Most hiring mistakes aren’t caused by poor intent or weak résumés—they stem from interviews that fail to reveal how candidates actually think. Traditional interviews tend to reward preparation, confidence, and familiarity, while overlooking adaptability, judgment, and problem-solving—the very traits administrators need in environments defined by constant change and limited energy.
This hands-on workshop reframes the interview as a way to gain an inside view of the candidate. Participants will learn how well-designed questions allow leaders to “test drive” candidates before hiring—exploring how they reason through ambiguity, respond to real-world scenarios, and align with the practice’s values and expectations. The focus is not on getting the right answers, but on uncovering the candidate’s thought process. By shifting from résumé validation to thinking assessment, administrators can reduce costly mismatches and hire people who can grow with the organization.
Attendees will be able to:
- Design interview questions, for candidates in an audiology practice, that reveal adaptability, judgment, and learning agility rather than rehearsed experience.
- Evaluate candidates based on how they think through real-world scenarios, not just what they’ve done before.
- Structure interviews to better predict performance, cultural alignment, and long-term fit for success in an audiology clinic.
