Physiatrist Interview Questions: A Guide

Physical medicine and rehabilitation (PM&R) interviews can be unpredictable. Interviewers want to assess both your qualifications and your passion for the work. Preparing for common and behavioral questions, while thinking through how to respond to surprises, can give you a significant advantage.

Key Question Types and How to Approach Them

1. Why This Program?

Show that you researched the practice, understand its mission, and explain why your skills align. Express genuine enthusiasm and, if possible, share a personal story related to PM&R.

Example Answer:
“I’m drawn to your focus on treating soldiers with non-medicinal pain management. I want to contribute to a team that helps veterans regain quality of life.”

2. Experience Relevant to the Position

Even new graduates have skills that apply. Highlight leadership, teamwork, problem-solving, and relevant experiences from school, volunteer work, or previous jobs. Even if you’re fresh out of a residency program, you possess the qualities and skills to help you in the field. Always be prepared to explain any gaps in your work history or training.

Example Answer:
“During high school, I organized a drive to support displaced pets after a tornado. It taught me planning, teamwork, and compassion — qualities I bring to patient care.”

This type of story shows a caring heart, an organized mind, and a can-do attitude — all qualities which are critical in PM&R.

3. Education and Training Preparation

Discuss the aspects of your training most applicable to the practice, showing how it prepares you for real-world PM&R challenges. They want to gauge how well your training and education match their practice and needs.

Example Answer:
“I focused on musculoskeletal care in geriatric patients, which inspires my approach to helping elderly patients manage pain and regain function.”

4. Tell Me Your Story

The typical interview starts with the question, “Tell me about yourself.” This is a chance for you to set yourself apart from other candidates. Share experiences that shaped your career choice and highlight strengths. Focus on patient-centered stories rather than unrelated life events.

Example Answer:
“My husband struggled with pain that multiple specialists couldn’t address. It wasn’t until he consulted a physiatrist who developed a comprehensive treatment plan that he could feel better. Seeing a physiatrist help him inspired my career path.”

This answer shows you are committed to physical medicine and have a personal relationship with the rehabilitation field. It helps them understand where you’re coming from, and it shows them that you’ve had life experiences that will enable you to relate to patients with compassion and care.

5. Ten-Year Vision

Describe professional growth, commitment to patient care, and alignment with the practice’s goals. This may seem like a trick question, but you’ll want to be honest while addressing what the interviewer truly wants to know.  You might describe the accomplishments you hope to achieve and any education or further training you wish to obtain.

Example Answer:
“In ten years, I hope to help many patients live pain-free lives while continuing to grow professionally in a supportive practice. I’d love to find a long-term home for my physical medicine and rehabilitation skills where I can continue to be challenged personally and professionally.”

This answer demonstrates that you prioritize patients and derive satisfaction from helping others. It also lets the interviewer know that you have professional goals.

6. Memorable Patient

Whether you’ve been practicing PM&R for a few months or several decades, there will always be a patient that sticks out in your mind. Highlight an impactful patient story, showing empathy, problem-solving, and the joy of seeing results.

Example Answer:
“I had a patient in her early 60s who presented with severe back pain to the point of near immobility. I created a treatment plan that included physical therapy, cold laser treatments and using a TENS unit. After a few months of treatment, she walked into my office for her next appointment and proceeded to line dance for me. I will never forget that moment — or that patient.”

7. Strengths and Weaknesses

Perhaps the most anticipated — and dreaded — of all interview questions is the one about strengths and weaknesses. Be honest and thoughtful. Show self-awareness, humility, and strategies for improvement. One of the skills you must possess as a physician is the ability to identify any weak spots so you can work on improving them.

Example Answer:

It may be easy to talk about your strengths, so here’s an example of how you might address your weaknesses in front of an interviewer:

“I’m thorough in problem-solving, but sometimes I get absorbed in finding answers and need to step back to pace myself.”

In this example, you describe a weakness that is relatively easy to improve. Good responses are ones that take a negative and turn it into a positive. Do not discuss weaknesses that are strong negatives, such as issues with anger management or the inability to get along with others.

