Physician Recruiter

Aurora Health Care; Milwaukee (WI); On-site; USD 65,000 - 95,000; Full time

Benefits offered by this job

Health insurance

Job summary

Aurora Health Care in Milwaukee seeks a physician recruitment professional to source qualified candidates system-wide and align strategies with organizational goals. The role requires building pipelines, interviewing candidates, and advising leadership on compensation, immigration needs, and employment law.

Typical candidates hold a Bachelor's in HR or related field with about 3 years in physician or executive recruiting.

Qualifications

• Requires a Bachelor's Degree in HR or related field.
• Typically 3 years of physician or executive recruitment experience.
• Knowledge of state and federal employment laws impacting recruitment and HR.
• Excellent interpersonal, verbal and written communication skills.
• Proficiency in Microsoft Office and web-based recruiting tools.

Responsibilities

• Identifies and sources targeted physicians using diverse recruitment methods (web advertising, mining websites, email blasts, social media, journal ads, direct mail, telemarketing, networking, referrals, conferences, search firms).
• Develops and implements complex recruitment plans aligned with organizational strategies/objectives; screens and interviews candidates for fit.
• Maintains regular communication with site partners to report progress and captures community/practice details.
• Builds long-term relationships with candidates to sustain a talent pipeline across extended recruitment cycles.
• Advises leadership on recruitment processes, timelines, market conditions, compensation, immigration needs and employment law.

Skills

Physician recruitment

Executive recruitment

Sourcing strategies

Web advertising

Networking

CRM tools

Negotiation

Communication

Education

Bachelor's degree in HR or related field

Job description

Sources and recruits qualified physician candidates system-wide and is accountable for the development of recruitment plans that align recruiting efforts with the organization's strategies and goals.

Major Responsibilities

• Identifies and sources targeted physicians using a variety of creative and effective recruitment methods that include web advertising, mining websites, email blasts, social media, journal ads, direct mail, telemarketing, networking, referral programs, phone interviews, conference attendance, and search firms. Identifies qualities and skills needed by the hiring department and utilizes information to develop effective recruitment plans for sourcing and identifying physician candidates.
• Develops and implements complex recruitment plans. Aligns recruiting efforts with organizational strategies/objectives. Screens and professionally interviews potential candidates assessing their background/training to determine compatibility and fit for organizational opportunities. Provides the candidate with the critical organizational guiding principles that successfully describe the organizational culture and potential life-long career opportunities. Educates, informs and sells the opportunities keying in on what the provider is looking for to ensure a long-term match.
• Establishes regular and close communications with key site partners to communicate the progress of recruitment and ensures timely feedback between the team and candidate. Collaborates with local administration to develop and maintain practice descriptions in-order-to capture/summarize each physician practice opportunity, information on the current practicing physicians, and on the community in which the practice is based as led with by the physician/APC recruiter.
• Builds long-term relationships with candidates due to the length of the recruitment cycle. Keeps the candidate informed of opportunities and potential fit at times over a period of several years. Works to create contacts for the candidates within the organization to increase the capture rate. Effectively utilizes the team’s Candidate Relationship Management tool to build candidate pipelines and connect with both active and passive physician candidates.
• Uses technical recruitment expertise to educate, consult and collaborate with physician and administrative leadership in the following areas: physician recruitment process, timeframes for success, market availability, compensation and benefits, immigration needs and employment law.

Licensure, Registration, And/or Certification Required

• None Required.

Education Required

• Bachelor's Degree in Human Resources or related field.

Experience Required

• Typically requires 3 years of experience in physician recruitment or executive recruitment.

Knowledge, Skills & Abilities Required

• Knowledge and skills in developing and implementing recruiting strategies and successfully sourcing targeted candidates.
• Skills in the use of web advertising, mining websites, email blasts, social media, journal ads, direct mail, telemarketing, networking, referral programs, phone interviews, conference attendance, and search firms. Identifies qualities and skills needed by the hiring department and utilizes information to develop effective recruitment plans for sourcing and identifying physician candidates.
• Knowledge of state and federal employment laws impacting the recruitment function, human resources, and the overall implications to the organization.
• Excellent interpersonal, verbal and written communication skills. Skills and experience in effectively building relationships and consulting with physicians and leadership.
• Excellent negotiation, organization, and prioritization skills.
• Must be proficient in the Microsoft Office or similar products.
• Skilled in the utilization and knowledge of web based recruiting.

Physical Requirements And Working Conditions

• Operates all equipment/computer databases as necessary to perform the job.
• Generally exposed to normal office environment.
• This position requires frequent travel and, therefore, the incumbent is exposed to hazards associated with ground and air travel.
• This position requires extensive telephone work during the evening and frequent weekend assignments.

This job description indicates the general nature and level of work expected of the incumbent. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of the incumbent. Incumbent may be required to perform other related duties.