Stanford Health Care Interview Questions

Initially had a phone call interview from the hiring manager, it was 20 mins and included patient scenario “who would you see first” type stuff. Had a zoom panel interview following the phone interview, which included 3 managers from different units. This interview was around 45 minutes, they asked me to walk them through my resume, we went through behavioral and patient scenarios, and I had to interpret cardiac rhythms. Overall interview process was great, I felt like they really made me comfortable during the process. It took exactly 26 days in total from the day I applied to the day I got offered.

I had one interview and it was a panel of current employees ranging from techs, lead techs, nurses, and managers. It was about 30-40 minutes where each person asked me questions about my experience (and this was over Zoom), and everyone was very friendly.

First round was applying online and getting a phone screen from the hiring manager, who gave me an overview of the job. The next round came after a week, involve a Zoom interview with four panelists. This Zoom interview lasted about 3-4 hours.

I was hired through a contracting company. The recruiter provided my contact information with the department's managers. There was an initial phone screening with one of the managers and then I attended an in person interview with managers.

Difficult questions but relaxing and supportive interview environment. Make sure to always remember ABCs as they will ask patient scenario questions along with behavioral questions. There was also plenty of time to ask questions at the end.

Phone screening, I had only one call with the hiring manager for 30 minutes. He tried to understand me as a person, he asked about my interests and my thesis. Asked why I choose this project, he tried to understand how am I thinking. Behavioral questions and so on.

The interview took three phases. First one was preparation, then the panel, It was a panel interview, 5 candidates, hirinibg manager and CN. The third with the hiring manager. Question we're hard.

Application: The first step is to submit an application, which usually includes a resume or CV and a cover letter. Some companies may also require candidates to complete an application form. Screening: Once the applications are received, the hiring team will review them to identify potential candidates who meet the basic requirements of the position. This may involve a quick evaluation of the resumes and cover letters to narrow down the pool of applicants. Initial Interview: The next stage is often a phone or video interview conducted by a recruiter or a member of the HR team. The purpose of this interview is to further assess the candidate's qualifications, experience, and fit for the role. It may involve questions about the candidate's background, skills, and motivations. Technical Assessment: Depending on the nature of the position, candidates may be asked to complete a technical assessment or task. This can involve coding tests, case studies, writing samples, or any other relevant exercise to evaluate the candidate's skills and knowledge. On-Site/Remote Interviews: Candidates who successfully pass the initial screening and technical assessment stages are usually invited for further interviews. These interviews can take place in-person at the company's office or remotely through video conferencing tools. The format may vary but often includes multiple rounds of interviews with different individuals or panels. a. Behavioral Interviews: These interviews focus on assessing the candidate's past behavior and how they handle various situations. Questions may revolve around teamwork, problem-solving, communication skills, and examples of accomplishments or challenges faced in previous roles. b. Technical Interviews: For technical roles, candidates can expect technical interviews to evaluate their expertise in specific areas. These interviews may involve solving technical problems, whiteboarding sessions, or discussing technical concepts and approaches. c. Managerial Interviews: In some cases, candidates may have interviews with managers or senior leaders to assess their fit within the organization's culture and values. These interviews may explore the candidate's leadership abilities, decision-making skills, and alignment with the company's vision. Reference Checks: Once the interviews are complete and the hiring team has identified their preferred candidate, they may reach out to the candidate's references to verify their qualifications, skills, and work history. This step helps confirm the candidate's suitability for the role and provides additional insights. Offer and Negotiation: If the candidate successfully clears all the interview stages and reference checks, the company may extend a job offer. This offer includes details such as compensation, benefits, start date, and any other relevant information. The candidate then has the opportunity to negotiate and discuss the terms before accepting the offer.

the process had a lot of steps to it, there were three different interviews but the overall process didn't take long, fast response time post-interview, was very organized, and was very competitive

Panel interview with 4 candidates plus HR, unit manager, and residency program team members. I personally attended a zoom meeting that explain the process of interview and interview strategies which was super helpful!

I received an email from the Project manager to establish the slots of time when we could meet for a quick meeting, once we met, the PM asked me a few questions.