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How To Become A Doctor In 6 Simple Steps

How To Become A Doctor In 6 Simple Steps

Medical school. It’s one of the most difficult times for any future doctor. However, at the same time, it’s one of the most rewarding times, especially for neurosurgeons. Although students usually choose to take the med school path as teenagers, there are those who make the decision while in college.

Med students motivated by the money usually get an excellent paying job as a primary physician. But those who do it for the passion, end up getting an eye-watering salary, typically around a quarter of a million dollars a year.

Below are six steps that will help you become a doctor. Are you ready?

Have The Passion And Motivation

The first step to becoming a medical doctor is having the passion and motivation to be one. It may sound cliche, but you can do whatever you put your mind to. If you dream big, you will get big results. The lower your ambitions, the lower the results you will achieve.

Whether you’re motivated by the money, science, or helping with saving lives, having passion can get you through medical school more smoothly. Every time you lose a bit of motivation, remind yourself the reason why you chose to study medicine in the first place. That will give you the spark to keep going.

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Get An Undergraduate Degree

Once you’re armed with passion, you will need a four-year degree from a nationally accredited university. Although majoring in chemistry or biology might be smart, you can get your degree in any field.

As a part of medical school requirements, pre-med courses includes one year of biology with lab, one year of general chemistry with lab, one year of organic chemistry, one year of physics with lab, and one year of English.

Some people even go on to get their Master’s degree before going to med school. However, this is not mandatory, but it could increase your chances of getting into a good school.

Furthermore, it is recommended to begin the pre-med courses before taking the MCAT test, which is the Medical College Assessment Test – the exam you need to pass to get into med school.[1] And speaking of the MCAT, let’s have a little talk about that.

Pass The MCAT Exam

The Medical College Assessment Test is an exam every future medical doctor needs to score high on. The most recent significant change is that the test is computerized, and behavioral sciences are required to pass, along with biology, chemistry, and reasoning skills.

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One of the best ways to prepare is through sample tests and MCAT preparation books from Barnes N Nobles or Amazon.[2] Here’s a healthy bit of advice: invest your money in commercial preparation courses, practice books, flashcards, and Excedrin (trust me, you’ll need it!).

Before taking the test, avoid foods high in fat as they will make you sleepy. Also, there is no such thing as a “lucky guess”. Sometimes, instincts work better than random guesses, as you may have the answer somewhere lost in the unconscious part of the brain.

Surviving Med School

Once the med school application and interview process is over with, it’s time for your first year of med school. In orientation, you will be advised on how grueling med school is. The volume of information you will need to absorb each year is equivalent to getting two Master’s degrees – yes, it’s that difficult.

However, as stated in the first tip, if you are motivated and passionate about becoming a doctor, then all the hard work won’t be as intense. Additionally, the level of coursework is not the problem in med school. Instead, it’s the amount of memorization.

U.S. News & World Report puts it like this: “High school is like a lawn sprinkler. College is like a garden hose. And medical school is like a fire hose of information.”[3]

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One common mistake of first-year students is working part-time while in med school. As a result of the hefty student loan bill, new students are tempted to find a job to help pay those loans early. However, that decision will soon backfire.

Since med school requires up to 60 hours a week of studying, getting a job will increase the chances of failing courses. But that doesn’t mean you won’t survive. As long as you develop a study plan and put in those long hours, you will get through it.

Don’t make too many friends because there are never enough hours to study and have time left over to socialize. Keeping in touch with family and close friends is also a priority for success. And let’s not forget exercising, as it can help you retain memory before an exam, according to Mental Daily.[4]

During the third year, you will be able to choose the specialization you want to pursue. For example, psychiatry will allow you to take courses in psychopathology and psychopharmacology, among many others.

Graduation And Residency Program

In the United States, over seven percent of medical students are unsuccessful in accomplishing their goals of becoming a doctor. And here’s why: some students arrive at med school with expectations to become a doctor out of their parents’ goals and not their own. As a result, the workload becomes too hefty for them.

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But for those that make it to graduation, the ceremony is one of the biggest highlights of their lives. They are informed of where they are going to do their residency. The residency program is required for any future physician to practice medicine with an unrestricted license.

The better your overall grades in med school, the better the hospital will be for your residency. For those looking to get their foot in the door for family medicine, residency can range from three years and goes up to eight years for neurosurgeons.

