Trinity Health Interview Questions
& Process

The interview process started with a chat with the hiring manager. Then, there was a full day of interviews. This included three panel interviews. The panels were made up of one of my HR peers, and two panels with executive leaders from the hospitals I would be supporting. We also took a tour of the hospital. After that, about a week later, I had a final 'meet and greet' with the Regional VP of HR.

I had two interviews. The first one was with someone out-of-town, and they couldn't tell me how many patients I'd typically see daily, the time split for new vs. follow-up patients, what the training was like, or the NP to psychiatrist ratio. They did ask about my salary expectations, though. The second interview was better, and the person could give more details, but I never heard back after that.

The recruiter initiated contact, asking about my salary expectations and my work authorization status in the US, which felt like a biased inquiry given the application already covered this. I provided my salary expectations, which were within the job description's range. The recruiter then suggested that salaries above a certain threshold were difficult to approve and tried to discourage me from pursuing the role, even after I clarified that 'difficult' didn't mean 'impossible.' Over the next three emails, the recruiter attempted to dissuade me from continuing with the application. Non-profits, in theory, can't reject qualified candidates without a valid reason. This recruiter seemed to be trying to make me withdraw my application. When I insisted on proceeding, the recruiter informed me my information would be passed to the hiring manager but advised me not to get my hopes up. Ultimately, I decided I didn't want to work for an organization where HR seems to actively discourage candidates who don't fit a certain ethnic profile from joining, especially when the application process already had eligibility questions. However, I was unwilling to back down due to perceived prejudice.

So the interview for this BMET job at Trinity Health was like a mix of technical and behavioral stuff. First, there was a phone screening where they just checked if I had the basic qualifications and experience with fixing and maintaining biomedical equipment. Then, I got called in for an in-person interview with the hiring manager. This part was all about the technical skills, like how I'd troubleshoot, fix, and do maintenance on different medical devices – think ventilators, defibrillators, and patient monitors. They hit me with situational and problem-solving questions to see how I'd handle equipment problems and routine maintenance. They also asked about my familiarity with industry standards, safety rules, and my background working in healthcare. They also checked my soft skills – you know, communication, working with others, and customer service.