How to hire an occupational health physician

How to hire an occupational health physician, step by step

Here's a step-by-step occupational health physician hiring guide:

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

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1. Identify your hiring needs

   The occupational health physician 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

   You should also consider the ideal background you'd like them an occupational health physician to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire an occupational health physician that fits the bill.

   This list shows salaries for various types of occupational health physicians.

   Type of Occupational Health Physician	Description	Hourly rate
   Occupational Health Physician	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	$52-217
   Physician	Physicians' general responsibility is to check, diagnose, and treat a patient's condition to improve their overall wellness. A physician could be General Practitioners or Specialist Physicians, wherein General Practitioners are physicians who provide regular checkups for patients depending on their needs and refer them to a Specialist Physicians who are more skilled in a particular field of expertise for a thorough diagnosis... Show more	$61-212

2. Create an ideal candidate profile

   Common skills:

   • Occupational Health
   • DOT
   • Medical Care
   • Medical Services
   • Diagnosis
   • Occupational Injuries
   • Pediatrics
   • Infectious Disease

   Responsibilities:

   • Manage children with diabetes and asthma among other diagnoses.
   • Provide overall quality prenatal health care, gynecological services, patient triage, refer patients with complications, provide patient education service
   • Perform physical examinations and provide diagnosis and treatment for all work associate illnesses.

3. Make a budget

   Including a salary range in your occupational health physician job description is a great way to entice the best and brightest candidates. An occupational health physician salary can vary based on several factors:

   • Location. For example, occupational health physicians' average salary in hawaii is 28% less than in alaska.
   • Seniority. Entry-level occupational health physicians earn 76% less than senior-level occupational health physicians.
   • Certifications. An occupational health physician with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in an occupational health physician's salary.

   Average occupational health physician salary

   $222,775yearly

   $107.10 hourly rate

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   Entry-level occupational health physician salary

   $109,000 yearly salary

   Updated December 25, 2025

4. Writing an occupational health physician job description

   A good occupational health physician job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of an occupational health physician job description:

   Occupational health physician job description example

   Experience/Skills: Minimum of 5 years of experience in Occupational Health. Must also have advanced analytical skills regarding evaluation and treatment; ability to use a professional approach to problem solving during stressful situations; communication with others that reflects a positive attitude and enthusiasm; and behavior that exemplifies organizational philosophy.

   
   License / Certification: MD or DO licensed by the Oregon Board of Medical Examiners; Advanced Cardiac Life Support (ACLS) certified from American Heart Association; Board Certified / Eligible in Occupational and Environmental Medicine by ACOEM or other related specialty. Medical Review Officer (MRO) certification is required. Must obtain and maintain medical staff membership and appropriate privileges; Must be eligible as a provider for Medicare, Medicaid, and other federal health programs; Physician shall meet all qualifications to participate in hospital's programs for professional malpractice and other liability coverage.
   For immediate consideration, please email your CV to Kaylee Strauch, Physician Recruiter at [email protected] .
   About Asante and Southern Oregon
   Asante is a local, community owned and governed, not-for-profit organization that provides comprehensive health care services to more than 600,000 people in a nine-county area of Southern Oregon and Northern California. It includes Asante Ashland Community Hospital in Ashland, Asante Rogue Regional Medical Center in Medford, Asante Three Rivers Medical Center in Grants Pass, Asante Physician Partners throughout the Rogue Valley, and additional health care partnerships. Virtually all medical specialties and services are represented within an organization dedicated to providing exceptional care. With over 6,000 employees, Asante's entities offer outstanding opportunities for career advancement and professional growth. At Asante your work positively impacts your family, friends, neighbors and the community. Experience the difference in how you work, how you live and how you connect.
   At Asante we are defined by our values - traits that guide us as we serve patients and the community:
   Excellence - Respect - Honesty - Service - Teamwork
   Asante is an equal opportunity employer. We are committed to employ and advance in employment women, minorities, qualified individuals with disabilities and protected veterans.

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5. Post your job

   There are a few common ways to find occupational health physicians for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your occupational health physician job on Zippia to find and recruit occupational health physician candidates who meet your exact specifications.
   • Use field-specific websites such as healthcarejobsite, health jobs nationwide, hospitalcareers, medreps.com.
   • Post a job on free websites.

6. Interview candidates

   Recruiting occupational health physicians 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.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to 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 occupational health physician

   Once you have selected a candidate for the occupational health physician position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   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.

   Once that's done, you can draft an onboarding schedule for the new occupational health physician. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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