Physician Recruitment Liaison

Eisenhower Health; Rancho Mirage (CA); On-site; USD 59,000 - 90,000; Full time

Job summary

Eisenhower Health in Rancho Mirage, CA seeks an experienced clinician-recruitment leader to attract and retain physicians for its medical group. This full-time role partners with internal and external resources to design and manage the recruitment process, and to drive community integration and physician satisfaction.

The successful candidate will have a track record of collaborating with physicians, leadership, and marketing to optimize sourcing, offers, onboarding, and relocation, while

Qualifications

• 4 years of healthcare operational leadership experience
• Preferred physician recruiting experience
• Bachelor’s degree in marketing, business, or healthcare related field (required)

Responsibilities

• Coordinate physician recruitment process and candidate flow.
• Design targeted communications for open positions.
• Source and track qualified candidates for open physician positions.
• Maintain physician applicant tracking system and liaise with agencies.
• Develop a spousal networking program for post hire physicians.

Skills

Healthcare leadership

Recruitment coordination

Relationship building

Communication

Data analysis

Education

Bachelor’s degree in marketing, business, or healthcare related field

Master’s degree

Job description

Default Work Shift:

Day (United States of America)

Hours:

40

Salary range:

$43.05 - $65.40

Schedule:

Full Time

Shift Hours:

8 Hour employee

Department:

Administration (Clinic Division)

Job Objective:

Works with internal and external medical group recruitment resources to attract and retain qualified physicians to open positions in the medical group.

Job Description:

Education:
Required: Bachelor’s degree in marketing, business, or healthcare related field

Preferred: Master’s degree

Licensure/Certification:

Required: N/A

Experience:
Required: Four (4) years of healthcare operational leadership experience, with a proven track record of successfully collaborating with, influencing, and partnering with physicians

Preferred: Physician recruiting experience

Reports To: Vice President, Eisenhower Medical Associates (EMA), hereinafter referred to as “medical group”
Supervises: N/A
Ages of Patients: N/A
Blood Borne Pathogens: Minimal/ No Potential

Skills, Knowledge, Abilities:

Ability to develop alternative solutions to problems; comparing and analyzing data; preparing clear, concise, thorough, meaningful, and grammatically correct written reports, letters, memoranda, and other documents, Ability to establish rapport and effective working relationships with physicians and leadership of the medical group and health system, Ability to independently plan, organize, prioritize, schedule, coordinate, and make decisions relating to assigned tasks, Ability to prioritize multiple responsibilities and manage a large workload within tight deadlines, Excellent problem-solving skills and self-motivation, Proficiency in various computer applications, e.g. Word, Excel, PowerPoint, Outlook, Strong customer service skills, positive attitude, highly self-motivated, directed and change oriented, Strong verbal and written communication skills, with the ability to influence stakeholders

Essential Responsibilities

1. Demonstrates compliance with Code of Conduct and compliance policies, and takes action to resolve compliance questions or concerns and report suspected violations.
2. Works with the hiring manager, the medical group leadership, and the medical group administrative support team to coordinate the effective, seamless and efficient progression of the medical group recruiting process (identifying optimal candidates, initial phone/video meeting with hiring manager, scheduling candidate visits, offer development, offer extension, offer acceptance, employment agreement execution, medical staff credentialing, payer enrollment, medical group orientation, electronic medical record training, service/department orientation, etc.).
3. Works with the health system marketing department to design targeted communications for open positions, and determines where best to deploy those communications (recruiting websites, specialty websites, job fairs, recruiting events, specialty meetings, etc.). Works with the vendor and medical group administration to secure approval and place the communications.
4. Designs a comprehensive description of open physician positions and posts those opportunities on the health system’s physician career website.
5. Works with the medical group’s internal recruiter(s) to source and track qualified candidates for open physician positions.
6. Liaises with outside recruiting agencies working for the medical group to source and track qualified candidates for open physician positions; clears candidates presented by recruiters and recruiting agencies.
7. Cultivates relationships with the leadership of Eisenhower Health’s residency and fellowship programs, and with Eisenhower Health residents and fellows, to attract quality residents and fellows into medical group employment.
8. Cultivates relationships with the leadership of regional residency and fellowship programs, and with residents and fellows of those programs, to attract quality residents and fellows to medical group employment.
9. Identifies and evaluates additional candidate sourcing resources (candidate databases, websites, additional external recruiters, journals, job fairs, specialty conferences, etc.).
10. Analyzes the effectiveness of the various candidate sourcing resources used by the medical group.
11. As required, attends job fairs, conferences, and other recruiting events to promote physician opportunities with the medical group.
12. Meets physician candidates to establish a relationship, provide information on employment in the medical group (e.g. compensation or compensation model, benefits, etc.), promote the community, and understand candidate’s motivations for the position.
13. Assists to escort physician candidates during candidate visits to ensure a seamless visit flow, handoffs, etc.
14. Meets physician’s spouse/significant other during candidate visits to assess spouse/significant other’s interest and fit for the relocating to the area, spouse/significant other’s potential job needs, and other obstacles to relocation for the spouse/significant other. Works to find solutions to obstacles that may present.
15. After the candidate visit, follows up with the interviewers to obtain feedback on the candidate to determine interest in making an offer.
16. Works with the hiring manager and medical group leadership to gather references and conduct reference checking as appropriate for the position.
17. Communicates offers from the medical group to physician candidates. Answers general questions regarding offers, refers more complex questions to senior medical group leadership and ensures the physician/leadership communications are scheduled to occur.
18. Communicates with new hires between the contract signing and start date, ensuring physician’s continued engagement in relocating and starting the position. Works with onboarding team members (medical staff, payer enrollment, human resources) to address any obstacles the new hire is encountering in the onboarding process.
19. Assists physician in locating housing, schools, or other local resources as required.
20. Greets/welcomes physician at medical group orientation.
21. Works with the health system’s business development department to ensure that new hires are introduced to peer networks, specialists, and referral pathways.
22. Works with the medical group’s leadership to conduct post hire informal conversations focused on cultural fit and job satisfaction. Weekly cadence for the physician’s first 4 weeks, then at 60 days, 90 days, 180 days, and 1 year. Works with appropriate leadership to address any concerns or barriers.
23. Tracks established physician recruiting metrics including time to fill, cost per hire, offer acceptance rates, etc. and reports metric performance to senior leadership.
24. Evaluates and ascertains barriers to candidate acceptance of difficult to fill physician positions in the medical group. Works with senior medical group and health system leadership to address those barriers.
25. Forecasts future hiring needs by tracking physician retirement projections, community growth, and patient volume trends over a 3-to-5-year horizon.
26. Works to establish and maintain a physician applicant tracking system including but not limited to documentation of open positions, candidate conversations, interviews scheduled, offers made/not made, offers accepted or reason offers are not accepted, etc.
27. Develops a spousal networking program for post hire physicians.

28. Reviews and approves invoices related to recruiting expenses for processing by medical group administration.

29. Stays current on regional and national physician hiring trends and practices; researches competitor’s activities to keep informed of impacting the medical group’s ability to hire and retain top physician talent.

30. Provides input to medical group leadership for purposes of improving physician-related processes.
31. Maintains membership and participation in the Association for Advancing Physician and Provider Recruitment.
32. Participates in other educational resources as appropriate.
33. Performs other duties as assigned.