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Initial interview counseling


40 Counseling Interview Questions to Ask Therapy Clients

Empowering your patients and guiding them to realize their inner strengths to deal with life’s difficulties are some of the central goals of counseling.

Knowing which questions to ask patients at different points of the counseling process is vital, as your patients will be more inclined to reflect on their difficulties. Ultimately, this will ease distress and promote long-lasting change (Prout & Wadkins, 2014).

This article will provide specific outlines of how you can structure your counseling interview, with questions you can use in different stages of the process.

The aim of these resources is to help you develop a meaningful connection with your patients as they embark on a counseling journey toward self-understanding and meaningful change.

Before you continue, we thought you might like to download our three Positive CBT Exercises for free. These science-based exercises will provide you with detailed insight into positive Cognitive-Behavioral Therapy (CBT) and give you the tools to apply it in your therapy or coaching.

This Article Contains:

  • What Is the Counseling Interview? 2 Types
  • 9 Useful Assessment Questions
  • Process of the Interview: Step-by-Step Guide
  • How to Use Open Questions: 9 Examples
  • 17 Best Questions for Your Sessions
  • Helpful Resources From PositivePsychology.com
  • A Take-Home Message
  • References

What Is the Counseling Interview? 2 Types

Counseling interviews are multifaceted and can be structured or more fluid, depending on the therapeutic relationship stage at which it is conducted. The conversation should be characterized by respect, empathy, and active listening. The counselor should also be mindful of their affect and tone throughout the discussion (Prout & Wadkins, 2014).

In clinical practice, there are two types of interviews that a clinician uses to help understand the difficulties that bring patients to their practice (Kelly, 2020). Each interview serves a different purpose, but interviewing in general aims to give the clinician more information about their patients so that they can provide relevant treatment and guidance.

A structured clinical interview is a semi-structured guide outlined in the fifth edition of the Diagnostic and Statistical Manual of Mental Disorders (DSM-V). Each disorder classified in the DSM-V has a semi-structured guide of questions that clinical psychologists or clinicians trained in recognizing these disorders can ask to determine if a patient meets the diagnostic criteria for a particular disorder (Kelly, 2020).

Since these DSM-V questions are specific to a particular disorder, this interview style should only be used in a counseling interview if the patient wants to explore their predisposition to a particular disorder. Confirmation and further analysis from a clinical psychologist or doctor will be needed to diagnose the patient formally.

A clinical interview is more focused on facilitating conversation between the patient and the counselor. Even though there is still a focus on building a rapport with the patient, the purpose of this interview is to understand their life and what aspects of it are being affected. This type of interview is usually done during the first counseling session and is used to help determine the trajectory for the conversations in subsequent sessions.

5 Good questions for your first session

The first session is focused on understanding the presenting problem, which is the patient’s current level of functioning. In addition, the counselor may ask questions surrounding the history of difficulties that have brought them to counseling (Prout & Wadkins, 2014).

Since the first session with a client should be centered on what prompted them to seek counseling, the questions might be more focused and narrow so you can provide them with the support that best fits their needs (Prout & Wadkins, 2014).

The first question should always be, ‘What brings you here today?’ This gives you an opportunity to set the stage for further sessions and understand what is troubling the patient. A question like this will create a positive, supportive atmosphere where they are more likely to open up and be receptive to change.

To further explore the reasoning behind the presenting problem, it is important to understand the internal and external factors that are present in their lives. Questions that delve more into a patient’s past and present experiences include:

  • What was your childhood like? Can you tell me about your family growing up?
  • Are there any relationships (romantic or non-romantic) that have impacted your personal outlook or daily functioning?
  • When you encounter difficulties, what are your current coping mechanisms?
  • What do you think your strengths are? Describe an instance where you’ve used them.

Although there is no prescriptive order in which to ask these background questions, at some point in your first session, you should ask your patient what they would ideally like to get out of counseling.

Even if your patient does not have an answer right away, it is important that you work together to understand this, as it will allow both of you to have an optimal level of functioning to work toward in the sessions following.

9 Useful Assessment Questions

Alongside determining your patient’s intent for seeking counseling and how they want their life to improve as a result, it is also important to collect information that addresses the patient’s concerns and serves as a starting point for planning (Balkin & Juhnke, 2014).