8. Expectations From the Position

Show that you have realistic expectations and understand the practice’s workflow. Even if you have 15 years of experience in the physical medicine and rehabilitation industry, it can be difficult to know what to expect working at a new practice.  You might prepare for this question by thinking back to the job description or previous experience you’ve had in a similar role. Keep a positive tone, and don’t be afraid to ask the interviewer questions. After all, every practice is unique and has something different to offer.

Example Answer:
“I believe I will be using my training and experience to treat people with pain management issues, injuries such as brain and spinal cord injuries, or diseases involving the bones, nerves, muscles, joints, ligaments and tendons. What can I expect from a typical day working in your practice should you decide to hire me?”

9. Compensation Expectations

During the interview process, it’s not unusual to be asked about your desired salary, or the range may already be readily available, depending on the state. Research market standards, avoid giving a lowball number, and communicate flexibility. If the interviewer wants a number, you don’t want to answer with a low amount that could make them think you’re a bargain or don’t value yourself. You also don’t want to price yourself out of the position. If you do your homework, you’ll be able to establish a fair salary range. If possible, it’s best not to give the interviewer a specific number.

At Farr Healthcare, we can help you obtain this information if it’s a represented practice opportunity.

Example Answer:
“Compensation is important, but what matters most is the opportunity to contribute to your practice. If you are seriously considering me for your practice, I hope you’ll see fit to make your strongest offer.”

10. Reason for Seeking a New Position

Focus on professional growth and maintaining a positive outlook.  Focus on why the new job is the right fit for you.

If you need a new job due to relocation, there’s no need to go into extensive detail. Employers understand the need to find a new job when someone moves, so you can keep your answer brief.

What should you say if you’ve left a bad job or have been fired? First, know that it’s best to be honest, but you also do not need to say too much. Avoid criticizing past employers. Keep your answer to the point, and try to demonstrate personal growth and responsibility.

Example Answer:
“I’m looking for professional growth that aligns with my skills and long-term goals.”

11. Questions for the Employer

Prepare thoughtful questions to show engagement and determine if the practice is a good fit. The follow-up questions you ask will reveal a great deal about you as a person and your enthusiasm as a physiatrist.

Example Questions:

• How many patients per-day will I see?
• What constitutes a full patient load?
• What are your most pressing needs for this position?
• How much time is allotted for appointments with new and follow-up patients?
• Is there a vacancy in your practice? Are you growing and expanding?

Common Personality and Behavioral Questions

Expect questions about your work style, patient care, teamwork, and adaptability. Examples include:

• Describe a difficult patient or colleague situation and how you handled it.
• Tell me about a time you worked under pressure.
• How do you approach patient education and engagement?

Practice responses to unusual questions too, such as:

• Who is your hero?
• When are you happiest?
• What makes you uncomfortable?

Experienced Physiatrist Questions

If you’re experienced, interviewers may ask more detailed questions:

• How many patients do you typically see per day, and how many would you like to see?
• How many patients would you consider to be a full load?
• What are your patient satisfaction scores?
• What type of survey process is your hospital using?
• What is your discharge-to-community rate?
• Describe your relationship with your current hospital administration.
• What type of financial support are you looking for in your new position, such as an income guarantee or stipend?
• What types of physician in-services have you done in the past year?
• Describe your record regarding quality outcomes, such as program development and growth.
• Describe your ability to sell and market the rehab program.
• Describe your ability to build physician and staff relationships.

Next Steps

If you’re searching for a PM&R or physiatrist job, visit Farr Healthcare’s Job Openings or submit a Physician Application to explore opportunities and put your interview skills to work.

 

What are some Interviewing Tips to Identify a Physiatrist’s People Skills?

Evaluating Soft Skills in Physiatry Candidates

When hiring a physiatrist, technical expertise is important, but strong people skills often determine long-term success. Key skills to assess include:

• Adaptability
• Communication
• Conflict resolution
• Critical observation
• Problem-solving
• Teamwork

Behavioral Interview Questions

Instead of asking generic questions like “Are you adaptable?”, use behavioral questions to see how candidates act in real situations. Examples include:

• Tell me about a time you worked effectively under pressure.
• Describe a situation where you anticipated potential problems and took preventive action.
• Describe a time you tried to accomplish something and failed.
• Tell me about a difficult decision you made in the past year.

