Sourcing Specialist - Physician Recruitment

Children’s Hospital of Philadelphia•Philadelphia, PA

4d•$61,360 - $78,230

About The Position

This role will primarily support talent sourcing efforts aligned to CHOPPA’s diverse and highly specialized workforce needs. CHOPPA is the physician practice organization affiliated with Children’s Hospital of Philadelphia (CHOP), supporting the hospital’s extensive clinical and academic missions. CHOPPA employs physicians and advanced practice providers across numerous specialties and partners closely with CHOP to deliver exceptional pediatric care. The Strategic Sourcing Specialist is responsible for proactively sourcing and attracting top-tier talent to meet the organization's current and future staffing needs. This role requires a deep understanding of the labor market, effective sourcing strategies, and strong relationship-building skills. The specialist will actively participate in the recruiting process by providing data, metrics, and information for recruiters and hiring managers to make informed decisions. Additionally, they will ensure a positive candidate experience and maintain a continuous flow of diverse, qualified talent through strategic sourcing and relationship management.

Requirements

High School Diploma / GED Required
At least one (1) year of talent sourcing or full life cycle recruiting - required
Networking: Strong networking abilities to build relationships with industry professionals, potential candidates, passive job seekers, and stakeholders/clients. (Required proficiency)
Communication: Excellent written and verbal communication skills to interact with candidates, hiring managers, and internal stakeholders. (Required proficiency)
Relationship Building: Ability to build strong relationships with candidates to foster a positive candidate experience. (Required proficiency)
Market Knowledge: Understanding of industry trends, labor market conditions, and competitive landscape. (Required proficiency)
Talent Mapping: Ability to identify key talent pools and map out potential candidates. (Required proficiency)
Diversity and Inclusion: Understanding of diversity and inclusion best practices to build a diverse candidate pool. (Required proficiency)

Nice To Haves

At least three (3) years of talent sourcing or full life cycle recruiting in health care - preferred
Prior physician talent sourcing or recruitment - preferred
Boolean Search: Ability to use Boolean operators to conduct effective searches on job boards and databases. (Preferred proficiency)
Social Media Recruiting: Expertise in leveraging social media platforms like LinkedIn, Twitter, and Facebook to source candidates and build employer brand. (Preferred proficiency)
Applicant Tracking Systems (ATS): Proficiency in using ATS platforms to manage candidate data, track recruitment pools, and automate tasks. (Preferred proficiency)
Data Analysis: Understanding of basic data analysis techniques to track sourcing metrics and identify trends. (Preferred proficiency)

Responsibilities

Talent Sourcing: Proactively identify and attract top-tier candidates through various channels and diverse backgrounds, including passive sourcing and outreach to meet current and future staffing needs.
Market Analysis: Stay informed about industry trends, labor market conditions, and competitor practices to ensure effective sourcing strategies.
Sourcing Methods: Utilize efficient and cost-effective sourcing methods and tools to build a robust talent pool not exclusively, but including social media, professional networking groups, employee resource groups, alumni networks, industry associations, networking events, and partnering with the internal mobility manager.
Relationship Building: Foster strong external relationships with potential candidates, academic institutions, and professional associations. Collaborate with internal teams within marketing, talent acquisition, and internal mobility.
Candidate Evaluation: Screen and assess candidates for qualifications, interest, and cultural add, referring them to recruiters as appropriate.
Innovation: Contribute to continuous improvement initiatives by suggesting innovative recruiting strategies and processes.
Candidate Labor Market Intelligence: Conduct market research to establish equitable salary, hours, benefits, etc. that align with industry standards and attract top talent from diverse backgrounds. Build, enhance, and maintain relationships with diversity, equity & inclusion organizations to increase brand awareness and source talent.
Business Knowledge: Develop a deep understanding of the business areas supported to effectively identify and attract suitable candidates.
Relationship Building: Build and maintain strong relationships with internal and external stakeholders, providing exceptional customer service throughout the recruitment process.
Talent Acquisition: Leverage proactive sourcing, technology, and external partnerships to maintain a robust talent pool. Bi-weekly sent to stakeholders reporting diverse forms of outreach through social media, workshops, career fairs, campaigns through paid platforms, conference outreach, information sessions, employee resource group outreach, and information on monthly job audits to measure performance.