The 5-Minute Interview Prep Call

Most recruitment agencies send a candidate to interview and hope for the best.

That is not our way.

Our job is not simply to arrange interviews. Our job is to help great people perform at their best so clients meet the kind of person they actually want to hire.

When our candidates consistently arrive prepared, confident, and commercially aware, clients begin to associate that standard with us.

The Interview Prep Call is a simple five-minute conversation that dramatically improves interview performance.

It ensures the candidate walks into the interview thinking like a Practice Manager, not like someone hoping to get a job.

When To Do The Call

This call should happen the day before the interview or the morning of the interview.

The aim is not to rehearse the interview. The aim is to sharpen the candidate’s thinking so they stand out naturally.

Keep the call short and focused. Five minutes is usually enough.

The Three Things Every Candidate Should Prepare

Every candidate should walk into the interview prepared with three things.

One observation about the practice. One idea that could improve the practice. One thoughtful question about the future of the business.

If they have these three things ready, they will almost always sound stronger than other candidates.

Your job is to guide them to those three things.

The Structure of the Call

Set the tone

Start by making the candidate feel supported.

“Hi [Name], it’s [Consultant] from FOT. I won’t keep you long, I just wanted to give you a couple of quick tips before your interview tomorrow so you feel confident walking in.”

“We do this with all our candidates because a few small things can make a big difference in interviews.”

Check their preparation

Ask whether they have looked at the practice online.

“Have you had a chance to look at their website or reviews yet?”

If they have, ask what stood out to them.

If they have not, encourage them to spend fifteen minutes doing this before the interview.

Even basic research helps candidates speak with more confidence about the practice.

Shift them into “manager thinking”

Explain the key mindset.

“The candidates who really impress in Practice Manager interviews are the ones who already think like a manager.”

“They don’t just answer questions. They talk about how they would help the practice succeed.”

Give a simple example they can use.

“For example, you could talk about how important patient experience is, or how a confident team creates a better environment for patients.”

Encourage one improvement idea

Ask the candidate to think about one simple idea that could strengthen the practice.

It does not need to be complicated.

Examples include encouraging more patient reviews, improving the patient journey, building community relationships, or strengthening recall systems.

Explain why this works.

“When candidates mention something like this, the interviewer starts picturing them already running the practice.”

Help them ask stronger questions

Many candidates lose impact at the end of the interview because they ask weak questions.

Encourage them to ask questions about the success of the practice.

Examples include:

“What do your best practice managers do that really makes a difference here?”

“If someone joined and had a really successful first year, what would that look like?”

Questions like this show leadership thinking.

What a Good Call Sounds Like

Here is an example of how a strong call flows.

“Hi Sarah, it’s James from FOT. I just wanted to give you a couple of quick tips before your interview tomorrow so you feel really confident going in.”

“Have you had a chance to look at the practice online yet?”

Candidate answers.

“That’s great. Even mentioning something simple like the reviews you saw or how long the practice has been established shows you’ve taken the time to understand the business.”

“One thing that really helps candidates stand out in Practice Manager interviews is thinking like a manager rather than just answering questions.”

“For example, talking about patient experience, how you support the team, or how you build patient loyalty.”

“You could even mention a simple idea like encouraging more patient reviews or strengthening relationships with the local community.”

“When interviewers hear that kind of thinking they start picturing you already running the practice.”

“And one last tip. When they ask if you have any questions, try asking something like ‘What do your best practice managers do that really makes a difference here?’”

“It shows you’re thinking about success in the role.”

“If you go in with one observation about the practice, one idea to improve it, and one strong question, you’ll already stand out.”

“You’ll do great.”