Many candidates have used a computer, but they might not have the computer literacy required to succeed in a complex and ever-changing healthcare environment. Technical expertise plays an important role in managing information data systems that monitor tasks like budgeting, billing, and bookkeeping. Furthermore, healthcare professionals with technical skills tend to be more adept at staying organized and maintaining accurate records and filing comprehensive medical reports.
During the interview process, it’s important to evaluate all candidates for their computer skills as part of an assessment of their qualifications. Here are three tips for assessing candidates’ computer skills during the interview process.
Require a basic computer skills test.
When candidates arrive, have them complete a basic computer skills test so you can get an idea of their computer competence. It’s best to ask candidates to perform basic tasks on the programs they’ll be expected to use on the job. If any of the candidates are incapable of completing the test to a satisfactory degree, that could signal they’re underqualified for the job. Additionally, you’ll want to make sure the test is timed to see how quickly candidates can work on the computer. Remember, knowing how to use a computer is different than being able to use it efficiently which is critical to on-the-job productivity.
Have candidates discuss their computer skills.
Have candidates describe the scope of their computer experience and the programs they’ve used in previous employment. In particular, ask candidates to talk about their computer expertise in relation to the job functions they will perform within your organization. This can help you determine if the candidate is equipped for the computer tasks that will be expected of them on the job.
Ask candidates about their computer challenges.
Asking candidates about the computer issues they have faced will help you understand their weaknesses with technology. A candidate with significant computer challenges may not be the best fit for the job but may be better suited for another position within your organization. Gathering this type of information up front will allow you to place the candidate in the right position and avoid making a poor hire.
By requiring a computer test and asking the right interview questions, you can gauge each candidate’s computer proficiency. Following this process can save you time and energy and increase your odds of hiring candidates who use technology with ease.