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.
Physician recruiter responsibilities
Here are examples of responsibilities from real physician recruiter resumes:
- 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.
Physician recruiter skills and personality traits
We calculated that 8% of Physician Recruiters are proficient in Excellent Interpersonal, Customer Service, and Recruitment Strategies. They’re also known for soft skills such as Interpersonal skills, Communication skills, and Detail oriented.
We break down the percentage of Physician Recruiters that have these skills listed on their resume here:
- Excellent Interpersonal, 8%
Developed outstanding reputation of excellent interpersonal skills and high-quality workmanship.
- Customer Service, 8%
Provide client support and outstanding customer service to fill open positions for Physical and Occupational Therapists
- Recruitment Strategies, 7%
Facilitated new business acquisition meetings and served as integration champion involving, negotiating offers, client management and excellent recruitment strategies.
- Health System, 6%
Established recruitment priorities in order to meet overall community and Health System needs.
- HR, 5%
Developed strong relationships and partner with hiring manager, business leaders and HR.
- Recruitment Process, 4%
Developed business model and manage recruitment process.
Most physician recruiters use their skills in "excellent interpersonal," "customer service," and "recruitment strategies" to do their jobs. You can find more detail on essential physician recruiter responsibilities here:
Interpersonal skills. One of the key soft skills for a physician recruiter to have is interpersonal skills. You can see how this relates to what physician recruiters do because "specialists continually interact with others and must be able to converse and connect with people from varied backgrounds." Additionally, a physician recruiter resume shows how physician recruiters use interpersonal skills: "conduct detailed reference checks on candidates to better understand their experience, strengths, weaknesses, management style, interpersonal skills. "
Communication skills. Many physician recruiter duties rely on communication skills. "listening and speaking skills are essential for human resources specialists," so a physician recruiter will need this skill often in their role. This resume example is just one of many ways physician recruiter responsibilities rely on communication skills: "designed and executed local marketing and advertising campaigns, communications content, and physician contracts. "
Detail oriented. This is an important skill for physician recruiters to perform their duties. For an example of how physician recruiter responsibilities depend on this skill, consider that "specialists must pay attention to detail when evaluating applicants’ qualifications, doing background checks, maintaining records of an employee grievance, and ensuring that a workplace complies with labor standards." This excerpt from a resume also shows how vital it is to everyday roles and responsibilities of a physician recruiter: "provide detailed entry of all information and tracking of candidates in company database. ".
The three companies that hire the most physician recruiters are:
- Banner Health10 physician recruiters jobs
- Physician Partners
10 physician recruiters jobs
- Community Health Systems6 physician recruiters jobs
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Compare different physician recruiters
Physician recruiter vs. Self-employed
A self-employed person works without the supervision of a specific employer. Self-employed entrepreneurs decide their business plans to increase profitability and get involved with the current market trends. They also attend business orientations to improve their skills and strategies on driving their business' growth. A self-employed person must display exceptional decision-making and organizational skills to implement strategies, provide the best customer service with the clients, address their needs, manage complaints, and respond to the customer's inquiries.
There are some key differences in the responsibilities of each position. For example, physician recruiter responsibilities require skills like "excellent interpersonal," "recruitment strategies," "health system," and "hr." Meanwhile a typical self-employed has skills in areas such as "windows," "mowing," "financial statements," and "payroll." This difference in skills reveals the differences in what each career does.
On average, self-employeds reach lower levels of education than physician recruiters. Self-employeds are 5.9% less likely to earn a Master's Degree and 0.0% more likely to graduate with a Doctoral Degree.Physician recruiter vs. Staffing consultant
A staffing consultant develops and maintains the accounts of clients through outside and inside organizational activities. Staffing consultants induct, assess, and monitor the job applicants preparing them for their assignments. They match jobs to applicants and the candidates to their jobs. Their duties include helping both employees and employers in their respective responsibilities. They also act as business development and sales consultant to talent acquisition firms.
While some skills are similar in these professions, other skills aren't so similar. For example, resumes show us that physician recruiter responsibilities requires skills like "excellent interpersonal," "customer service," "health system," and "hr." But a staffing consultant might use other skills in their typical duties, such as, "r," "direct hire," "criminal background checks," and "human resources."
In general, staffing consultants achieve similar levels of education than physician recruiters. They're 4.5% less likely to obtain a Master's Degree while being 0.0% less likely to earn a Doctoral Degree.Physician recruiter vs. Talent acquisition consultant
A Talent Acquisition Consultant is responsible for sourcing and recruiting high-quality candidates. They may work in an office setting or travel to different locations to search for new talents.
Some important key differences between the two careers include a few of the skills necessary to fulfill the responsibilities of each. Some examples from physician recruiter resumes include skills like "excellent interpersonal," "health system," "hr," and "collective bargaining," whereas a talent acquisition consultant is more likely to list skills in "human resources," "manufacturing industry," "eeo," and "ta. "
Talent acquisition consultants earn the best pay in the finance industry, where they command an average salary of $74,599. Physician recruiters earn the highest pay from the health care industry, with an average salary of $64,154.When it comes to education, talent acquisition consultants tend to earn similar degree levels compared to physician recruiters. In fact, they're 1.1% more likely to earn a Master's Degree, and 0.1% more likely to graduate with a Doctoral Degree.Physician recruiter vs. Human resources administrative assistant
A human resources administrative assistant is responsible for performing administrative tasks such as gathering and processing necessary documentation, preparing timely reports and evaluations, arranging schedules, maintaining and monitoring record databases, and responding to inquiries. Aside from assisting human resource officers in their tasks, they can also lend a hand in screening and training new workforce members. Furthermore, because a human resources administrative assistant holds the employee database, they need to coordinate with other departments and employees to ensure that everyone receives what is needed.
Types of physician recruiter
Updated January 8, 2025
