How to hire a neonatal intensive care unit hospitalist

How to hire a neonatal intensive care unit hospitalist, step by step

Here's a step-by-step neonatal intensive care unit hospitalist hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a neonatal intensive care unit hospitalist job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new neonatal intensive care unit hospitalist
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The neonatal intensive care unit hospitalist hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   Hiring the perfect neonatal intensive care unit hospitalist also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list presents neonatal intensive care unit hospitalist salaries for various positions.

   Type of Neonatal Intensive Care Unit Hospitalist	Description	Hourly rate
   Neonatal Intensive Care Unit Hospitalist	Physicians and surgeons diagnose and treat injuries or illnesses. Physicians examine patients; take medical histories; prescribe medications; and order, perform, and interpret diagnostic tests... Show more	$28-192
   Hospitalist Medical Director	A medical director oversees everything that happens in the hospital. They take care of patients, including overseeing intake, diagnosis, treatment, and discharge... Show more	$29-216

2. Create an ideal candidate profile

   Common skills:

   • IV
   • Resuscitation
   • Vital Signs

   Responsibilities:

   • Demonstrate clinical competency and compassion in providing care, while utilizing new technology to enhance patient outcomes.
   • Assist physician with peritoneal catheter insertion.

3. Make a budget

   Including a salary range in your neonatal intensive care unit hospitalist job description helps attract top candidates to the position. A neonatal intensive care unit hospitalist salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a neonatal intensive care unit hospitalist in Alabama may be lower than in Alaska, and an entry-level neonatal intensive care unit hospitalist usually earns less than a senior-level neonatal intensive care unit hospitalist. Additionally, a neonatal intensive care unit hospitalist with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average neonatal intensive care unit hospitalist salary

   $155,490yearly

   $74.75 hourly rate

   ---

   Entry-level neonatal intensive care unit hospitalist salary

   $60,000 yearly salary

   Updated December 16, 2025

   Average neonatal intensive care unit hospitalist salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Minnesota	$251,558	$121
   2	Illinois	$247,081	$119
   3	Ohio	$239,463	$115
   4	Pennsylvania	$232,156	$112
   5	New York	$196,273	$94
   6	Texas	$164,844	$79
   7	California	$163,242	$78

   Average neonatal intensive care unit hospitalist salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Munson Healthcare	$345,560	$166.13	14
   2	Texas Health Resources	$287,806	$138.37	95
   3	UCI Health	$243,642	$117.14	1
   4	University of Rochester	$203,992	$98.07	13
   5	Fraser Ltd	$145,624	$70.01	27
   6	Kettering Health Network	$104,898	$50.43	13

4. Writing a neonatal intensive care unit hospitalist job description

   A neonatal intensive care unit hospitalist job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a neonatal intensive care unit hospitalist job description:

   Neonatal intensive care unit hospitalist job description example

   NICU is a 26 bed unit. NICU cares for premature and sick neonates. NICU provides special procedures such as lumbar punctures, endotracheal intubation, umbilical vessel catheterization, thoracentesis, partial and double volume exchange transfusions and phototherapy.
   ENTRY REQUIREMENTS
   
   Current license as a Registered Nurse in the State of Michigan.
   
   Minimum of 2 years of relevant experience, 2 years in the specialty area preferred.
   
   Actively pursuing a Baccalaureate degree in Nursing required for those hired into the role prior to October 1, 2018.
   
   A BSN is required for those hired into the role after October 1, 2018.
   
   Transition Plan for those currently in the role for meeting Educational Requirements:
   - Begin BSN within two years of October 1, 2011
   - Complete BSN degree by October 1, 2018
   
   Charge Nurse experience preferred.
   
   Demonstrates exceptional professional role model behavior that supports initiatives in a positive, consistent manner.
   
   Demonstrates clinical competence and ownership of practice.
   
   Demonstrates effective written and oral communication skills consistent with: Relationship Based Care (RBC), Commitment to Co-worker, Munson Medical Center's Mission and Values. Demonstrates exceptional problem solving skills.
   
   Demonstrates ability to organize, identify, change priorities and be flexible in decisions.
   
   Demonstrates ability to lead/direct others through positive role modeling, honesty, integrity, direct communication, inspiration, and holding self- accountable.
   
   Demonstrates participation in organizational and / or unit based process improvements.
   
   ORGANIZATION
   
   1. Under the direction of the Manager/Director of the specialty unit, provides clinical and supervisory support to staff. Coordinates day to day operations of the unit.
   
