Texas Health Resources Interview Questions
& Process

It was a group interview where they asked behavioral questions and a patient prioritization question. The behavioral questions were pretty much what you'd expect to prepare for. Since it's a group interview, be respectful of others' time, but also make sure you stand out from the group and have fun with it!

I had a quick phone interview first, then they set up an in-person interview with two clinic managers. The first part involved experience-based questions where I had to describe how I handled different situations like dealing with tough patients or coworkers, learning new things, overcoming communication issues, going the extra mile, and my biggest strengths and weaknesses. The second part focused on clinical and emergency scenarios, like what I'd do for a patient with chest pain in the lobby or how to give an injection. The interview was longer and a bit tougher than ones I've had before.

I had a virtual meeting with the hiring manager. A few days later, I was invited on-site for interviews. There was some initial confusion about who was on the interview panel (made up of business partners) and their schedule. This wasn't a big deal as I'd been there before. The next part of the interview was with my peers. It wrapped up with another in-person meeting with the hiring manager. This last meeting was a bit unusual; instead of asking me questions, they discussed their own experiences, which felt like a repeat of what was covered in the earlier Zoom interview. I really liked the hiring manager and figured they must be conducting many interviews and might have had trouble keeping track. After this, the internal recruiter called to offer me the role. However, the salary was a significant $20k less than what we'd discussed initially. When I brought this up, the recruiter stated my salary expectations were listed as a 'nice to have.' I corrected her, emphasizing it wasn't a 'nice to have' but a requirement. I mentioned I really liked the team I met and asked for some time to discuss with my family due to the substantial pay cut. She called back the next day, and I requested a couple more days to consider. During our next conversation, I had a few follow-up questions. I reminded her that during the initial phone screen, I'd mentioned my upcoming holiday plans and wanted to confirm if the hiring manager had approved this time off and if it would be paid. I also had a couple of other minor clarifying questions. The recruiter seemed surprised by my questions and appeared to be suppressing frustration. She mentioned she had expected a response from me during our scheduled call and hadn't anticipated more questions. I was taken aback! I apologized and explained I wasn't aware that was her intention, as I hadn't received any formal offer letter or documentation. She agreed to check with the hiring manager about my holiday requests. A few hours later, she called back, informing me that the holiday time was neither approved nor paid, and they had decided to withdraw the offer. Honestly, I felt relieved because the things I'd initially shared upfront seemed to be resolved, only to resurface as issues later. I still enjoyed the people I met and would consider joining the team in the future, provided there's better transparency and communication throughout the recruitment process, and formal offer documentation is provided.

I first filled out a questionnaire about my expectations and background for the job, kind of like an old-school paper application. After that, I had a quick 15-minute virtual chat with the hiring manager, and then they scheduled me for an in-person interview. When I got there, I met with two staff members. They sort of took turns asking questions, but one of them seemed totally checked out, while the other was more engaged. We talked a lot about the position, and they asked some pretty standard questions.