Tampa General Hospital Interview Questions
& Process

So for this inpatient psychosocial social work job at Tampa General Hospital, it's a few steps. First, HR gives you a call to check out your resume, talk about your social work background, and make sure you fit the basics. If that goes well, you'll talk with the social work leaders about your clinical experience and how you'd care for patients and why you wanna work here. Then, you usually meet with some of the social work team members, like a peer interview, to see if you vibe with the department's culture and how they work. They try to make it chill and open, and the questions are pretty standard for social work, focusing on clinical stuff, teamwork, and figuring out problems.

The interview process is a lengthy one, but they are dedicated to choosing the right people to work for them. You begin by applying for positions that you are interested in and then it is a waiting process for them to decide if they want to contact you. Sometimes a recruiter will reach out, other times it may be the hiring manager. I did different types of interviews for different specialties. Phone interviews, Teams interviews, and in person interviews.

I applied and about 4 days later the hiring manager called me for a phone screening. The next day I had an in-person interview with the hiring manager. I got the offer less than an hour after the interview. The whole process was super smooth. After the offer, I had to fill out some forms and do a background check on their portal. Then I went back in person for a pre-work screen and drug test. All done in about a week.

The initial phone call was only about 10 minutes long, and the recruiter's speech was hard to follow. The conversation felt awkward; they would ask a question, and after I answered, they would remain silent, leaving me to wonder if I had fully addressed their query or if they were expecting more. This unnerving style was off-putting. When asked about the number of requisitions I handle, I stated honestly that I manage between 18 and a maximum of 32. Their response was that they typically handle 100 requisitions on average. I find this claim unbelievable unless their workload is extremely light, perhaps 20 minutes per requisition, or they're working excessive hours. It seems impossible to manage 100 requisitions effectively without additional support or a clear prioritization system for real versus evergreen roles. The compensation is also quite low; it seems like an entry-level salary range of $48k to $52k was mentioned, though they did say it could go higher based on experience. I would not have applied if the initial posting hadn't suggested a salary of $80k. Given the pay at $48k and the expectation of managing 100 requisitions, I'm not interested. The recruiter repeatedly inquired about a gap in my resume and the reasons for it, seemingly unaware that companies have been laying off recruiters in large numbers. This lack of awareness and the overall poor experience were notable.