   2. Works collaboratively and effectively with all members of the specialty team, including care providers and staff and is a liaison with other departments/units within the hospital.
   
   
   SPECIFIC DUTIES:
   
   Supports the mission statement of Munson Healthcare, Munson Medical Center, and Munson Nursing: Munson Healthcare and its partners work together to provide superior quality care and promote community health.
   
   Standards of Practice Assessment
   
   Maintains and evaluates patient and staff data collection systems and processes to support the practice of nursing and delivery of patient care within their defined areas/s of responsibility.
   
   Evaluates assessment practices to assure timely, reliable, valid and comprehensive data collection.
   
   Diagnosis/Problem Identification-Fosters and evaluates an environment that empowers and supports staff, including the professional nurse in analysis of assessment data and in decisions to determine relevant diagnoses.
   
   Identification of Outcomes-Maintains and evaluates processes that promote RBC and desired patient-centered outcomes that are culturally sensitive and inclusive of patient/family needs according to accepted standards of clinical nursing practice.
   
   Promotes the integration of clinical and human resource data to support decision-making, which maximizes resource utilization.
   
   Facilitates and empowers registered nurses to assume accountability for patient outcomes in their area of responsibility.
   
   Planning-Supports organizational and RBC Unit Action Council plans related to the delivery of unit based nursing services and patient care.
   
   Oversees and assists with evaluation of plan of care with the patient, family and other health care providers that prescribe interventions to attain expected outcomes.
   
   Facilitates patient flow on unit as it relates to admissions and discharges. Implementation
   
   Assures the plan of care is safe, timely and appropriate.
   
   Coordinates resources for maximum utilization of daily systems.
   
   Evaluation-Evaluates patient care in relation to expected outcomes.
   
   Participates in the evaluation of programs, processes and desired patient-centered outcomes.
   
   Professional Performance Standards Quality of Care and Leadership Practice-Embraces and supports Relationship Based Care and the Performance Improvement philosophy of Munson Medical Center.
   
   Assists with evaluation of the quality and effectiveness of nursing practice.
   
   Provides leadership in establishing a culture of safety.
   
   Supports a shared governance philosophy.
   
   Performance-Assists manager/director to evaluate staff performance based on professional practice standards, relevant statues and regulations, and organizational criteria, and RBC philosophy.
   
   Assists manager / director through participation in the Annual Discussion process of same shift staff as well as providing assistance and feedback with the corrective action process as needed by unit.
   
   Mentors and coaches staff to attain optimal performance.
   
   Education -Seeks additional knowledge and skills appropriate to the practice setting by participating in educational programs and activities, conferences, workshops and self-directed learning.
   
   Supports staff in meeting their educational needs.
   
   Supports and assists in maintaining a healthy learning environment for staff and students if applicable.
   
   Professional Environment -Fosters a professional environment.
   
   Role models collaborative relationships between nursing, medicine and other disciplines.
   
   Supports a climate of effective communication by role modeling Commitment to Co-workers.
   
   Ethics-Bases actions and decisions on ethical principles.
   
   Utilizes the Code of Ethics for Nurses to guide practice.
   
   Fosters a non-discriminatory climate in which care is delivered in a manner sensitive to sociocultural diversity.
   
   Collaboration-Collaborates with staff, providers and other disciplines and departments for provision of seamless delivery of services.
   
   Research-Utilizes current research findings and current practice guidelines to strengthen patient care.
   
   Supports and facilitates the involvement of nursing staff in evaluation and integration of research into the delivery of nursing care.
   
   Resource Utilization - Assigns patient care consistent with organizational policies, primary nursing model of care, procedures, legal, and regulatory requirements, according to the knowledge and skills of the designated caregiver as per unit standards.
   
   Maximizes utilization of scarce resources.

   Copy this example

   

5. Post your job

   To find neonatal intensive care unit hospitalists for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any neonatal intensive care unit hospitalists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level neonatal intensive care unit hospitalists with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your neonatal intensive care unit hospitalist job on Zippia to find and attract quality neonatal intensive care unit hospitalist candidates.
   • Use niche websites such as healthcarejobsite, health jobs nationwide, hospitalcareers, medreps.com.
   • Post a job on free websites.

6. Interview candidates

   Recruiting neonatal intensive care unit hospitalists requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new neonatal intensive care unit hospitalist

   Once you've found the neonatal intensive care unit hospitalist candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   After that, you can create an onboarding schedule for a new neonatal intensive care unit hospitalist. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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