Assessment is a process, not a means to an end in counseling, as it allows for counselors to decide what issues need to be addressed first and what kind of treatment and interventions should be implemented (Balkin & Juhnke, 2014).

Therefore, it is natural for the assessment portion of your session to be more formal and focused on assessing your patient’s mental and physical health, and could include topics such as:

  • History of hospitalizations – ‘How many times have you been hospitalized? What for?’
  • Medications – ‘Are you currently on any medication? If so, for what and what is the dosage?’
  • Previous therapeutic experience – ‘Have you ever had therapy before? If so, what kind of therapeutic interventions/practitioners have you seen?’
  • Suicidal ideation – ‘Have you ever had thoughts of killing yourself or attempted to kill yourself? What motivated or triggered these thoughts?’
  • Symptomatology – ‘What kind of symptoms have affected your daily functioning? Rate the severity and frequency of each symptom. ’

After you get a complete history of your patient’s mental and physical health, you can then narrow down the resources and formal assessment tools that can assist them in your sessions together.

Process of the Interview: Step-by-Step Guide

After conducting the initial clinical assessments, each subsequent session with patients is viewed as an informal interview. Even though the interview may not be as structured as the initial assessments, each session is aligned with a staged counseling approach that is oriented toward guiding the patient toward workable action that will improve their quality of life.

Each stage of the interview process will help to build this connection between you and your patients. Depending on the time you have with your patients, these stages can be divided or executed based on time constraints. Below is an outline of the stages you should follow when trying to build a meaningful rapport with your patients (adapted from Cameron, 2008):

  • Step one – Making a connection
    The first portion of the interview should be focused on building rapport with your patients, such as demographics, history, and the reasons counseling is sought (Ivey & Ivey, 2003). Questions should be open ended and aim to give each session a specific purpose. What brings you to counseling? What would you like to focus on in today’s session? What can we do today that will help you move forward?
  • Step two – Identifying individual strengths and goals
    During this step, the focus is on getting a patient to recognize their strengths and acknowledge them through self-affirmation. To set the stage, counselors can ask patients questions that help draw out their inner strengths, such as, ‘Where do you think your strengths are?’ or ‘Tell me about a time when you felt good about something you did.’

After drawing out these scenarios, counselors can then move on to helping patients learn how to use positive self-affirmations to help increase their confidence and improve their perception of themselves.

Positive self-affirmations should be relevant to the patient’s struggle and help them achieve the goals they set out to achieve in their sessions. For example, if a patient has body image issues, they should focus the affirmations on praising their body (“I am beautiful”) and their strength (“I am strong and I can overcome”).

  • Step three – Actionable strategies for change
    The last step is for you and the patient to make an actionable plan to help them change their behavior. In this final part of the session, you and the patient will work together to come up with a plan of action.

The goals should be clear, and there should be a plan set up to ensure accountability. Asking questions such as ‘How do you plan to apply what you’ve learned in today’s session in your everyday activities?’ and ‘How can we work together to make a plan so you continue to feel empowered?’ will help give patients workable strategies to help adjust their behavior.

How to Use Open Questions: 9 Examples

There are two broad approaches to questioning in counseling: open-ended and closed questions.

Closed-ended questions are less broad and are used to get very specific information from your patients, for example, medical information or living arrangements (Balkin & Juhnke, 2014).

Open-ended questions are more unstructured and are meant to give you more information about unique events and, when used strategically, can be formatted to gain specific insight about various parts of the patient’s life (Australian Institute of Professional Counsellors, 2009).

Specific ways that open-ended questions can be used in counseling sessions depend on what information you want from your patients. This section provides a general overview of how you can convert simple questions into open-ended questions to help get your patients to open up (Australian Institute of Professional Counsellors, 2009):

  • “How” questions enable patients to talk about their feelings – ‘How does this particular situation make you feel? How did this experience shape your current perspective?’
  • “What” questions help you get specific facts surrounding a situation that has shaped your patient’s perspective – ‘What happened here? What role did (person) play in this situation?’
  • “When” questions are centered around the timing when a situation or event occurred – ‘When did this happen?’
  • “Where” questions give specific information about the environment or place the event took place – ‘Where did this situation occur? Where did most of these difficult events happen?’
  • “Why” questions focus on the reasons leading up to the event or any information related to it – ‘Why did (person) react that way? Why did X happen at this particular time?’

