The One Interview Question You Need To Be Asking

One of the most important elements of operating a successful chiropractic practice is building a strong team. Whether you’re just starting to interview potential employees or are looking to expand your team, keep this very important interview question in mind.

The Big Three

When it comes to interviewing candidates, there are three main questions you are trying to answer: 1) Can you do the job? 2) Will you love the job and 3) Will we love working with you? If it came down to it, there is one real question you want the candidate to answer, and that is why they want the job. It is the most important as it will inform the other three questions you have. The answer as to why they want the job will let you know things they are good at, whether or not they want to do good for others, or good for themselves.

In fewer words, the “big three” just asks for the candidate’s strengths, motivations, and how well they’ll fit. Every interview question you’ve ever asked or been asked is a sub-set of the “big three”. The strengths assessment is pretty straightforward — they either have the ability to complete the job, or they don’t. The fit question is a bit trickier as you try to line up personal preferences, behavior, relationships, values, and the culture of your practice. That leaves motivation is the most important thing to take from an interview. The answer to the question of motivation, “Why do you want this job?” reveals the candidate’s bias:

  • If they speak about the impact and positive effect they could have on patients, their bias is most likely to do good for other people.

  • If their response is about how the position would allow them to leverage their strengths and skills, their bias is most likely to do things they are good at.

  • If they talk about how the job could fit with their own goals or helps them to achieve their personal goals, their bias is most likely to do with things that are good for them.

When you have an understanding of their bias, you have an understanding of where to go with the interview. For example,

  • If their bias fits with what you’re looking for in a candidate, go on to discuss strengths and fit.

  • If you are unsure, ask more questions about their motivations by going into different levels of why or impact questions until you’re sure.

  • If their bias is not in line with what you are looking for, don’t waste your time or the candidate’s time and end the interview, but conclude the interview respectfully.

When it comes to the interview process, order matters. If you start the interview by analyzing strengths and then asking why they want the job, they may try to fit their answer to what they think you want to hear based on your earlier questions. Or, if you start by asking about fit and then follow with questions about motivation, they may try to mold their responses to convince you that they are a great fit. If you start with questions of motivation, you won’t have to worry about any biases.

No matter what the position is you are looking to fill, you want to be sure you are surrounding yourself with a team that fits into a positive working culture at your practice. When it comes to interviews, be sure that the person you are interviewing is the most important task in your interview. For more tips on how to find and keep great hires, contact us for a free coaching call!