have an RN or NP or other allied health)  How do other staff members feel about your decision to hire a PA?  What type of interaction/relationship would the PA have with them?  How will you educate/prepare staff for the addition of a PA to the team?

2. What types of orders will the PA be able to write (medication, diagnostic tests, discharge instructions etc.)?  Will there be any exceptions (i.e. narcotics)?

3. How will you obtain or create medical directives for the PA (and how much of this will fall on the PA’s shoulders?)

4. If you take medical clerks/residents in your practice, how would you divide the responsibilities between them and the PA?  Would the PA be supervising any of these clerks/residents?  Would the PA at any time fall under the supervision of a resident?

c) Questions about Patient Care Philosophy

1. How would you describe your patient population?

2. How would you describe your philosophy/approach to patient care?

d) Questions about Career Development

1. What is the onboarding process like for new PAs?

2. How open would you be to preceptoring PA students/clerks in partnership with your PA?

3. I’m very interested in _______________ (social media, research, teaching, procedures etc.).  How open would you be to helping me develop that interest as part of your practice?

4. What is the practice's approach to continuing medical education (CME) and continuing professional development (CPD) for PAs?

5. Are there opportunities for leadership roles or involvement in practice management

e) Other Questions

1. [If this is an Ontario PA Career Start Grant position], how will you fund the position when that program ends (in one to two years)?

2. [if a Temporary position] My hope is to work with a practice long term, would there be an opportunity for this position down the line to become permanent?

II. Questions to avoid during an interview

While it's important to ask insightful and relevant questions during a job interview, there are certain topics or questions that are generally considered inappropriate or unprofessional.

1. Personal or invasive questions: Avoid asking questions about the interviewer's personal life, family, or any other sensitive personal information.

2. Salary or compensation details*: As mentioned earlier, it's generally not appropriate to ask specific salary-related questions during the initial stages of the interview process. Save these discussions for later stages or negotiation phases.

3. Benefits and time off*: Similar to salary, it's best to wait until an offer has been extended or during later discussions to inquire about specific details regarding benefits, vacation time, or other perks.

4. Company's financial status or stability: It's generally not appropriate to directly ask about the financial stability or health of the company. This information is typically disclosed by the employer if it becomes relevant or necessary during the hiring process.

5. Legal or discriminatory questions: It's important to be aware of laws regarding discrimination and avoid asking questions related to age, gender, race, religion, marital status, or any other protected characteristics.

6. Questions already addressed during the interview: Pay attention during the interview and avoid asking questions that have already been covered in previous discussions. It shows a lack of attentiveness and preparation.

[*] Is it okay to ask about salary and benefits during a PA job interview?

It's important to keep in mind that salary negotiations are typically conducted after the initial job offer has been extended. The interview stage is more focused on assessing your qualifications, fit with the practice, and mutual interest in moving forward. Therefore, it's usually more appropriate to save detailed salary discussions for later stages of the hiring process.

We recommend holding off the discussion of salary until a job offer is extended to you AFTER the job interview.

If you decide to ask during the PA job interview, be sure to approach the topic of salary in a tactful manner. Instead of asking directly about the salary, you can ask about the overall compensation package or inquire about the range of compensation for the position. This allows the employer to provide information without getting into specific numbers.

Remember, each interview and job opportunity may have different dynamics and expectations. It's important to use your judgment and consider the context of the interview when deciding when and how to discuss salary matters.

Final notes

Remember, a job interview is a two-way process. While the employer evaluates your qualifications and fit for the role, you also have the opportunity to assess the practice and determine if it aligns with your career aspirations, values, and work-life balance goals. Asking relevant questions helps you gather the necessary information to make an informed decision about accepting a position.

Tailor these questions to your specific interests and priorities. Consider the culture, values, and professional development opportunities that are important to you as a PA. By doing so, you can ensure that you find a practice that supports your growth, provides a fulfilling work environment, and allows you to make a meaningful impact on patient care.