Questions during the counseling session are meant to provide new areas for discussion and provide clarity for you when learning about the reason your patients sought counseling.

17 Best Questions for Your Sessions

A large part of knowing what and how to speak to your patients involves building a strong emotional bond. Emotional bonding between counselors and therapists could include compassionate and empathetic listening or humor. It could also involve just sitting with the patient while they are experiencing strong emotions (e.g., sadness or anger) and giving supportive, positive feedback (Meyers, 2014).

Giving your patients opportunities for evaluation and reflection on what techniques are working for them in your sessions together will allow you and your patients to understand how they are feeling throughout treatment and ensure that the questions being asked are relevant to their experience (Meyers, 2014).

This approach can also help develop the emotional bond between patient and counselor, as it allows for open communication and dialogue between the two parties.

Questions that can help facilitate reflection during your sessions include:

  • How are we doing?
  • Are these sessions helpful?
  • What do you want to work on?
  • What would you like to get out of today’s session?
  • Where would you eventually like to be?
  • Where do you think you can go?

Making emotional bonding a central part of the counseling process means that instead of only relying on formal counseling techniques and interventions, you are also making an effort as a practitioner to ensure your patient is heard and that the sessions are moving at a pace they are comfortable with.

5 Questions for marriage and couples counseling

According to Gottman and Silver (1999), the central reason couples choose to seek marriage or couples counseling is because of difficulties in communication. When working with couples, it is important to develop an understanding of why they are seeking counseling and what they hope to get out of their sessions.

Start by asking questions such as:

  • How long have you and your partner been together?
  • What are you hoping to achieve in these sessions?
  • Can you tell me what has prompted you to seek couples/marriage counseling? 
  • Tell me about how you met.
  • Do you have any issues outside your relationship with each other that cause difficulties in your partnership (e.g., in-laws, co-parenting with high-conflict exes, stepchildren, differing work schedules)?

After developing a baseline, it is important to help couples develop effective communication strategies. Counselors often emphasize active listening strategies, where couples learn to resolve their conflicts by using “I statements” to communicate how they are feeling.

However, therapy that is centered on conflict resolution has been shown to have a 35%-success rate, as couples who engage in these strategies can sometimes feel that their true concerns are not heard by their spouse (Gottman & Silver, 1999). It is important that you help couples develop a safe environment where they can communicate honestly and openly with each other.

Our Marriage Counseling Toolkit has a section entitled ‘key questions’ that allow couples to think about what is bringing them to therapy and consider the goals they have for their marriage.

Giving both individuals a copy of these questions to answer prior to the first session will allow couples to compare their perspectives in a neutral environment and give you a starting point to determine what techniques and interventions are necessary.

Best career and school counseling questions

Career and school counselors aim to help students and older individuals explore, understand, and execute career-related decisions.

While school counselors focus more on the steps that students need to take when pursuing specific career paths, career counseling gives both trained professionals and people just starting out in their careers guidance on how to explore, understand, and execute career-related decisions (Lent & Brown, 2012).

Open-ended discussion is an effective strategy for getting the most out of individuals who are seeking career counseling. Determining an individual’s goals and what they intend to get from the sessions, similar to other types of counseling, will allow you and your clients to get the most out of your sessions.

Some open-ended questions counselors can ask to help guide their clients include:

  • How long have you been in your chosen career?
  • Where do you see yourself in 10 years? Do you still see yourself in this field, or do you think you want to move into another area?
  • Are you happy with your chosen career path? What could be better?
  • Think of a goal you have achieved. What are the steps you took to get there?

In school counseling, it is important to adopt a similar open-ended discussion format when talking to students about what they plan to do. Instead of focusing on their career, you want to focus on what they plan to achieve. Questions such as ‘What can you see yourself doing in the future?’ or ‘Where are your strengths/passions?’ can help students to think about what direction they want to go in.

Our career counseling article has a large selection of questions you can ask students just starting out on their career journey, as well as questions you can ask seasoned professionals who are further on in their careers. Speaking of career, here is an excellent resource on How to Become a School Counselor.

Helpful Resources From PositivePsychology.com

Our site has many tools and resources that can help enhance your counseling practice. Whether you are a clinical counselor, marriage and relationship counselor, or career counselor, our activities and worksheets are highly variable and can apply to a variety of different contexts in the counseling profession.