Observing Soft Skills in Interviews

Soft skills can also be assessed through observation:

• Eye contact: Natural eye contact suggests good listening and engagement.
• Problem-solving: Clear, step-by-step explanations indicate strong analytical thinking.
• Interruptions: Frequent interruptions may indicate poor communication, while excessive talking can also be a concern.
• Evasion: Avoiding direct questions may reflect challenges with adaptability, focus, or communication.

By combining behavioral questions with careful observation, employers can more effectively assess how a physiatrist will interact with patients, colleagues, and staff in real-world situations.

For a current view of available PM&R practice opportunities or to explore physiatry jobs, visit Nomad Health or similar job boards for comparison purposes.

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For information on available PM&R practice opportunities or to explore physiatry job openings for comparison purposes, please visit here.

Checking the spelling, format and content of your curriculum vitae is critical!  The spelling of physiatrist as physiciatrist is obviously wrong but may not be caught by Spell Check.  A cv is often the first impression a potential employer has of you.  A misspelled word on a resume can reflect carelessness and negatively impact your chances of getting hired.  Reading your cv aloud can help you catch awkward phrasing or typos that you might otherwise miss. Consider having someone else review it. Typos can lead to miscommunication of your skills and qualifications, causing employers to misunderstand your experience. Studies have shown that cv’s with spelling errors can have lower interview probabilities and hiring probabilities.  If a typo is pointed out during an interview, acknowledge it and explain that you’ve made a mistake and are committed to being more careful in the future.  If you notice a typo after submitting your cv, you can consider sending a revised version with a brief note explaining the error. Feel free to contact us anytime to review your cv.

I recently spoke with a fellow recently who asked me whether a cover letter should be used when approaching an employer for the first time using email.  I used to say that a cover letter isn’t necessary but as it’s your initial contact with the pm&r employer, I think it’s a good idea.   It should include concise information about how your skills relate to the needs of the employer.  Sometimes the needs of the employer aren’t clear in an advertisement so research on the employer may be helpful.  Regardless, you should always research the employer before any contacts with them.

The main consideration when applying for a physical medicine and rehabilitation job is to be concise in your communications.  This rationale is because the employer is busy with their daily activities and recruitment for them is added work on top of their daily work.  So, for example, you might want to use bullet points in your cover letter as you list your skills and their needs.

You might also want to include the cover letter as an attachment along with your attached cv.  I say this because if you include your cover letter only in the body of the email, it may not get passed along to the other members of the employer group.  The HR manager may only print out your cv and pass it along.  If your cv and your cover letter are attached, hopefully both will be passed onto the decision makers in the company/practice.

I’ve been seeing some curricula vitae (cv) with two columns, boxed sections, etc. and I suggest a basic curriculum vitae instead.  It’s much easier to read by the employer.  I understand that two columns may allow you to shorten your curriculum vitae to a page but if the reader has to skip around on the cv not knowing where everything is listed as it’s in different format for each candidate, it’s more difficult and time-consuming for them.  Your contact information of your email address and phone number should be on the top of your cv.  A sample cv can be found on my website.

Best wishes on your practice search!

 

This is a tricky question.  Some physical medicine and rehabilitation doctors don’t address it on their curriculum vitae.  Some doctors don’t explain it on their cv but explain it in a cover letter.  Other doctors don’t address it unless the employer notice the gap on their cv.  What should you do?

It depends on the reason for the gap in your professional physiatry timeline.  It could be due to illness, the time spent looking for a new job, time spent caring for a family member, provided childcare, loss/suspension of a license, etc.

Some reasons are professionally acceptable but others like taking the time to find a new PM&R job usually raises a red flag.  If the former, let your cv show that your gap isn’t a red flag.  There’s a degree to which the reasons for a gap are acceptable.  Anything that impacts your license is unwelcome to employers.  There is no way to successfully explain this gap.

