🏥 4 Essential Interview Questions that Employers Must Ask

Hiring the right team member is about more than just checking off clinical skills and years of experience. We all know that feeling when a candidate looks great on paper, but something just doesn’t click – or that wonderful surprise when a new veterinarian, nurse, or tech turns out to be an even better fit than you expected.

The trick is asking questions that actually show you who’s sitting across from you. Not rehearsed answers about their biggest weaknesses or where they see themselves in five years, but real insights into how they think, what drives them, and whether they’ll thrive in your practice.

With help from our community of practice owners and managers, we’ve put together four key questions that help get to the heart of what matters: initiative, motivation, growth, and teamwork. These aren’t meant to be fired off like a quiz – they’re conversation starters that let you and your potential new team member get to know each other properly.

Here are the questions our community finds most revealing…

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[ Click here to see the 4 Essential Interview Questions that CANDIDATES Must Ask ]

Before diving into these questions, start with a warm welcome and a bit of casual conversation. A simple ‘Tell me a bit about what brought you to veterinary medicine?’ can help break the ice and set the tone for an open discussion.

Question 1: “Can you share an example of when you took ownership of a situation? What made you step up?”

Why it works: This question reveals how someone balances initiative with teamwork. Instead of asking about theoretical situations, it lets candidates share real experiences where they’ve demonstrated leadership and judgment. It works equally well whether you’re hiring an experienced vet or a new graduate tech.

What to listen for:

• Clear examples showing good judgment about when to take charge
• How they brought others along vs. going it alone
• The reasoning behind their decisions
• Whether they focus solely on clinical situations or see broader practice needs
• How they balanced urgency with communication

Role-specific insights: Veterinarians often highlight medical decision-making, but listen for examples of leading teams or mentoring others. Nurses and techs might share instances of patient advocacy or improving practice protocols. Great candidates across all roles typically demonstrate both confidence in their skills and respect for team dynamics.

This question showed me a nurse who’d created a better system for monitoring overnight patients. But what really impressed me wasn’t the system – it was how she’d gotten everyone’s input first and helped them adapt to the change – Michael R, Practice Owner, Boston, Massachusetts

Question 2: “Tell me about one of your most memorable or best days in practice recently – what made it stand out?”

Why it works: This question reveals what truly energizes and fulfills someone in their work. Their choice of story tells you what they value most – whether it’s clinical challenges, patient outcomes, team achievements, or client connections. It’s also a question that tends to get people talking naturally, offering genuine insights into their personality and communication style.

What to listen for:

• Whether they focus on individual achievements or team successes
• How they describe interactions with colleagues and clients
• The balance between clinical and emotional aspects of the story
• Signs of resilience and problem-solving
• What they consider a rewarding outcome

Role-specific insights: Veterinarians might emphasize complex cases or successful surgeries, but listen for how they acknowledge team contributions. Nurses and techs often share stories about patient care breakthroughs or mentoring moments. Look for candidates whose memorable moments align with your practice’s values and daily realities.

A young vet’s answer really stood out – she talked about a challenging emergency case, but focused on how the whole team pulled together. She described everyone’s contribution, from the nurse who spotted early warning signs to the receptionist who kept the client updated. That told me everything about how she’d fit into our culture – Emma P, Practice Director, Leeds, UK

Question 3: “Tell me about someone who’s helped you grow in your career – what did you learn from them?”

Why it works: This question reveals what candidates value in professional relationships and how they approach learning from others. It shows their ability to recognize and appreciate mentorship, while often indicating how they might mentor others in turn. Their answer also gives insights into the kind of workplace culture they’re likely to thrive in.

What to listen for:

• The type of guidance they found most valuable
• Whether they mention both technical and interpersonal learning
• Signs they actively seek out learning opportunities
• How they’ve applied what they learned
• Their perspective on ongoing development

Role-specific insights: Veterinarians might focus on clinical mentors, but listen for appreciation of what they’ve learned from experienced nurses and techs too. Nurses and techs often highlight both peer learning and formal mentorship. Great candidates across all roles usually demonstrate humility and enthusiasm for continuous learning.

I was impressed by a nurse who talked about learning from everyone in the practice – not just senior staff, but also from new grads who brought fresh perspectives. She’d taken something valuable from each relationship. That’s exactly the kind of attitude we want here – Emily M, Mixed Practice Owner, Brisbane, Australia

Question 4: “How do you like to learn new things? What’s something you’ve learned recently that excited you?”

Why it works: This question explores how candidates approach professional development in their own way. Instead of just asking about CE credits or credentials, it reveals their natural curiosity and enthusiasm for growth. Their answer shows whether they’re self-motivated learners and how they might contribute to your practice’s development.

What to listen for:

• Their preferred learning methods and styles
• Whether they seek out learning beyond requirements
• How they apply new knowledge in practice
• Their enthusiasm for sharing knowledge with others
• Signs of genuine interest vs. just ticking boxes

Role-specific insights: Veterinarians might discuss new procedures or techniques, but listen for how they implement learning into daily practice. Nurses and techs often share practical improvements or specialized skills they’ve developed. The best candidates, regardless of role, show enthusiasm for both structured learning and everyday opportunities to grow.

I love this question because there’s no wrong answer – it’s how they answer that matters. We hired a vet who talked about learning Fear Free techniques from YouTube videos, then practicing at home with her own pets before actually getting her ticket. That kind of initiative and practical application is gold – James H, Practice Owner, Dallas, Texas

The key to getting the most from these questions isn’t just asking them – it’s creating the space for genuine conversation. Allow time for candidates to think and elaborate. Often the most revealing insights come from natural follow-up discussion rather than the initial answers.

Remember that good candidates are evaluating you too. These questions give them the chance to see how your practice values initiative, supports growth, and works as a team. The best interviews feel less like an assessment and more like two professionals exploring if they’re the right “fit” for each other.

Think of these questions as a starting point – likely you will find your own variations that are specific to your practice, but they do represent best-practice based on input from our Community. The goal is to get beyond a candidate’s rehearsed answers and gain a better insight into the potential new team member sitting across from you – whether they’re a new graduate or seasoned professional, vet, nurse, or tech.

And sometimes the best question is simply “Tell me more about that…” when something catches your interest. The more comfortable candidates feel, the more engaged they become and the more likely you are to see who they really are and how they’ll blend into your team.

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