Assessing a patient’s mental status is an important aspect when moving forward in ongoing counseling sessions. These Brief Mental Status Exam and Mental Status Exam – Exploring Strengths worksheets can help counselors get a baseline before they start working with their patients.

If you’re looking for more science-based ways to help others through CBT, check out this collection of 17 validated positive CBT tools for practitioners. Use them to help others overcome unhelpful thoughts and feelings and develop more positive behaviors.

A Take-Home Message

Building positive connections with your patients is a key part of the therapeutic process. How you respond to your patients’ feelings, needs, and goals will determine the strength of the clinician–patient relationship and, ultimately, determine how much your patients choose to open up to you about their difficulties in their sessions.

We hope this article provided you with several questions you can ask your patients, no matter what type of therapy your practice specializes in. In addition to the resources you are providing, make sure you are using the time with your patients to develop a strong relationship so that the sessions can be meaningful for both of you.

We hope you enjoyed reading this article. For more information, don’t forget to download our three Positive CBT Exercises for free.

  • Australian Institute of Professional Counsellors. (2009). Counselling microskills: Questioning. Retrieved on October 8, 2021, from https://www.counsellingconnection.com/index.php/2009/07/10/counselling-microskills-questioning/
  • Balkin, R. S., & Juhnke, G. A. (2014). The theory and practice of assessment in counseling. Pearson.
  • Cameron, H. (2008). The counseling interview: A guide for the helping professionals. Palgrave-MacMillan.
  • Gottman, J. M., & Silver, N. (1999). The seven principles for making marriage work. Seven Dials.
  • Ivey, A. E., & Ivey, M. B. (2003). Intentional interviewing and counseling: Facilitating client development in a multi-cultural society. Thompson, Brooks & Cole.
  • Lent, R. W., & Brown, S. D. (2012). Career development and counseling: Putting theory and research to work (2nd ed.). Wiley.
  • Meyers, L. (2014). Connecting with clients. Retrieved on October 9, 2021 from https://ct.counseling.org/2014/08/connecting-with-clients/
  • Kelly, O. (2020). How clinical interviews help diagnose mental illness. Retrieved on October 9, 2021 from https://www.verywellmind.com/structured-clinical-interview-2510532
  • Prout, T. A., & Wadkins, M. J. (2014). Essential interviewing and counseling skills: An integrated approach to practice. Springer.

Conducting a Successful Intake With Your Clients

Set yourself and your clients up for success from day one.

The initial intake assessment is often the most important interaction you’ll have with your clients. It’s not only an important step in the event of an insurance audit, but provides an opportunity for you to learn more about why your client is seeking support, develop rapport, form a case conceptualization and foundation for treatment, and get an idea of their goals for therapy. Realistically, you may not have time to discuss the full scope of each client’s needs during that first meeting. Consider the intake as a jumping off point for future sessions. From preparing for the intake to wrapping it up, we’ve gathered a few helpful tips and resources below. 

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Ethical and legal obligations to consider prior to the first appointment

Establishing a new client relationship starts with some paperwork. Before treatment starts, you’ll need to prepare an informed consent document for the client to sign, either in advance or upon meeting in-person (see ‘What disclosures do I need to provide?’). Once the session begins, have a discussion around confidentiality–an important piece of the therapy puzzle. It’s important that your client understands there are limitations to confidentiality right away, even though your conversations in therapy are private. For example, if a client indicates they are a risk to themselves or others, certain states require you to inform the appropriate authorities. Stay up to date on your state's duty to warn requirements.

Structuring your intake

Whether you are a seasoned clinician or just starting your private practice, you understand that the art of intake is refined over time. “Experienced therapists, like tango aficionados, find their flow and gather information, maintain rapport, and begin dealing with closure at the same time, without specifically thinking about it...but they didn’t begin their careers with this ability (Skovholt & Jennings, 2004). While each providers’ approach to the clinical intake may differ, they typically follow a similar outline in an hour-long session:

  1. The Introduction: Establish rapport and make a connection with your client.
  2. The Opening: Ask questions and elicit information from the client.
  3. The Body: Dive deeper into the clients’ needs and establish a structure for progress through intervention and goal-setting.
  4. The Closing: Wrap up the session by summarizing the interview, providing initial case formulation, positively reinforcing their decision to seek professional services, and explaining how the second visit will look.
  5. The Termination: End the interview and set boundaries for the client/therapist relationship moving forward.

