In radiology, hiring can sometimes be a time-consuming process. According to new research published in Current Problems in Diagnostic Radiology, the specialty could learn a thing or two about effective hiring techniques from innovative companies such as Google.
“Improvements in hiring practices lead the way to better hires who are happier and more successful in their new roles and who are less likely to leave after a short duration,” wrote corresponding author Puneet Bhargava, MD, a professor of radiology at the University of Washington School of Medicine in Seattle, and colleagues. “Following a well-designed methodology can make this challenging task easier.
In a typical hiring scenario in radiology, an invited candidate is scheduled for six to eight interviews. And for many institutions, there are no set guidelines for selecting interviewers. Because of this, interviewers may not be well informed before undergoing the interview process and feedback and critique may be delayed or unhelpful.
"Even one or two errors can significantly affect the accuracy and efficiency of the entire process," the researchers wrote.
To avoid this possibility, Bhargava et al. suggested a few hiring practices tested and implemented by Google that could benefit radiology hiring practices.
For example, the responsibility of screening candidates should fall on the shoulders of every interviewer, as this can boost overall morale for the entire process. And the interviews should be structured and have a consistent set of questions that are directed at each and every candidate.
“The goal is that any variation in candidate assessment is a result of the candidate's performance and not the questions,” the researchers wrote.
The number and length of interviews per candidate can also help or hurt the interview process. Google found that each additional interview beyond the fourth only slightly increases decision accuracy, and each individual interview should last no more than 30 minutes, the authors explained. After each interview, interviewers should submit feedback to the rest of the hiring committee about the candidate no more than 48 to 72 hours later.
The authors also explained that incentivizing interviewers can make a big difference.
“Interviewing should be a privilege, not a chore so that interested people want to interview more and quality improves across the board,” they wrote.