How to Interview Candidates So You Actually Hire the Right Person | IP 206
Ok - so let's pause for a moment, here in week 3 of this series...
You've done the work.
You figured out where you needed help and why. You got clear about the role you're ready to fill. You wrote a spectacular job post designed to attract the right people.
And now?
The applications are coming in. 😳
Now what?!
Well - if you're already overwhelmed and desperate for help, you might be tempted to hire fast... But hiring the first person who seems smart, capable and likable can cost you a LOT more time and money later if they turn out to be the wrong fit.
Go back and read that last sentence again.
Today, in part 3 of my CAST™ Method for Hiring in Your Private Practice, we’re slowing things down just enough to help you make a better decision.
This week, we’re talking about Selection.
I’ll walk you through two distinct phases: first, how to sort through your applicant pool and identify those who deserve a closer look; then, how to hire by moving your finalists beyond the interview and into a real-world working audition.
Interviews can tell you a lot, but at some point, you need more than what someone says they can do.
You need evidence.
So in this episode, you’ll learn:
- How to organize & screen applications without getting overwhelmed. 📥
- What to look for before deciding who gets an interview. 👀
- Why I start with a 15-minute screening call. ⏱️
- How a paid working audition reveals real fit WAY better than interviews! 💡
- How to make the final decision — and confidently extend the offer. ✅
And here's the best part!
I’ve created a brand-new tool to help you keep all of this straight.
The CAST™ Candidate Selection Scorecard walks you through each stage of the process, with specific criteria to evaluate, room for notes and observations, and prompts to help you tell the difference between real evidence and a simple case of “I just really like this person.”
You can grab your copy free here.
Because here's the thing: doing this RIGHT – hiring well – does take time.
But when the person you bring into your team does more than take work off your plate — when they actually make your business better because they’re there?
It is worth every minute.
And yes, I'm speaking from experience. :)
~Wendy
P.S. Next week we’ll wrap up the CAST™ Method with one final piece: Trust — what happens after you say yes, and how to onboard your new hire in a way that sets both of you up to succeed.
Don't miss it!
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FREE RESOURCE
The CAST™ Candidate Selection Scorecard
You’ve got applicants. Now how do you decide who gets a closer look — and ultimately, who gets the job? Use this two-page scorecard to track each candidate through the full selection process, including:
- The initial application screening
- A 15-minute quick call
- Your finalist interviews
- Managing a working audition or test project
- Your final assessment and hiring decision
You’ll have specific criteria to score at each stage, space for notes and observations, and questions designed to help you separate actual evidence from first impressions.
Pure gold, this. 😎
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MENTIONED
CAST™ Hiring Series
Episode 204 — Part 1: CLARITY: Ready to Hire Help for Your Private Practice? Start Here.
Episode 205 — Part 2: ATTRACTION: How to Write the Best Ad So You'll Hire the Best People (part 2)
Episode 206 — Part 3: SELECTION: How to Interview Candidates So You Actually Hire the Right Person
Coming next: Episode 207 — Part 4: TRUST: How to onboard your new hire and build a strong working relationship from the start.
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Let’s CONNECT
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