Opening Up Your Practice

You have a few choices after graduation and supervised training. Typically, it comes down to working in a hospitalized setting or opening up your medical practice. To open up a practice, you will first need to consult with health care attorneys and accountants. Although the cash flow is great, opening up a practice can be a long expensive process and also very daunting. But in the end, its benefits largely outweigh its cons because it’s still rewarding.[5]

Bottom line: Becoming a doctor is a long distance race, involving many years in the making. If you don’t make it to the end for some reason, remember that becoming a medical assistant position is an option and is a position where you can make a decent salary. As Clement Stone once said, “Aim for the moon. If you miss, you may hit a star.”

Featured photo credit: Garry Norman / Getty Images via usnews.com

Reference

[1]https://students-residents.aamc.org/applying-medical-school/taking-mcat-exam/
[2]https://www.kaptest.com/mcat/mcat-practice/mcat-pop-quiz
[3]http://www.usnews.com/education/best-graduate-schools/top-medical-schools/articles/2014/09/04/avoid-common-mistakes-as-a-first-year-medical-student
[4]http://www.mentaldaily.com/article/2016/10/going-for-a-run-can-help-studying-for-exams/
[5]https://www.nerdwallet.com/blog/small-business/how-to-start-a-medical-practice/

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Jose Florez

Mental Health Writer

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Published on December 17, 2018

15 Important Interview Questions to Ask Employees During an Interview

15 Important Interview Questions to Ask Employees During an Interview

The importance of asking great questions cannot be overstated. Great questions help you discover new things, diagnose existing problems, and explore how well solutions are working in your life or business. Whether you work with consultants, executives, or entry-level employees, you cannot skip questions.

Now imagine running a company where sustainability and profitability depends on your ability to determine the brightest minds and skills in the industry in a single conversation:

How do you know they’re the perfect fit for you? How do you assess their communication skills? How do you know they won’t cost your team in the long run?

You know it already; ask great questions!

The concept of asking questions isn’t new but there is a great chance that you’re not taking full advantage of it. A Harvard Business Review article refers to questioning as a powerful tool that unlocks value, fuels innovation and performance improvement.[1] As a hiring manager or recruiter, how to you get this information when you’re meeting a candidate for the first time?

Ask great questions, of course.

Without further ado, here are 15 interview questions to ask employees during an interview:

1. “What are your career goals?”

Another version of this question is “What types of problems do you see yourself solving in the future?”

This question is almost never asked and when it is asked, most questions are geared towards knowing how long the employees intends to stay in the company.

Instead of asking leading questions that would steer employees into declaring undying loyalty for the organization, ask what types of problems they hope to solve in the future.

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This does two things:

  1. It reveals the skills and interest in your employees.
  2. It lets you know what types of candidates you are attracting in the first place.

With this, you’re able to trend this data to improve how you market your job opening. And if employee retention is pertinent to you, you can use this information to improve the job function so that future employees can see their future selves in this role.

2. “Why do you think you’re a great fit?”

It is important to go beneath the surface to ask questions that make the candidates speak about themselves in their own words. However, a surprising benefit of asking this question is that you’re able to determine how well-versed a candidate really is with the company’s challenges and goals, in addition to their personal attributes.

Instead of listing off accomplishments, an exceptional employee is able to help you see how these previous accomplishment can translate into helping your organization solve its current business problems.

3. “What do you hope to learn from this role?”

The answers to this question can reveal if there is a job-skill match and if a linear career progression is expected.

As you listen carefully and mind these answers from candidates, you begin to see trends in responses that help you refine how you develop roles, responsibilities, how employees see themselves, and what they want their career to look like.

4. “How do you deal with conflict between colleagues?”

Almost every breakdown in relationship is caused by miscommunication or lack of effective interpersonal skills. But a solid indicator of how well a person communicates is how they manage interpersonal conflict.

Conflict management skills is no longer something required only for corporations who wish to settle million-dollar lawsuits. It’s an essential skill that every worker ought to possess and can make or break an organization.

Tip: Ask for a time when they didn’t get along with a co-worker and how they resolved the conflict.

5. “How did you learn about this position?”

Asking how they learned about the position reveals how the brand is perceived by the outside world. This way, you know if your current employees is your biggest source of referrals for qualified applicants.

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This also lets you know how effective your current staffing processes are and which channels are worth the effort.

6. “Why are you interested in this position?”

Again, another seemingly basic question. But when you field applications from candidates who are transferring their skills from a different department or industry, you want to know why the change was made.

What led to the aha moment? What was the internal struggle like for them? What stands out to them about this particular position? Very important.

