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How to Source and Interview Phlebotomists

How to Source and Interview Phlebotomists

How to Source Phlebotomists

  • Employee referrals are a key source of phlebotomist candidates
  • Clinical rotations offer providers the opportunity to try before they buy
  • Job postings should be as specific as possible with regard to the work arrangement, location and care setting

Recruiter Tip: 

“Providers recruit through job postings, clinical rotations during training, and sometimes employers ask us for referrals – it’s through a variety of channels,” says Helen Maxwell, executive director of the American Society of Phlebotomy Technicians. “And the jobs are usually very quickly taken.”

How to Interview Phlebotomists:

  • The interview is the best opportunity to assess the candidate’s way with people
  • Communication skills and clinical knowledge should be tested face-to-face
  • Probe the candidate for preferences about care setting: hospital, medical office, lab, home care, screening/mobile, blood donation center
  • Determine the candidate’s suitability for the work arrangement, whether it’s permanent, part-time, contract, per diem, locum tenens, travelling or contract

Recruiter Tips:  

“Usually employers ask about work experience and training and certification,” says Maxwell. “They’re usually given a test [example] of about 50 questions – though it’s not standardized – covering topics from infection control to order of draw to legal aspects to professionalism.”

“We ask about what types of patients they’ve drawn blood from, how many draws they’ve done,” says Phil Svehla, president of Phlebotek, a Florida staffing firm specializing in phlebotomy technicians.Some phlebotomists may draw from 50 people a day. “With some of our client employers, the interviewers have the candidate draw blood.”