When preparing for a job interview, physicians often prioritize crafting great responses to questions about their clinical expertise, accomplishments and training. Equally critical but frequently overlooked is developing thoughtful questions related to onboarding, retention and how the move might support your life outside of medicine.

Initiating these conversations can reveal how a potential employer regards physician success, long-term satisfaction and personal well-being, and whether red flags may be hiding behind polished recruitment efforts.

Why these questions matter

1. Assess cultural fit
Workplace culture is the foundation of your day-to-day professional experience. Asking about organizational values, team dynamics and communication norms gives you insight into whether you’ll thrive in the environment. This helps avoid mismatches that often lead to early turnover or burnout.

2. Clarify expectations
Misaligned expectations are a top reason physicians leave new roles. Asking about clinical duties, call schedules and evaluation criteria allows you to decide whether the position aligns with your goals and whether you’re stepping into a clearly defined and supported role.

3. Ensure a strong start
Effective onboarding is more than a welcome packet. It’s a structured, guided process that supports integration into clinical teams, workflows and systems. Asking about mentorship, EMR training, billing guidance and clinical shadowing helps you gauge how invested the organization is in helping you succeed from day one.

4. Understand retention strategies
A strong retention plan means more than a competitive salary. It means leadership is focused on wellness, development and career advancement. Ask about why physicians stay—or leave. Their answers will tell you whether you’re walking into a high-turnover environment or a supportive, sustainable one.

5. Evaluate community fit for you and your family
Your job is only one part of your life. If you’re relocating, be sure to ask questions about the local community, schools, housing, spouse employment support and lifestyle opportunities. A great professional fit can still lead to dissatisfaction if the personal or family side of the transition falls short.

6. Protect your career longevity
Choosing the right opportunity upfront—and ensuring it’s built to last—means fewer disruptions and greater satisfaction over time.

An investment in your future starts with the questions you ask today.

Practical questions to ask in interviews

Onboarding and early success

-What does the onboarding process look like for new physicians?
-Will I be assigned clinical or academic mentors? How are they assigned? How often will we meet?
-What does the first week entail? What does the first month typically entail?
-What kind of support is in place for building my practice or patient panel?

Workflow, systems and access

-What training is offered for EMR, billing, or coding?
-Who are my referral partners and care team collaborators?
-Where do I go for questions about workflow or scheduling?
-Who will be setting my productivity and performance goals? What are the typical expectations for new providers?

Growth and retention

-What opportunities exist for leadership or professional development?
-What are the most common reasons physicians choose to stay—or leave—this organization?
-How does leadership respond to physician feedback or concerns?
-What programs support work-life balance and wellness?

Practical logistics and community fit

-What can I do in advance to help my onboarding go smoothly?
-Who is my go-to contact for onboarding support?
-What resources are available to help my family get settled in the area?
-Can I speak with someone about local school options, neighborhoods, and spouse/partner employment resources?
-How does the organization help support physicians with community integration?

How to Use the Answers

It’s not just what you ask, but how your questions are received.

Pay attention to whether leadership answers with enthusiasm and clarity, or whether they dodge the topic. Transparency, preparedness and genuine engagement are strong positive indicators. Vague or dismissive responses may signal a lack of investment in the physician experience.

Take notes, reflect on what you’ve learned, and follow up as needed. Speaking with current physicians can also provide helpful context to what is said—or left unsaid—in interviews.

Final Thoughts

Your next role should not just meet your clinical interests, it should support your success, your growth, and the well-being of your family, both professionally and personally. By asking onboarding and retention questions, you take control of your career, align yourself with the right organization, and invest in a fulfilling, sustainable future.

About the Author
Donna Ecclestone, CPRP, is the owner of Ecclestone Onboarding and Integration, a consulting firm specializing in provider onboarding and retention. With 25 years at Duke, she led recruitment and founded Duke’s Provider Integration team, earning Joint Commission recognition in 2016. A national expert and speaker, she co-developed AAPPR’s onboarding certificate program and has helped organizations build or enhance onboarding strategies. Donna is a past AAPPR Board Member, Education Chair, and Volunteer of the Year Award recipient. 

Contact Donna at ecclestoneonboarding@gmail.com or visit ecclestoneonboarding.com.