Helpful information to gather

The intake should feel like a guided conversation; natural, yet goal-directed and allowing for you to maintain control. As you get to know more about your client, it’s important to understand their motivation for seeking support in the first place. Some clinicians find it helpful to gather the client’s current symptoms and concerns, as well as any pertinent psychiatric, developmental, medical, career, school, social, romantic, and familial histories to develop their case conceptualizations. Others prefer to let the client speak about their most pressing concerns using a free-form structure and dive into topics as they arise. As you develop your preferred model, the following templates offer suggestions for a streamlined intake process.

  1. Sample Adult Intake Form template
  2. Sample Adolescent Intake Form template
  3. Sample Child Intake Form template

Using additional assessments

While the intake interview is ripe with qualitative information about your client and their needs, clinical questionnaires and other assessment tools score client feedback in a quantitative way that can further support therapy and your discussions. For example, if a client endorses suicidal ideation on the PHQ-9 (a score >0 on question #9), you should administer a follow-up suicide risk assessment to ensure the client is safe and not a risk to themselves or others. It’s typical to administer these assessments prior to the first session so that you can gather a baseline on the client’s state and have an idea of which topics to discuss during their first visit. 

Learn how to use and interpret the GAD-7 and PHQ-9 assessments, available in the SonderMind platform.

Ending your time and setting up for future sessions

After you’ve gathered initial background on your client and discussed potential therapy goals, it’s time to wrap up the conversation. Spend the last 5-15 minutes discussing your initial case conceptualization thoughts, reiterating goals, positively reinforcing their decision to seek therapy and next steps, such as scheduling another appointment and homework for the client. Remember, you likely won’t get to discuss every pressing issue in the first hour. It’s important to gently inform the client that therapy takes place over a few sessions, and that you will continue to address their needs in the next meeting.  

No matter what your therapeutic approach is, the intake interview is an important part of the process. It allows you to get a snapshot of your clients needs and begin to steer them towards success.  And, like snowflakes, no two intake sessions are alike. While you may want to check off every box on your intake template, flexibility on what topics to explore and when will make the conversation more natural for your client. If you have more questions on intake structure and style, check out the additional readings below:

Additional Readings

  • Clinical Intake, Assessment, and Therapeutic Alliance by John Sommers-Flanagan & Rita Sommers-Flanagan (free)
  • APA Professional Practice Guidelines (free)
  • Increasing Intake Interview Skills: A Creative Approach by the American Counseling Association (free)
  • Clinical Interviewing by John Sommers-Flanagan & Rita Sommers-Flanagan
  • Essentials of Intentional Interviewing: Counseling in an Multicultural Work by Allen Ivey, Mary Bradford Ivey, and Carlos Zalaquett
  • Master therapist: Exploring expertise in therapy and counseling by Thomas Skovholt & Len Jennings

**Disclaimer: This document is intended for educational purposes only. Please check with your legal counsel or state licensing board for specific requirements.
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SonderMind Inc.© 2022

How to interview if you are not a recruiter

  1. Make a list of candidates with whom you have scheduled interviews. Schedule breaks of 15-20 minutes after each conversation - you will need this time to fix impressions of the interlocutor.
  2. Choose a meeting place, whether it's in person or online. In the first case, it is important that during the conversation you are not interrupted by colleagues with requests to give up the office, for example, to meet with a client. In the second, it should be quiet and calm around, so that something extraneous and inappropriate does not interfere with your “ether”.
  3. Just before the meeting begins, go over the candidate's resume again and record all the key points that you want to discuss in the interview.
First meetings, quite naturally, can cause excitement. Pavel, the territorial manager of a trading company, says: “One of the first tasks in the new role was the search for a candidate for the vacancy of a commercial director in Khabarovsk. Our HR manager conducted the first phone interviews and set up a meeting schedule for me. And here I am sitting in one of the Khabarovsk cafes (this was long before the pandemic, even the office had not yet been rented), a list of questions was open in front of me (I'm afraid to forget something important). In front of me sits a candidate 20 years older - an experienced leader with an excellent track record. And then I notice how his hands tremble and he utters some phrases with a stutter. Realization comes - he worries much more than me! Here I was "let go".
  1. Introduce yourself to the candidate. Job negotiations are extremely stressful, and the interlocutor can easily forget your name and position, even if he knew in advance with whom he would communicate.
  2. Start with a neutral topic: weather, traffic, and traffic (if you're dating offline). Give the candidate the opportunity to breathe a little and relax, seeing you as an ordinary person.
  3. Tell us about the format of the meeting: approximate duration, further stages, if any, time for the candidate's questions (some leaders prefer to start with them, others leave time at the end of the conversation).
  4. Go to questions.

