Have you ever conducted a working interview that just didn’t seem to go right? Maybe the candidate struggled, the role-play felt awkward, or you realized they weren’t the right fit? If so, you may have overlooked some key elements that can make all the difference in evaluating a potential hire.
Why Your Interviews Might Be Fooling You—and What to Do Instead Have you ever hired someone who seemed perfect on paper—and even better in person—only to discover they weren’t the communicator, team player, or critical thinker you hoped for? They said all the right things. They made eye contact (kind of). They even smiled during every question. So what happened? If that sounds familiar, you might be missing what we call “The Interview Gap.” It’s not about what’s said—it’s about what’s hiding in between.
Let’s get straight to the point. If you're not getting the results you expected—whether it’s in your clinic’s patient visits, staff performance, or bottom-line numbers—there are only two reasons why: 👉 They don’t know how. 👉 They’re not taking personal responsibility. Read that again. As a seasoned operations and performance specialist, I’ve seen practices spin their wheels, burn out teams, and lose money—all because they’re chasing results without auditing the process. Let’s break this down like a pro. When you’re laser-focused on results (as you should be), but nothing’s changing... you’re likely skipping two critical precursors
Learn how to schedule a Lunch & Learn without stress. Build genuine relationships, not pitches, to grow your practice and foster valuable connections.