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STANDARD INTERVIEW QUESTIONS
Each Interviewer will ask 1 specific standard question of each applicant.
The resident interviewer will ask the Motivational Question
The non-FP faculty will ask the Behavioral Question
The FP Faculty will ask the Situational question.
Incorporate your standard question into the interview like any other question
Do not make it seem a special question, unusual to the flow of the interview
No 2 applicants will be the same, but our criteria for selecting should be the same,
because we should know what is important in order for a resident to succeed in our
program. This is why we should apply the same criteria to each applicant. This will help
in comparing applicants with the criteria for success, rather than just with each other.
MOTIVATIONAL: Asked by the Resident Interviewer
Tell me about the best job you ever had? Why do you consider it your best job?
Follow-up question: Is there anything you didn’t like about it?
Scoring guide:
Much Less than
Acceptable
Less than
Acceptable
1 Point
2 Points
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Definitely not
the correct fit
Demonstrates
several areas
of interest or
expectation
that are clearly
and
significantly
different from
what is
offered in our
program.
High
probability
that this
applicant will
not fit with the
position
and/or the
organization.
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Acceptable
More than
Acceptable
3 Points
4 Points
Good Fit
Majority of
interests &
expectations
are in line
with what we
offer
Based on
his/her
background
and/or
comments,
applicant will
likely enjoy
working in
this program
Much More than
Acceptable
5 Points
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Exactly the
compatible
profile for this
position.
Expresses
and/or
demonstrates
interests,
motivations,
and
expectations
that are
completely in
line with what
this program
offers.
Will truly
enjoy working
in this position
and will be an
excellent “fit”
What does this have to do with the position they are applying for? Motivational questions
try to identify attitudes, preferences, and what a person finds satisfying and dissatisfying.
The interviewer is trying to find out if the applicant’s interests and beliefs about work are
consistent with the organization’s values and what it expects of its employees. Some
people need structure to their day; others thrive on chaos, change and innovation. What
does the organizational culture need and support?
BEHAVIORAL: Asked by the Non FP Faculty Interviewer
Talk about a time when you were criticized for the patient care you provided. How did you
deal with that?
Scoring guide:
Much Less than
Acceptable
Less than
Acceptable
1 Point
2 Points
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Reluctant to
admit
mistakes
Procrastinates
in giving
information to
others
Never made a
mistake
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Acceptable
More than
Acceptable
3 Points
4 Points
Acts with the
patient in
mind
Tells about
specific
example, what
they did, and
the result.
Appropriately
seeks more
experienced
counsel when
making
complex
decisions.
Much More than
Acceptable
5 Points
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Verbalizes an
insightful and
appropriate
response
Understands
why the error
occurred, and
how it can be
avoided in the
future
Don’t be mislead by the term “Behavioral.” These types of questions ask the applicant to
describe an actual experience and something they really did as opposed to a hypothetical
situation. The applicant should not answer by saying what they would do if they ever had
this happen to them, but should say what they actually did in a real experience. This is a
very powerful type of question, because even if they know the textbook answer of what
they should do in a situation, we don’t know if they are able to perform the actions they
say they would take. Actual experience is a better predictor of future behavior.
How should they answer it? First, they should recognize that this is a behavioral question
that requires them to describe their actual experience of what they did. They should frame
their answer using the “BAR” approach to presenting their answer: Background, Action
they took, Result. You can use this structure to organize your notes on their answer.
Background: Set the stage. Example: I was a third year student, and I had a patient
that…
Action: I asked the nurse to let me review the chart, and I called the attending when I
discovered that….
Result: The attending adjusted the medications and showed me how to …. And I
explained this to the patient, and she was satisfied.
SITUATIONAL: Asked by the FP Faculty Interviewer
You are in the middle of a busy clinic session seeing a new patient. She is a 55-yearold woman complaining of shortness of breath. Tell me your differential diagnosis.
Follow up question: How would you evaluate this patient’s problem?
Scoring guide:
Much Less than
Acceptable
Less than
Acceptable
1 Point
2 Points
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Unable to
outline a DDX
Doesn’t know
what other
patient
information
he/she needs
Confused
approach to
evaluating the
patient
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Acceptable
More than
Acceptable
3 Points
4 Points
Identifies at
lease 3
possible
causes of SOB
Asks for
appropriate
clinical
information
(PMH,
Tobacco,
Meds, ROS,
VS)
Uses
reasonable
approach to
assess patient
Much More than
Acceptable
5 Points
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Easily
describes a
detailed DDX
Skillfully
obtains
medical HX
and current
medical
information
Sophisticated
approach to
evaluating this
patient in the
office setting
This is different from a behavioral question. Situational questions test how well the
applicant can analyze a problem, how they involve others or obtain and incorporate
additional information in the decision making process. The applicant should answer the
question you asked, and can either ask you for more information, or add theoretical
information themselves that will demonstrate their understanding of the complexity of the
problem. They should not make the situation more complicated than necessary.
Sometimes the applicant will have an actual experience similar to the question, but they
should make sure they address the case you asked them to describe.
Other Questions for Consideration As General Questions:
Describe your ideal residency environment and opportunity.
What is important to you in selecting a residency program?
What attracts you to this program?
How would your patients describe you? What do you do to achieve that?
What kinds of patients give you the most difficulty? How do you handle that?
What individuals have most influenced your physician style?
What are your values? How do you apply them in your actions? Describe situations
where you have applied these values.
How do you cope with stress?
What sort of patients do you enjoy working with?
What type of patients are the most challenging for you?
What sort of things frustrates you the most?
What is most important in your job to be happy and successful?
What are the life/work balance issues that are important to you? How do you maintain
this balance?
On a daily basis, what motivates you? What discourages you?
Give me an example of a patient encounter where your relationship with the patient was
the most important tool you used.
What kinds of people do you work best with? Worst with?
What areas has your medical school training best prepared you for residency training?
How do you like to be evaluated? Who do you want feedback from?
How do you think this can best be accomplished?
What electives have you chosen in your training and why?
What were your strongest clinical rotations? How did you know that?
What clinical rotations gave you the most difficulty?
How satisfied are you with your medical school training program?
What would you have changed about your medical school experience if you could?
What leadership roles have you taken?
What community activities have you participated in?
What personal considerations or needs do you have?
What do you do for fun?
What do you want us to remember about you?
Why would you be a better family physician than any other kind of physician?