Physician Recruiter - Part Time | Remote Optional

Bay Area Hospital•Fort Bridger, WY

1d•$81,155 - $115,585

About The Position

The Physician Recruiter is responsible for sourcing, screening, interviewing, contracting, and referring applicants for physician and advanced practice clinician positions at Bay Area Hospital. The role collaborates with leaders and interdisciplinary teams to understand position requirements, build effective sourcing initiatives and talent pipelines, and develop relationships with candidates, academic institutions, residency programs, and other stakeholders. The recruiter uses a range of traditional and innovative research and recruitment methods, supports recruitment marketing, coordinates onboarding and credentialing with the Medical Staff Office, and works with third-party recruitment firms when needed for hard-to-fill roles. The position gathers and analyzes sourcing data, reports metrics to the CHRO, monitors emerging technologies and best practices, and builds subject matter expertise. It requires approximately 25% travel, including overnight stays, and regular, punctual attendance at the assigned job location. The posting includes two different experience and education descriptions: one lists three years of physician recruitment experience as required and two years of rural healthcare recruitment as preferred; another lists a bachelor's degree in Human Resource Management or a related field (or seven years of progressive, recent HR experience in lieu of the degree), five years of recruitment experience, and two years of healthcare recruitment filling hard-to-fill positions.

Requirements

Three years of physician recruitment experience is listed as required in one section of the posting.
Five years of recruitment experience is listed in another section of the posting.
Two years of healthcare recruitment experience filling hard-to-fill positions is listed in another section of the posting.
Ability to understand physician compensation and contracting.
Ability to make independent decisions and work with minimal supervision.
Demonstrated leadership ability.
Effective written, verbal, and interpersonal communication skills.
Ability to use coaching and teaching to enhance team development.
Ability to understand, adapt, and respond effectively to a constantly changing environment.
Ability to travel approximately 25% of the time, including overnight stays.
Ability to maintain confidentiality.
Regular, consistent, and punctual attendance at the assigned job location.
Bachelor's degree in Human Resource Management or a related field, or seven years of progressive, recent HR experience in lieu of the degree, as specified in one section of the posting.
Effective communication and ability to work with people from various backgrounds.

Nice To Haves

Two years of healthcare recruitment experience filling hard-to-fill positions in a rural environment.
SHRM, HRCI, or other HR certification.

Responsibilities

Collaborate with leadership and interdisciplinary teams to understand position requirements and establish sourcing initiatives.
Build talent pipelines across areas, including specialized hard-to-fill roles.
Seek and use partnerships with residency programs and academic institutions.
Build and maintain relationships with internal and external leaders and candidates through in-person and online channels, including social networking groups and sites.
Screen candidates and perform recruitment-related functions.
Execute sourcing strategies that maintain a flow of qualified leads and candidates for key pipelines and requisitions.
Travel to conferences, hiring and job fairs, and other relevant professional events, and follow up on leads.
Research healthcare talent using databases, networking, associations, social media, referrals, Boolean searches, directories, and other sourcing methods.
Collaborate with marketing to create physician recruitment materials.
Work with third-party recruitment firms when needed for hard-to-fill roles.
Coordinate onboarding and credentialing with the Medical Staff Office.
Gather and prepare data to assess sourcing effectiveness, analyze metrics, and report to the CHRO.
Monitor emerging technologies and implement best practices to improve the number, speed, and quality of hires.
Develop and share subject matter expertise.
Develop and maintain relationships with executive leaders, medical directors, service line managers, Medical Staff vendors, and recruitment team members.
Support the organization's mission, vision, and values; comply with applicable laws, regulations, the Code of Conduct, and Compliance Program.
Maintain confidentiality and regular, consistent, punctual attendance.