Physician recruiter vs human resources generalist

The differences between physician recruiters and human resources generalists can be seen in a few details. Each job has different responsibilities and duties. It typically takes 4-6 years to become both a physician recruiter and a human resources generalist. Additionally, a physician recruiter has an average salary of $61,139, which is higher than the $56,159 average annual salary of a human resources generalist.

The top three skills for a physician recruiter include excellent interpersonal, customer service and recruitment strategies. The most important skills for a human resources generalist are HRIS, performance management, and customer service.

Physician recruiter vs human resources generalist overview

	Physician Recruiter	Human Resources Generalist
Yearly salary	$61,139	$56,159
Hourly rate	$29.39	$27.00
Growth rate	8%	8%
Number of jobs	65,913	44,365
Job satisfaction	-	4
Most common degree	Bachelor's Degree, 73%	Bachelor's Degree, 70%
Average age	41	41
Years of experience	6	6

What does a physician recruiter do?

A physician recruiter is responsible for recruiting and hiring physicians as part of the medical staff for a health institution. Physician recruiters identify the physician staffing needs by coordinating with the management to determine the required qualifications and application process. They schedule interviews and screening, organize requirements, and review documents to confirm the suitability of the role. A physician recruiter must have excellent communication and organizational skills, especially in evaluating the physician's medical practices and procedures.

What does a human resources generalist do?

A human resources generalist is responsible for monitoring the human resources policies and procedures, making adjustments as needed to align with the company's goals and objectives. Duties of a human resources generalist also include improving employee relations system, organizing compliance and knowledge training, reviewing benefit plans, managing compensation inquiries, assisting in recruitment and staffing needs, communicating with department heads in employees' performance reviews, and storing employees' files for reference. A human resource generalist must have excellent communication and decision-making skills to address issues concerning the company and employees' welfare.

Physician recruiter vs human resources generalist salary

Physician recruiters and human resources generalists have different pay scales, as shown below.

	Physician Recruiter	Human Resources Generalist
Average salary	$61,139	$56,159
Salary range	Between $45,000 And $81,000	Between $41,000 And $76,000
Highest paying City	Seattle, WA	Washington, DC
Highest paying state	Washington	New York
Best paying company	CHG Healthcare	Microsoft
Best paying industry	Health Care	Technology

Differences between physician recruiter and human resources generalist education

There are a few differences between a physician recruiter and a human resources generalist in terms of educational background:

	Physician Recruiter	Human Resources Generalist
Most common degree	Bachelor's Degree, 73%	Bachelor's Degree, 70%
Most common major	Business	Business
Most common college	University of Pennsylvania	University of Pennsylvania

Physician recruiter vs human resources generalist demographics

Here are the differences between physician recruiters' and human resources generalists' demographics:

	Physician Recruiter	Human Resources Generalist
Average age	41	41
Gender ratio	Male, 40.3% Female, 59.7%	Male, 20.5% Female, 79.5%
Race ratio	Black or African American, 10.7% Unknown, 5.3% Hispanic or Latino, 16.4% Asian, 7.2% White, 59.7% American Indian and Alaska Native, 0.7%	Black or African American, 10.4% Unknown, 5.2% Hispanic or Latino, 18.6% Asian, 8.0% White, 57.1% American Indian and Alaska Native, 0.6%
LGBT Percentage	9%	9%

Differences between physician recruiter and human resources generalist duties and responsibilities

Physician recruiter example responsibilities.

Manage records of sales activities and follow-up on requirements by utilizing office specific HRIS technology.
Present and prepare PowerPoint presentations on various topics to educate colleagues in the office and operate WebEx technology for conference calls.
Enter offers, acceptance of offers and tentative start dates to close out HRIS job requisitions in PeopleSoft.
Manage employee's personnel files and maintain accurate up to date confidential client files to ensure compliance with HIPPA.

Human resources generalist example responsibilities.

Manage any payroll-relate issues/questions with ADP directly and communicate resolutions to employees.
Manage administration and compliance of benefit programs, including FMLA and educational assistance programs.
Perform all benefits processing and payroll functions including coordinating and performing employee benefit eligibility and open enrollment activities.
Partner with the corporate compensation Sr.
Assist with the planning and implementation of KRONOS the organization's HRIS system.
Compile data; prepare and present material in PowerPoint presentations for staff meetings.

Physician recruiter vs human resources generalist skills

Common physician recruiter skills

Excellent Interpersonal, 8%
Customer Service, 8%
Recruitment Strategies, 7%
Health System, 6%
HR, 5%
Recruitment Process, 4%

Common human resources generalist skills

HRIS, 9%
Performance Management, 7%
Customer Service, 5%
Exit Interviews, 4%
Payroll Processing, 3%
Excellent Interpersonal, 3%

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Physician Recruiter vs Human Resources Generalist

Updated January 8, 2025

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