7. “What excites you the MOST about this position?”

After establishing how passionate they are about this position, it’s not unusual that you would want to know what tasks and responsibilities excite them most. With this knowledge, not only are you aware of their sense of ownership, you help nurture these skills by encouraging and facilitating the discovery of hidden potential in your employees.

For example, a hospital nurse might detest inserting intravenous catheters in patients but jump at the task of motivating colleagues and initiating stress-reduction activities on hospital units. An office employee might cringe at the thought of public speaking but excel at creating world-class presentations.

While you can’t exempt your employee from every task in the role because they favor one thing over another, you are more aware of how rich your existing talent pool is in your organization and can utilize your talents effectively.

8. “What do you consider your weakness?”

Why should you ask a candidate what his or her weakness is when all you want is someone perfect?

Admitting a weakness shouldn’t automatically disqualify a candidate. Rather, it reveals to you how self-aware the candidate is.

Self-awareness is essential to personal and professional development, and this is sometimes a precursor to how self-directed a person is regarding their career goals.

There are arguments about the need to abolish the weakness question from interviews because it reduces candidates’ accomplishments. I disagree.

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Asking employees about weaknesses lets you understand your employees better so you can not only create a work environment that is smart, you’re able to design professional development programs that can strengthen these weaknesses.

9. “What will you find challenging about this position?”

Maybe you don’t want to ask the ”weakness question.” Maybe you’re more concerned about the capacity to perform in the current job rather than their job history.

Still, you want to know if you have a creative problem solver and how they feel about potential problems when they arise. You also want to anticipate how your employees will adjust to their roles once they are successfully hired. Self-awareness about one’s ability and limits can be observed by asking this question during an interview.

Note: This question should never be asked with a malicious intent. Exceptional employees come with flaws and this should be expected. They key is knowing whether the successful candidate is willing to be a problem solver.

10. “What additional support will you need during your transition?”

This is a very important question during the interview question because not only is the labor market diverse, the response to this question can be used to develop the orientation process and additional training materials.

As a mentor to newer nurses, this is a question I repeat more than 50 percent of the time during the orientation period. The responses I get provide me with insights into what employees really consider as constraints so that I can make their transition as smooth as possible.

11. “What qualities do you desire in a leader or manager?”

Not everyone desires a manager who provides direction while giving you free rein to make your job your own. At the same time, some employees might prefer a manager who is detail-oriented and provides all the answers.

Knowing this before a candidate is hired can prevent conflict arising from differences in communication or management styles.

12. “What do you do if you don’t agree with your manager’s decisions?”

Conflict not only happens between employees. According to a study of conflict in the Canadian workforce,[2] about 81 percent of people leave the organization as a result of conflict.

The purpose of this question is to determine how adaptable an employee is to different communication styles, what they consider deal breakers, and how they model desired behavior when conflict arises.

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The responses to this question allows you to manage expectations and an indication for leaders to continuously work on their communication and conflict management skills.

13. “What would make this company an amazing place to work?”

Maybe you can’t provide free lunches or paid hours of free time at work like bigger companies. But answers to this question can reveal a lot about what employees think is crucial to well-being.

In a study of nearly 17,000 employees,[3] it was noted that an increase in stress level is directly correlated to workplace injury. While this interview won’t eradicate organizational constraints or stressors, feedback from candidates and employees on what makes a company a great place to work is the perfect place to start.

14. “What other questions do you have for me?”

Although this is a conversation to determine the best fit for your team, company, or organization, the interview goes both ways. Yes, you are also being scrutinized by your interviewee.

The purpose of this question is to create space to answer the candidate’s questions about your organization. You also get to provide insight on processes, expectations, team culture, and information that isn’t readily available on the company website.

15. “Tell me about yourself”

If everything else seems too much, lead with this timeless question. You simply cannot go wrong here.

Sometimes, the best answers come from open-ended queries. This is your best chance to know the candidate’s history, career accomplishments, and get a feel for their career goals all at the same time.

It is less intrusive and leading with this question makes it easier to approach other questions––depending on how sensitive the position is.

The Bottom Line

Conversation is a two-way street. Good questions can give you great insights into the value an employee can bring to your company. But there is an art and science to asking questions.

While you won’t become an expert right off the bat, these questions provide a good foundation to start from if you want to attract and retain top talent in your organization.

More Resources About Job Interview

Featured photo credit: Drew Beamer via unsplash.com

Reference

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