The Top 25 One Medical Interview Questions and How to Ace Your Interview

Interviewing at One Medical? You’ve come to the right place. In this comprehensive guide, I’ll walk you through the top 25 most common One Medical interview questions along with expert tips on how to nail your responses.

As one of the fastest growing primary care providers in the US, One Medical has revolutionized healthcare delivery with its patient-centered model With over 7,000 team members and 600,000+ members nationwide, the company continues to disrupt healthcare with its focus on seamless, personalized care

This innovative approach has fueled One Medical’s exponential growth, making it a highly desirable place to work. However, the interview process is known to be rigorous.

The good news? Proper preparation can help you outshine the competition

In this guide, I’ll share:

• An overview of the One Medical interview process
• The top behavioral and situational questions asked
• Detailed sample responses to each question
• Tips to help you craft winning answers

Let’s dive in.

Overview of the One Medical Interview Process

The One Medical interview process typically involves:

• Initial Phone Screen with Recruiter (30 mins): The recruiter will assess your resume and experience. Be prepared to walk through your background.

• Video Interview with Hiring Manager (45-60 mins): The hiring manager will evaluate your experience, skills, and cultural fit through a mix of behavioral and situational questions.

• Panel Interview (60 mins): For senior roles, a final round panel interview is conducted with various team members. This assesses your soft skills and team fit.

• Assessments: For some roles, you may need to complete case studies or skills assessments.

The process can take about 1-2 months from initial recruiter screen to final offer. One Medical interviews are described as conversational, relaxed yet probing. The focus is on gauging your patient-centricity, problem-solving skills, and ability to thrive in a fast-paced environment. Advanced preparation is key.

Now let’s explore the most frequently asked One Medical interview questions:

Top 25 One Medical Interview Questions

Behavioral Questions

Behavioral questions aim to understand your past experiences and assess whether you have the competencies needed for the role. Use the STAR method (Situation, Task, Action, Result) to craft winning responses.

1. Tell me about a time you provided excellent patient care. What was the situation and how did you handle it?

Sample Response: As a medical assistant at ABC Clinic, I was responsible for rooming patients and taking vitals before the doctor saw them. One elderly patient seemed especially nervous about his appointment. Recognizing his anxiety, I took a few extra minutes to engage him in conversation about his hobbies and family to help put him at ease. This built rapport quickly. Before the doctor entered, I gave the patient a quick overview of what to expect during the visit and offered encouragement, which noticeably calmed his nerves. When speaking with the doctor afterwards, she commented on how comfortable and relaxed the patient seemed, which made the visit much more effective. This experience taught me the importance of connecting with patients on a personal level to provide the best care possible.

2. Tell me about a time you made a mistake at work. How did you handle it?

Sample Response: As an MA, I once accidentally switched two patients’ chart information, putting the wrong history into each file. I realized my mistake when one of the doctors pointed it out as I was taking the patient into the exam room. I immediately apologized and notified the doctor of the error. I then worked to rapidly correct the problem by updating both files. After the patients had left, I proactively drafted a process document on how to avoid such mix ups in the patient identification process. I also suggested implementing barcoding on our patient charts to reduce reliance on manual entries. While this error was on me, by handling it transparently and using it as a learning opportunity, I was able to improve our patient information processes. This demonstrated my accountability and commitment to quality care.

3. Describe a time you successfully collaborated with a team. What was your role?

Sample Response: As part of a process improvement project to reduce patient wait times, I volunteered to lead a cross-functional team. Our group included staff from scheduling, nursing, and front desk. To align our goals, I organized kickoff meetings where we established objectives, brainstormed ideas, and built buy-in. Understanding perspectives was key. I had nurses shadow the front desk during busy times to gain firsthand visibility into bottlenecks. We also analyzed patient volume data to identify scheduling adjustments needed. Synthesizing these insights, I worked closely with the team to implement solutions including optimized appointment slots and patient communication protocols. Over 3 months, these initiatives successfully reduced wait times by 15% and improved patient satisfaction scores. This demonstrated my skills in bringing diverse groups together to drive impactful results.

