Physician Recruitment Liaison-Administration (Clinic Division)

Eisenhower Medical Center; Rancho Mirage (CA); On-site; USD 95,000 - 140,000; Full time

Benefits offered by this job

Generous benefits package

Matched retirement plan

Job summary

Eisenhower Health in Rancho Mirage, CA, is seeking an experienced physician recruiter to coordinate the end-to-end recruitment process for medical group positions. You will partner with hiring managers, medical group leadership, and administrative teams to identify candidates, schedule interviews, extend offers, and oversee credentialing and onboarding.

The role involves designing targeted communications, sourcing candidates through agencies and databases, attending job fairs, and tracking key

Qualifications

• Experience coordinating recruitment processes for physician roles.
• Excellent communication and interpersonal skills across multiple levels.
• Ability to manage multiple stakeholders and prioritize tasks under tight deadlines.

Responsibilities

• Coordinate the physician recruiting process from initial contact through credentialing and onboarding.
• Collaborate with hiring managers, medical group leadership, and administrative teams.
• Design targeted communications and post opportunities on career sites and with agencies.
• Source, screen, and track qualified candidates using internal and external resources; attend events as needed.
• Monitor recruiting metrics (time to fill, cost per hire) and report to senior leadership.

Skills

Communication skills

Project management

Relationship building

Attention to detail

Tools

Microsoft Office Suite

Applicant Tracking System

Job description

Located in the heart of the Coachella Valley, you have access to resort-style living and world-class amenities throughout Southern California.

• Demonstrates compliance with Code of Conduct and compliance policies, and takes action to resolve compliance questions or concerns and report suspected violations.
• 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.).
• 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.
• Designs a comprehensive description of open physician positions and posts those opportunities on the health system’s physician career website.
• Works with the medical group’s internal recruiter(s) to source and track qualified candidates for open physician positions.
• 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.
• 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.
• 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.
• Identifies and evaluates additional candidate sourcing resources (candidate databases, websites, additional external recruiters, journals, job fairs, specialty conferences, etc.).
• Analyzes the effectiveness of the various candidate sourcing resources used by the medical group.
• As required, attends job fairs, conferences, and other recruiting events to promote physician opportunities with the medical group.
• 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.
• Assists to escort physician candidates during candidate visits to ensure a seamless visit flow, handoffs, etc.
• 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.
• After the candidate visit, follows up with the interviewers to obtain feedback on the candidate to determine interest in making an offer.
• Works with the hiring manager and medical group leadership to gather references and conduct reference checking as appropriate for the position.
• 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.
• 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.
• Assists physician in locating housing, schools, or other local resources as required.
• Greets/welcomes physician at medical group orientation.
• Works with the health system’s business development department to ensure that new hires are introduced to peer networks, specialists, and referral pathways.
• 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.
• Tracks established physician recruiting metrics including time to fill, cost per hire, offer acceptance rates, etc. and reports metric performance to senior leadership.
• 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.
• Forecasts future hiring needs by tracking physician retirement projections, community growth, and patient volume trends over a 3-to-5-year horizon.
• 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.
• Develops a spousal networking program for post hire physicians.
• Reviews and approves invoices related to recruiting expenses for processing by medical group administration.
• 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.
• Provides input to medical group leadership for purposes of improving physician-related processes.
• Maintains membership and participation in the Association for Advancing Physician and Provider Recruitment.
• Participates in other educational resources as appropriate.
• Performs other duties as assigned.
• 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

Eisenhower Health offers a generous benefits package and a matched retirement plan.

Employees are eligible to participate in a benefits program designed to make a difference for you and your family.

From the beginning, this organization formed a culture based on strong values, commitments and a passion for service and professional excellence.

What Our Nurses Say

One of my very favorite things about working at Eisenhower Health is the culture on inclusivity that we have and a strong base for evidence-based practice.

Lori

One of the greatest things about working as a nurse at Eisenhower Health is how much support you get from Administration. We keep on improving the process here. It's a fantastic place to work.

My favorite thing about working at Eisenhower Health is the camaraderie within my unit and with the different departments.