Here is a selection of questions to help you:

  • What are your criteria for looking for a job right now? What is really important to you?
  • What do you know about our company?
  • For what reason are you looking for a job? What did not suit you in the previous place?
  • What are your professional goals?

The main goal of this block of questions is to understand what motivates a candidate when looking for a job. Be wary if a money motive runs like a red thread through the answers. Most likely, the employee will easily change the company if he is offered at least a little more.

  • What was the last project you led? What are its results?
  • Tell us about your most successful projects or completed tasks?
  • Tell us about your last professional failure. What lessons did you take away from it? What would you do differently now?
  • Describe how you would handle a situation where you need to complete several tasks before the end of the day, but there is not enough time for everything anyway?
  • What were your goals at your last job? Were all goals achieved? What did you do if you realized that the plan was not being implemented?

The answers to these questions will help you better understand the area of ​​responsibility and the candidate's contribution to success. One of the important skills of a professional is to learn from your mistakes and learn from bad experiences. If you are told that there were no difficult cases, and you can’t remember any failures, your interlocutor most likely solved simple tasks of the same type.

  • What salary do you expect?
  • What salary did you receive at your last job?
  • How do you see the development of your career?
  • What training and courses did you take this year? What have you learned and put into practice?
  • If I ask your last leader what you should be trained, what do you think he will offer?

Match the answers with what your company has to offer. At what rate do people “grow” inside? What is the emphasis - to take "ready" professionals from the market and offer appropriate remuneration or train on the job? Do you need an independent expert or a performer who works within strictly defined limits?

  • What methods and tools do you use to organize your time?
  • Tell us about achievements that you are proud of.
  • What do you need for maximum productivity?
  • Give examples of times when you had good ideas but failed to implement them.
  • What type of people do you work best with and why?
  • What are your three positive traits that your former boss would name?
  • And what negative thing would he remember?
  • What three personality traits will your friends remember when describing you?
  • Who has influenced you the most in your career and how?
  • What are you passionate about outside of work?

These questions allow you to carefully work through potentially difficult points. For example, a person is accustomed to office work, and the vacancy he is applying for implies work in open space. Or the candidate is an excellent performer, but he needs instructions for each action, and you expect independence and initiative from the future employee.

The average duration of the interview is 40-60 minutes - this time is usually enough to get an impression of the candidate and understand how he fits the profile of the position.

  • Family plans: “Are you going to get married? When are you planning to have children?
  • Nationality and citizenship: “What is your nationality?”, “Where are your parents from?”, “Where were you born?”;
  • Religion: “What religion do you profess?”, “Are there any days when you cannot work?”;
  • Political views;
  • Sexual preferences: “What is your orientation?”, “Do men/women invite you on dates?”;
  • Health: “How many days were you sick last year?”, “Do you hear well?”, “When was the last time you were in the hospital?”, “When was the last time you had a consultation with a doctor?”.

The reason for refusing employment can only be the professional experience and business qualities of the candidate - this rule is spelled out in the Labor Code of the Russian Federation. These factors should be assessed in the interview. In addition, the candidate may well answer evasively to questions of a personal nature, guessing the desired answer.

If there is a need to evaluate a specific skill necessary for further work, give the candidate a test task. It should be as close as possible to the work tasks. The textbook “Sell me this pen” is an indicative test. He only demonstrates quick wit and resourcefulness, but does not guarantee that the new employee will cope with the sales plan.

Tatyana opened a vacancy for an administrative director. She needed someone who could oversee renovations, manage budgets, and open new stores on time. In three days, over a hundred responses came to the vacancy. Tatyana conducted initial interviews and invited candidates to the office. In addition to a half-hour interview, candidates were offered a task: to write a short letter to the landlord (in free form) and calculate the area of ​​​​the premises in order to draw up an estimate for repairs. What was Tatyana's surprise when the candidates who indicated in their resumes "experienced PC user" and "excellent knowledge of Excel" could not cope with a simple geometry task. Of the 20 candidates, only one passed the test. He was offered a job.