Regardless of the amount of time you weren’t working in physiatry, it has to be addressed on your cv.  If the reason for your gap time is one of the less acceptable reasons, it might serve you well to explain it in detail in a cover letter.

Thinking that your gap won’t be found is not facing reality.  Instead, it will cause a delay in your obtaining a physiatry job while at the least the discussion about it ensues.  At the worst months will go by in your practice search process and then you will be stopped in your tracks when the gap is discovered and rejection occurs and you’re back to square one.

Regardless of the length of the gap in your physiatry timeline, it should be included on your cv.  Of course, normal vacation time is understood.  Your cv should include the month and year of every entry in your education and experience sections.  Hiring entities, hospitals and payors are very attentive to this information.

Honesty is the best policy.  Whatever stress if any you may have gone through during the gap time, being honest on your cv will reduce any further continued stress for you.  The less stress you feel, the better you will do in the physiatry practice search.

Preparing to explain the gap is paramount.  How to explain a license issue is best done by providing the information from the license board.  You can explain your side of the issue in a cover letter.

Each reason for a gap is individual so it’s hard to offer an acceptable explanation to you.  Explain your gap and move on.  Don’t dwell on it in your explanation.  Focusing on it will only make it a bigger issue.  Focus instead of your desire and readiness to return to the workforce.  Stay calm.

Took time looking for a new job

You can give examples of how you have been proactive but selective about looking for a new physical medicine and rehabilitation job during your career gap. Show how you have thought about what you want from a new job as well as from a new employer. Explain why you think this particular position is a good fit for you and why you would be a good fit within the company at large.

Became a stay-at-home parent 

Explain that you took time out to prioritize your family and look after your children. Elaborate on why you now feel ready to go back to physiatry work. Why are you excited about this new phase in your life? Provide details that can prove you are a good fit for the position. Also, make sure to show closure, e.g., the kids are grown and in school. Employers know that family is important, but they also want to be reassured that you won’t treat your role as secondary.

Left the workforce to be a caretaker

There is no need to go into the details of the illness or your responsibilities as a caregiver during your physiatry employment gap. Just like taking time off to be a full-time parent, make it clear that your relative has recovered or you have more support in place at home and can reenter the workforce with no obstacles.

Personal illness

Illnesses and injuries explain career gaps in employment very easily. But, make sure to clarify that these ailments won’t get in the way of you working efficiently. Again, there is no need to provide specific details of the illness or injury unless it directly affects the job you are interviewing for. Show that you are ready and more than willing to return to work, emphasizing why you think the physiatry position you applied for is a good fit.

Took time off to travel

Expound on why you decided to go travelling. If you learned anything through this experience, now is the best time to talk about it. Stress on points such as personal development, better cultural awareness, and gaining new perspectives. At the same time, make it clear that you are ready to return to work full-time. So, also talk about why this particular PM&R job opportunity excites you.

Got fired

Explain that you and your former company had different expectations. Show how you realize that you could have handled some things differently, but through the entire process, you have learned a lot and are excited about the new physiatry opportunity to bring everything you have learnt to your next job.

Got laid off

Briefly talk about why your previous role was made redundant, e.g., budget cuts.  Provide examples of key achievements and strong performance while you were in your previous physiatry job. Take time to explain what positive things you have been doing such as moonlighting or locum tenens since having left your previous employer and why you think the position you applied for is a good fit.

Relocation

Relocating from one geographic area to another is a reason why you would have a career gap in your physiatry curriculum vitae. The best strategy is to tell the employer how you spent your time while unemployed, highlighting positives gained rather than the negatives.   https://www.jobstreet.com.my/career-resources/job-hunting/career-gaps-explanation/

For more information about cv preparation, please visit here.  Featured at the 2021 virtual Annual Assembly, special guests Monica Rho, MD, FAAPMR and Linda Farr, MPA discussed tips and tricks for virtual interviewing and how to compose a winning CV. Note: These sessions are only available for viewing by AAPM&R members.

For practice opportunities with Farr Healthcare, Inc., please visit here.

 

How do you know if the physiatry candidate you’re talking with on the phone is the right doctor for your physiatry job?    Will this person who you are now interviewing be able to meet your organization’s goals?  One thing that is a given, is that there will be changes in your organization over time.  Will the interviewee be able to fill your goals as they change in the future?