4. Tell me about a time you successfully coached or mentored someone. What approaches did you take?

Sample Response: I was recently assigned to mentor a new medical assistant joining our orthopedics team. In our first one-on-one, I asked open questions to understand her strengths, development areas, and goals. I then worked collaboratively with her to create a tailored training plan, providing hands-on guidance in areas she lacked confidence. For example, I role-played patient intake scenarios and observed her interacting with patients to provide real-time feedback. I scheduled regular check-ins to gauge her progress, seek feedback, and adjust my coaching approach as needed. Within three months, her patient care skills improved remarkably. In her self-evaluation, she noted how my guidance helped fast-track her growth in the role. Mentoring her reinforced my passions for teaching, developing talent, and cultivating a nurturing work culture.

5. When have you disagreed with a colleague or leader? How did you handle the situation?

Sample Response: While leading a process improvement initiative, I disagreed with a senior executive on the timeline and scope of the project. When presenting my project plan, the executive felt we should take a more conservative approach versus my bolder vision. Rather than push back aggressively, I asked thoughtful questions to understand the executive’s perspective and reasoning. We had an open discussion about potential risks and mitigation strategies. Ultimately, I reframed my recommendations in a phased approach, incorporating the executive’s valid concerns about change management and resource needs. This allowed us to move forward with a plan we both felt comfortable with. Although we initially disagreed, I learned the importance of bridging gaps through an open exchange of ideas. This experience demonstrated my maturity, patience and conflict resolution abilities.

Situational Questions

Situational questions evaluate your problem-solving skills and real-time decision making. Use a logical, structured approach in your responses.

6. A patient calls frustrated about a billing error. Their insurance was charged for a previous doctor’s visit they already paid for out of pocket. How would you handle this situation?

Sample Response: I would empathize with the patient’s frustration and apologize for the billing error. I would ask clarifying questions to understand the specific circumstances and pull up their account details to investigate further. If I could not resolve it directly, I would loop in our billing department, keeping the patient informed. Once the source of the error was identified, I would ensure we credited their insurance appropriately and resolved the duplicate charge. Furthermore, I would update our billing protocols and training to prevent similar errors going forward. Throughout the process, I would maintain a patient-focused, responsive approach while rectifying the mistake efficiently. Proactive communication and a commitment to resolution are key to addressing errors and rebuilding patient trust.

7. You notice a colleague is having trouble managing a difficult patient situation. What would you do?

Sample Response: First, I would speak privately with my colleague to understand their perspective and see if I could provide any real-time guidance to help de-escalate the situation. However, if tensions continued rising, I would step in as needed and politely introduce myself to the patient. I would listen attentively to understand their concerns, express empathy, and apologize for any misunderstandings. I would work collaboratively with my colleague to explain the appropriate next steps while remaining composed under pressure. Afterwards, I would check in with my colleague to discuss learnings from the situation and identify any training opportunities that could help avoid similar issues in the future. My goal would be to resolve the immediate conflict while also fostering a supportive environment.

8. If you were hiring someone for your team, what skills and qualities would you look for?

Sample Response: There are several key attributes I would look for in a new team member. Clinically, I would want someone with strong diagnostic capabilities, up-to-date medical knowledge, and proficiency with healthcare technologies like EHR systems. Just as importantly, I would look for compassion, empathy and bedside manner when interacting with patients. The ideal candidate would be an excellent active listener and communicator who makes patients feel heard and cared for. In terms of soft skills, I would want someone reliable, detail-oriented and able to multitask efficiently in our fast-paced environment. Culturally, I would look for someone aligned with One Medical’s mission of patient-centric care and service excellence. Hiring based on both hard skills and cultural fit is crucial for team success.