The Top 5 Recruiting Questions to ask, when recruiting physicians, nurse practitioners and physician assistants.
These 5 approaches are designed to be used after the candidate has expressed some interest in one of your roles. This is likely after they applied to your position and/or responded to your text or email. Recruiting top medical professionals—physicians, nurse practitioners (NPs), and physician assistants (PAs)—requires more than just presenting job opportunities. It’s about understanding their motivations, goals, and needs while ensuring they are the right fit for the position. Asking the right questions in the right way can make all the difference.
- What was MOST compelling about the position details that made you respond to me?
- This tells you their big or main motivators. This tells you how to recruit them and what’s most important to them.
- What are your long-term career goals? What do you want to be doing in 5-10 years?
- This tells you how much their answer is aligned with what you have to offer. Can they accomplish this within your organization? Or can your role be a steppingstone for them in their goals? If your role can’t even be a steppingstone for them, this may not be a candidate worth recruiting.
- If you are recruiting someone NOT actively looking for a new position, “since no job is perfect, if you could change 1-2 things about your current role, what would they be?”
- This tells you what type of jobs they will entertain looking at, so you can better recruit them later.
- What’s the main reason you are looking for a new position at this point?
- This tells you what they don’t want. If your position has the same problem or issue, it may not be worth moving forward.
- If you could hand carve your ideal position, what would that look like?
- This tells you what’s ideal for them in their next role and whether it matches what you have open right now.
How to Ask the Right Questions When Recruiting Physicians, Nurse Practitioners, and Physician Assistants
1. The Art of Asking Recruiting Questions
Be Conversational and Engaging
Instead of jumping straight into formal interview-style questions, start with a warm and engaging tone. Medical professionals receive countless recruitment messages, so standing out requires a genuine, relationship-focused approach.
- Start with an introduction: “Hi Dr. Smith, I’m [Your Name] from [Company]. I came across your profile and wanted to introduce an opportunity that aligns with your background. Before diving in, I’d love to learn more about your career goals—do you have a few minutes to chat?”
- Make it about them: Focus on their career path and aspirations before discussing job details.
Listen More Than You Speak
After asking a question, give them space to respond. This builds trust and allows you to tailor your approach based on their answers.
Use Open-Ended Questions
Avoid simple “yes” or “no” questions. Instead, use open-ended questions to encourage detailed responses.
Use verbal pausing
This means going slow through your questions, pause for 2-3 seconds in the middle of your question, while using a curious tone. This gets the candidate to really think about the question and really think about their answer before they respond.
2. Key Recruiting Questions to Ask Physicians, NPs, and PAs
Understanding Their Career Goals
Before presenting an opportunity, gauge where they are in their career and what they are looking for.
- “What are you looking for in your next role?”
- “What aspects of your current job do you enjoy the most?”
- “What would make you consider a career change?”
- “Are you more interested in clinical work, leadership roles, or research opportunities?”
Assessing Their Clinical and Specialty Preferences
Each provider has specific interests, and aligning a role with their preferences increases the chances of a successful placement.
- “What patient population do you enjoy working with most?”
- “Are there any procedures or clinical areas you’d like to focus on more?”
- “Would you prefer an inpatient, outpatient, or hybrid setting?”
- “Do you have a preference for working in private practice, hospital systems, or academic institutions?”
Evaluating Their Work-Life Balance Preferences
Burnout is a common concern in healthcare, so understanding their desired schedule and work-life balance is crucial.
- “What does your ideal work schedule look like?”
- “Are you open to working nights, weekends, or on-call shifts?”
- “How important is work-life balance to you when considering a new role?”
Salary and Compensation Expectations
Compensation is a significant factor in job decisions. Approach this topic carefully to gauge their expectations without making it seem transactional.
- “What salary range are you targeting in your next role?”
- “Besides salary, what other benefits or incentives are important to you (bonuses, loan repayment, relocation assistance, etc.)?”
- “Do you have specific financial goals that a new position should help you achieve?”
Geographical and Relocation Preferences
Many medical professionals are open to relocating, but you need to understand their flexibility.
- “Are you open to relocating, or are you focused on opportunities in a specific area?”
- “What are your key location preferences (city size, climate, proximity to family, etc.)?”
- “If considering relocation, what factors would be most important in your decision?”
Cultural and Organizational Fit
Understanding their preferred work culture ensures they will thrive in the new environment.
- “What type of work culture do you perform best in?”
- “How do you like to interact with colleagues, administrators, and support staff?”
- “What values or mission statements resonate most with you in an employer?”
Licensing and Credentialing Considerations
Each state has different licensing requirements. Ensure they have or are willing to obtain the necessary credentials.
- “Which states are you currently licensed in?”
- “Are you open to obtaining additional state licenses if needed?”
- “How soon would you be available to start if the right opportunity came along?”
Exploring Long-Term Career Aspirations
Some candidates seek growth opportunities, while others prefer stability.
- “Where do you see your career in the next 5-10 years?”
- “Are you interested in leadership, mentoring, or teaching roles in the future?”
- “Do you have long-term goals such as opening a private practice or working internationally?”
3. Adapting Questions for Different Provider Types
While many questions apply to all medical professionals, here are special considerations for each category:
Physicians
- “Are you interested in academic medicine, private practice, or hospital employment?”
- “Do you have any board certifications or specializations you want to pursue?”
Nurse Practitioners
- “Do you prefer working autonomously or as part of a physician-led team?”
- “Are you interested in full-practice authority states?”
Physician Assistants
- “Do you prefer working in a surgical or primary care setting?”
- “Are you looking for a supervising physician with a particular specialty?”
4. Closing the Conversation Effectively
Once you’ve gathered the necessary information, end with a clear next step:
- “Thank you for sharing your career goals with me. This helps me identify opportunities that truly match what you’re looking for. Would you be open to discussing specific roles that fit your criteria?”
- “I’d love to stay in touch and keep you updated on opportunities that align with your interests. What’s the best way to keep in contact—email, text, or phone?”
5. Final Tips for Effective Recruitment Conversations
- Take notes – Document key insights from each conversation to personalize follow-ups.
- Be patient – Some candidates need time before making a decision.
- Follow up thoughtfully – Check in periodically with relevant opportunities, but avoid excessive pressure.
Conclusion
Asking the right questions when recruiting physicians, nurse practitioners, and physician assistants is essential to building strong relationships and making successful placements. By focusing on their goals, work preferences, and career aspirations, you can connect them with the best opportunities while establishing trust and credibility in the process.
Need help refining your recruitment approach? Reach out today for expert guidance on securing top medical talent!
From the desk of David Wolfe, Founder and CEO, NOW Healthcare Recruiting