These are tough questions which you might respond that there’s no way to make sure unless you have a crystal ball!  Rest assured, that if you have the right questions to ask the doctor about your physical medicine and rehabilitation job, you should be able to reasonably predict a candidate’s success.  The right questions are particular to your organization’s needs but the following questions will give you a heads-up on the type of questions you will want to ask.

1. How does the physiatrist work in new and different situations?

Needless to say, you want someone who is light-footed in their responses and attitude to various situations at their physiatry job.  Therefore, you might want to ask them to give you an example of their adaptability at their current job.  Critical thinking skills and an even demeanor are necessary to good adaptability.

2. Does the physiatry candidate ask insightful questions?

A good candidate will be an intentful listener.  The physician will be able to identify questions based on the information they process from your conversation, rather than just asking questions based on research they’ve done on your organization beforehand about your physical medicine and rehabilitation job.  The candidate who asks insightful questions will be the same person who will be able to assess your organization once the physician is there for awhile and offer helpful advice on changes for system improvement, new ways to address community needs and to maximize the organization’s economic efficiencies.

3. Is the physiatrist voraciously curious?

Is the candidate excited about your physiatry job?  In a book about curiosity, Todd Kashdan notes that curiosity is about “appreciating and seeking out the new instead of desperately seeking certainty, it is about embracing uncertainty.  Being curious is key to high productivity and insightful thinking.

4. Can the physiatrist see patterns in disparate information?

Mountain of data and an overabundance of information now overwhelm every work environment.  Does the physical medicine and rehabilitation job candidate demonstrate they can see patterns and sense important trends in information, workflows and organizational crises?  New work conditions demand the ability to proactively “see” what’s happening in the market synthetically, and to be able to communicate it to others.

5. Is the physiatrist a team player?

Over at Netflix, where the corporate culture is all about freedom and responsibility to lead the market in innovation, they emphasize hiring and retention of stunning colleagues are superb collaborators.  The best doctor for your physiatry job is someone who gets along with doctors, staff and patients, someone who has good interpersonal and communications skills and is willing to be an ombudsman for your organization.  This means searching for the candidate who understands their thinking is improved by collaboration and diversity.

6. Is the physiatrist a good resource manager?

When filling your physical medicine and rehabilitation job, the new candidate should be able to use the resources you provide in an efficient and effective manner.  This means using staff wisely, being good time managers and good record keepers.

7. Is the physiatrist enthusiastic about people and relationships?

“Spirited workplaces” are filled with individuals who are creative communicators – who are affirming of others and attentive to how their interactions with others make them feel, says business consultant Glanz.  Enthusiastic people tend to generate positive feelings and productive energy at work because they are creative in connection and savvy about their impact on others.  You need this energy in your organization.  Do you feel it when you are talking to this candidate?

8. Will the physiatrist admit to mistakes?

New research describes how adaptive learning requires mistake making – you can’t go forward without experimenting.  Really able learners make lots of mistakes and are able to glean important lessons from them.  Ask the candidate for your physiatry job to describe a situation they were in or a decision they made that was a failure.  If they are fairly quick in their response, it shows that they are adaptive learners.

9. Does the physiatrist have strong interests outside of work?

Steve Leveen, CEO and founder of Levenger, says when he hires he looks for people who are collectors.  “It doesn’t actually matter what they collect,” he says.  “Just that they are really interested in something, that they have passions.”  If they have active interests in their personal life, they will bring this same enthusiasm to work.  Ask the physical medicine and rehabilitation job candidate about their hobbies, sports and other interests.  Are they excited when they talk about them?

10. Is this the kind of person you want on your team?

No candidate has exactly the right skills for the job or is perfectly qualified.  Is the physiatrist you’re interviewing have the values and habits you respect?  Can you trust them to do the right thing?  Every employee is going to have to “learn into” any job they are hired for now.  Your instincts will help, but asking the right questions is also critical.

Source:  https://hiring.monster.com/resources/recruiting-strategies/talent-acquisition/hire-the-right-candidate/