In conclusion, tell us more about the company and answer the candidate's questions. Leave this for the end of the conversation, because at the beginning it is important for you to understand what the candidate did to prepare for the meeting? Did he open the site, learn about the product, the main competitors and the target audience? Or is your company one of the dozen where the resume was sent?

Even if you realize that for objective reasons the person is not right for you, make at least a minimal version of the presentation. Who knows, maybe in the future the candidate will become your client or you will meet him in the professional world. Even a job interview that doesn't end with a job interview can turn into a successful advertising campaign for your brand!

If you do not have the ability or desire to personally conduct interviews with applicants, trust a professional recruiter at HRspace. This is a service for direct communication between employers who place applications for selection, and recruiters who are ready to take on the search for the right person.

Find an employee

Successful search and closed vacancies!

Page not found – Volodya Soldatov Tobolsk Medical College

Dear colleagues!
October 10, 2022 at 13.25 (room 306) we invite you to a meeting with the semi-finalist of the "Big Break" contest Khasanov Dilshod and highly motivated college students.

#TobMK #SPO #education in Tobolsk #MyVyborMedicine #education #studentlife #students #mySPEspecialbebetter
#SPO Day #Ministry of Education of Russia #IRPO

On October 8, the club "LITERATURNAYA SREDA" had a very rich program of impressions:
– Attended the presentation of the books of the Tobolsk Revival Foundation, where the chairman of the public foundation, Arkady Grigorievich Elfimov, told the story of the creation of these masterpieces, supplementing it with a fascinating excursion into the life and work of Fyodor Read more →

On October 7, 2022, Ekaterina Alekseevna Kopshaeva, Senior Specialist for Media Relations of the Ministry of Internal Affairs of Russia “Tobolsky”, held a preventive conversation with students on the topic “Prevention of fraud using bank cards”.
Ekaterina Alekseevna spoke about the most common types of fraud and Read more →

AUTUMN VERNISSAGE!

An exhibition of drawings "Autumn Vernissage" has opened at the Tobolsk Medical College named after V. Soldatov. Artists of works students of the 11th group "Professional training".

#TobMK #SPO #education in Tobolsk #MyVyborMedicine #education #studentlife #students #mySPEspecialbebetter
#SPO Day #Ministry of Education of Russia #IRPO

RUSSIAN CHUNKS!

The Tobolsk Medical College named after V. Soldatov opened an exhibition of drawings "Russian tunes". Artists of works students of the 41st group of the specialty "Technology of aesthetic services"

In the Tobolsk Medical College named after V. Soldatov, students of the 11th group of the specialty "Social work" during the thematic week "Teacher's Day!" made postcards for your favorite teachers.
The children put their heart and soul into the craft-postcard, and the teachers were delighted with the gift!

#TobMK #SPO #education in Tobolsk #MyVyborMedicine #education #student life Continue reading →

In Tobolsk, future doctors got acquainted with the organization of medical service at SIBUR

Students and teachers of the Tobolsk Medical College named after. Volodya Soldatov visited the ZapSibNeftekhim health center. As part of the tour, they learned about the peculiarities of the organization of the medical service at the enterprise and got acquainted with its medical infrastructure.

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#TobMK annually conducts first aid training for teachers and people without medical education.
This year, 🧒🧒🧒employees of MADOU "Kindergarten No. 30" who completed the course of the additional educational program "First Aid" joined the ranks of our students.
✍🏻 The practical value of the course Continue reading →

Tobolsk Medical College provides a unique opportunity to get a FREE profession in demand BEATY. Our course will help you master the profession of "Cosmetologist", acquire the necessary skills and realize yourself in a new activity!
Our course is divided into several modules, each of which contains ✍🏻 up-to-date and interesting information, a lot of Read more →

On October 6, 2022, the senior inspector for propaganda of the traffic police of the Ministry of Internal Affairs of Russia "Tobolsky", police captain Prigorova Natalya Alexandrovna, together with the teacher-psychologist Tatyana Georgievna Malinovskaya, the social teacher Tashbulatova Elmira Elverovna and #TobMK volunteers held a preventive action on the topic: "Rules for safe travel Continue reading →

Every year, on October 5, our country celebrates a wonderful holiday - Teacher's Day.

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