AAPC leaders host a practical session for members who keep hearing “no” after interviews. The focus: if you’re getting interviews but not offers, here’s how to fix it — straight from hiring managers and National Advisory Board members who interview coders every week.
1) Be ready for every interview format
Screening call (phone):
Treat it like a real interview: quiet space, no gum, professional tone.
Sit up straight and smile — people can hear it.
Traditional face-to-face (in person or video):
Expect back-and-forth with one interviewer.
Multi-round process:
You may meet a supervisor, then a manager, then another leader.
Stay consistent — they compare notes across rounds.
Panel interview:
Several interviewers at once (most intimidating).
Shift the spotlight: focus on what you bring and whether they are a fit for you.
Observe their interactions—are they collegial or tense?
Testing/assessments:
Expect coding assessments in coding roles.
Never share test questions online or with colleagues.
Behavioral interviews (the main focus):
You’ll be asked to tell short, real stories about how you handle situations (not yes/no).
2) First impressions: Attire, setup, and presence
Dress business-professional for interviews — even on Zoom.
Avoid concert tees, messy hair, and overly casual looks.
If you don’t have business clothes: borrow, thrift, or look into local programs (e.g., Dress for Success).
Keep jewelry subtle; keep political messages out of attire.
Groom facial hair; avoid loud makeup tones.
Video setup matters:
Stable device on a desk (not your lap).
Neutral/blurred background; minimize personal items.
No pets crossing the screen; no couch-slouching.
3) Professionalism in action
Do:
Keep your phone out of reach (or in the car).
Research the organization before you join the call.
Smile, be engaged, and keep tone constructive.
Don’t:
Answer calls or glance at texts mid-interview.
Bad-mouth your boss, coworkers, or company—online or in the room.
Forget your online footprint: hiring managers look at social media.
4) Lead with a positive attitude
Hiring managers want teammates who lift the room.
When asked about your current role, frame it positively (growth, collaboration, learning).
Avoid venting about “toxic workplaces,” write-ups, or policy complaints.
Watch your body language — energy, posture, and eye contact communicate as much as words.
5) Preparation shows
“Why do you want to work here?” is inevitable.
Know who they are (payer vs. provider, department focus, specialty).
Tie your interests to their mission, culture, and population served.
Referencing their website or an employee you spoke with shows real prep.
6) Answering to your strengths (even without direct experience)
Interviewers listen for how you:
Solve problems
Make decisions
Set priorities
Work with others
Plan and organize
If you’re new to healthcare, draw from school, volunteering, or other jobs. The point is to show the behavior — not the setting.
Turn weaknesses into growth stories:
Name a real gap you faced.
Show the initiative you took (e.g., taking Excel classes, practicing with data).
End with the capability you built.
7) Behavioral interviews: Use the STAR method
Every behavioral question can be answered with STAR:
Situation – Brief context
Task – What you needed to do
Action – What you did
Result – What happened / what you learned
Keep stories concise (~60 seconds) so interviewers can cover their full agenda.
Pro tips for tough questions:
It’s fine to pause: “Great question—give me a moment to think.”
Ask to come back to it near the end if you’re blanking.
Clarify acronyms or systems you don’t know before answering.
8) Strong finish: Ask thoughtful questions
Skip basics they’ll cover (hours, hybrid/remote, timing). Ask things that help you evaluate fit:
“What are three characteristics of the ideal hire for this role?”
“How would you describe the team culture?”
“What’s the biggest challenge your unit is facing right now?”
“What do you like best about your job?”
Listen for signals (e.g., long-term mandatory overtime) and weigh culture fit.
9) Seal it with a thank-you note
After the interview:
Email a personalized thank-you to each interviewer.
Reiterate enthusiasm and top strengths.
Add important omissions (e.g., a newly earned credential you forgot to mention).
10) Real-world Q&A highlights
Salary range without pricing yourself out?
Ask if there’s a range for the role to gauge alignment.
Employment gaps (e.g., caregiving, school, pandemic)?
Be honest. Many managers value empathy and life experience.
Share any skills gained (organization, leadership at home, coursework).
CPC-A vs. CPC — how to compete?
Target entry-level postings (search terms matter).
Consider adjacent roles (authorizations, medical records, front desk, billing, insurance follow-up, charge entry) to get inside the org and grow.
IT roles that value CPT/ICD-10 familiarity can also fit some candidates.
No prior work experience (e.g., recent high-school grad)?
Use school projects, team work, and challenges as your behavioral examples.
The field needs new talent — bring your motivation and readiness to learn.
One last encouragement
If you weren’t picked this round, don’t stop applying — even to the same organization when new roles open. You’re building skills and interview stamina every time. The right job often follows persistence plus preparation.
Quick checklist before every interview
✔️ Business-professional attire (on video, too)
✔️ Clean background, steady camera, good lighting
✔️ Phone silenced and out of reach
✔️ Research done (org type, mission, specialty)
✔️ 3–4 STAR stories ready (teamwork, conflict, pressure, initiative)
✔️ 3 thoughtful questions to ask
✔️ Plan to send thank-you notes the same day