HMA (Healthcare Management Administrators) Interview Questions
& Process

My interview experience with HMA Healthcare Management Administrators was confusing and honestly felt misleading. I completed an HR interview, then moved on to the hiring manager interview. Throughout the process, the recruiter emphasized how the company was majority women and shared that they welcomed leaders from different industries. I was transparent that I had never worked in healthcare before, but was assured that my background would be seen as an asset, not a barrier. After all of that, the decision was a no. The feedback completely contradicted what I had been told. Suddenly, industry specific experience and healthcare education were the deciding factors. So if that was always the requirement, why tell candidates that diverse industry experience is celebrated. It felt like a setup for disappointment. What frustrates me most is the recruitment script that follows. The sugar coated rejection, the compliments, and the classic “we would love to consider you for future opportunities” line. I wish recruiters would stop offering false hope when they know the likelihood of bringing a candidate back is slim to none. It feels like gaslighting and it wastes people’s time and emotional energy.

I was contacted by the recruiter and we scheduled a phone interview. After a lengthy conversation, I was then scheduled for a phone interview with HR at a later time. That conversation lasted about an hour. A few days later, they requested me to come into the office for an in-person interview. I met with 3 team members from 9:30 am to 10:45 am. Later that day, I sent the standard follow-up thank you email. Two of them responded with their thanks and I was told that I would hear back after the holiday week. However, communication went dark. I never heard from a single one of them again. I attempted 2 more times at following up with no luck. As an HR Professional, I was disappointed in the end result, not that I wasn't offered the position, but in the lack of communication in their determination. I make it a point in my recruiting process to communicate with candidates in this regard because no one wants to be left wondering.

The interview process was a really positive experience. I started by chatting with the recruiter, who gave a good overview of the role and what to expect. Then I met with the HR generalist to talk more about the company culture and some of the logistics. After that, I had a great conversation with the hiring manager—it was helpful to hear more about the role, the team’s goals, and how I could contribute. Finally, I got to meet with the team, which gave me a real sense of what it would be like to work together.

I had a phone interview with the Chief People Officer. It was a quick call because the interviewer asked direct questions. I didn't get to introduce myself, and she immediately asked about my relevant past experiences and skills. The interview was very focused on the job itself, not much about company culture or behavioral aspects.