UCLA Health Interview Questions
& Process

So there's a two-step interview process. First, you have a Zoom interview with the HR talent manager. They'll ask you the typical questions like, 'Tell me about yourself,' 'How to handle a difficult situation,' and your weakness and strength. If the HR likes you, then you'll get to speak with the hiring manager in the specific department you applied for, which can differ depending on the department.

I never talked to a recruiter. The unit manager emailed me, and I interviewed with two managers. It was only about 10 minutes long. They were either really desperate, or they already had someone else in mind because they only asked me two questions. I found out who the recruiter was and emailed them after two weeks of no response. Instead of replying, they sent me a link to add my references, which I think was a mistake or a waste of time. Then they didn't hire me. It was awkward, unpleasant, and a waste of time. Unlike other hospitals that actually care about their applicants, this one in LA that's ranked #1 in California treats applicants much better than this place, which acts like they're doing you a huge favor just because of the hospital's name.

I applied for the Endpoint Support Analyst position at UCLA Health because the salary range was appealing. About two weeks after applying, I received a call from an unknown number, which turned out to be a phone screening invitation from a manager. The screening included basic technical and personality questions. The manager mentioned I might be overqualified, but I disagreed. He also stated that due to the position being unionized, they determined the pay. A week later, I had another Zoom interview with three managers from different locations. They asked more in-depth technical questions about troubleshooting internet issues, explaining VPN, setting up network printers, and handling unhappy end-users. They also confirmed if I was comfortable with the daily on-site requirement. Approximately two weeks after that, I was asked to provide five references, three of whom had to be managers. Three days later, a Senior Consultant called with an offer. The offer was at the lower end of the salary range, which was disappointing given my current salary and the economic climate. I discussed this with the Senior Consultant, who said she would see what could be done but noted that a significant increase was unlikely. She got back to me the same day with a minimal pay increase, which was their maximum. I declined the offer via email. Had I accepted, the role would have been at the Wilshire office, with a start date a month after accepting, pending medical and background checks, and required vaccinations. The entire process took nearly three months, and although I was excited about the opportunity, the low pay, which is apparently common for this employer, highlights the importance of communicating your salary expectations early on.

The process took about 2 months and included 4 interviews. After my application, a recruiter contacted me about two weeks later to schedule the first interview. [1] I spoke with two people from the department I'd be working in. They asked scenario-based questions about my role and past experiences, like how I handle conflict. [2] Then I had an interview with physicians/providers in the department. They inquired about my experience and interest in this field, what my role would entail from their viewpoint, and I had the chance to ask questions. [3] Next, I interviewed with educators from the department. They asked about my experience in this field, my ability to teach these topics to colleagues and patients/family, and my long-term goals. [4] Finally, I interviewed with the director of the department, who asked about my experience, interest in the position, why I'm a good fit, and why UCLA. There was about a 1.5-week gap between each interview for scheduling. The interviews themselves were 20-45 minutes long, depending on the group's interest and the number of interviewers.