“Hi [Name], it’s [Consultant] from Inspired Recruitment. I won’t keep you long. I just wanted to give you a few quick tips before your interview with [Practice Name] so you can walk in feeling confident and prepared.”
“We do this with all our candidates because a few small things can make a huge difference in interviews.”
Pause and check.
“Have you got five minutes now?”
Step 1. Quick research check
“First thing. Have you had a chance to look at the practice online yet?”
If yes:
“Great. What stood out to you when you looked at their website or reviews?”
Let them speak.
Then guide them.
“That’s exactly the kind of thing you can reference in the interview. Even something simple like saying you noticed their strong patient feedback or how long they’ve been established shows you’ve taken the time to understand the business.”
If no:
“No problem. I’d recommend spending about 15 or 20 minutes having a quick look before the interview. Just check their website, Google reviews, and location. It helps you speak about the practice with a bit more confidence.”
Step 2. The “manager mindset”
“Second tip. The candidates who impress most in Practice Manager interviews are the ones who think like a manager already.”
“What I mean by that is not just answering questions, but talking about how they would improve the practice.”
Then prompt them.
“For example, if they asked you what you focus on as a manager, you could talk about things like improving patient experience, motivating the team, or building patient loyalty.”
Example line to give them.
“Something like: ‘One thing I always focus on as a manager is the patient journey. When the team is confident and patients feel looked after, the whole practice performs better.’”
“This kind of thinking really resonates with practice owners.”
Step 3. Give them the “one idea” strategy
“This next one is a great way to stand out.”
“Before the interview, think of one simple idea that could help strengthen the practice.”
“Nothing complicated. Just something thoughtful.”
Examples you can give them.
Encouraging more patient reviews online. Building relationships with local businesses or schools. Improving how the team explains lens options to patients. Creating a stronger recall culture for returning patients.
Then explain why.
“When a candidate mentions something like this, it makes the interviewer think they are already thinking like a manager rather than just an employee.”
Step 4. Help them ask better questions
“One thing that also makes candidates stand out is the questions they ask at the end.”
“Rather than asking only about hours or salary, ask something about the success of the practice.”
Give them examples.
“You could ask something like:
‘What do your best practice managers do that really makes a difference here?’
or
‘If someone joined and had a really successful first year, what would that look like for you?’”
“These questions show leadership thinking.”
Final encouragement
“Honestly, if you go into the interview with those three things, you’ll already be ahead of most candidates.”
“Just remember:
Have one observation about the practice. Have one improvement idea. Have one good question to ask.”
“You’ll come across as someone who genuinely cares about the success of the business.”
Close the call
“Is there anything you’re unsure about before the interview that I can help with?”
Answer briefly if needed.
Then finish.
“You’ll do great. Just be yourself, show your experience, and think like the person who will be running the practice.”
“Let me know how it goes afterwards. I’d love to hear how you got on.”
Where this could take you
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