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Position Details

Department: Physician Recruiting
Category: Human Resources
Location: Phoenix
Posting #: 486527
Date Posted: 11/21/2019
Employee Type: Regular

Position Summary

The Physician Talent Acquisition Partner is accountable for recruiting qualified physicians for Phoenix Children’s Hospital. Overall responsibilities encompass the entire physician recruitment process from marketing, cold-calling, sourcing, interviewing, site visits, checking references, follow-up, to pre-boarding/on-boarding of physicians to Phoenix Children’s Hospital. He/she is also responsible for implementing and executing 'best practice' recruitment and retention strategies for physician recruitment. This Physician Talent Acquisition Partner works in close collaboration with the Senior Vice President of Practice Operations, the Vice President of Talent Acquisition and the rest of the administrative team in the development of the annual medical staff recruitment plan, leading the implementation of this plan, and recruiting physicians in compliance with all federal/state laws and guidelines. In addition, the Physician Talent Acquisition Partner ensures plans and processes are in place to execute strategies that will enhance and develop physician and executive engagement at all levels of recruitment/retention/deployment and in alignment with the appropriate number of physicians, by specialty, for service to the patients and communities of Phoenix Children’s Hospital.

PCH Values

  • Family-Centered care that focuses on the need of the child first and values the family as an important member of the care team
  • Excellence in clinical care, service and communication
  • Collaborative within our institution and with others who share our mission and goals
  • Leadership that set the standard for pediatric health care today and innovations of the future
  • Accountability to our patients, community and each other for providing the best in the most cost-effective way.

Position Duties

  1. Responsible for candidate lead generation, pre-screening and appropriate follow-up for physician candidates in designated specialties. • In coordination with the VP of Talent Acquisition, develops effective recruitment strategies/campaigns for recruitment of physicians in training, in practice and in designated specialties including; direct mail, advertising, residency programs, cold calls and state/national medical organization and specialty meetings. • Conducts internet research using any and all healthcare related sites to uncover and identify physician recruiting trends. • Successfully utilizes social media (Facebook, LinkedIn, YouTube, etc.), general print advertisement, related Internet sites, medical trade/association meeting participation, direct mail campaigns, and association membership to help recruit pediatric leaders. • Successfully builds a pipeline of qualified physicians for the ongoing recruitment needs of Phoenix Children’s Hospital. • Remains actively involved in meetings with senior physician and management staff in the hospital to be up-to-date on new information, new programs and/or press releases. • Prepares physician for onsite interview – travel agency, relocation team (if applicable) & coordinates tours; manages the interview process with hiring managers and clients; reporting regularly on candidate pipeline status.
  2. Maintains open and responsive communication between recruitment department, hospital administration team, appropriate practice personnel and candidates. • Serves as liaison with candidate, practice, and director regarding contractual and other issues in a professional manner. • Engages at all levels of the organization and has a professional demeanor. • Provides regular communication to involved parties regarding status of qualified and interested candidates, while maintaining a strong understanding of ‘sense of urgency’.
  3. Establishes and maintains professional relationships with external sourcing agencies, when necessary, and consistently networks with healthcare professionals.
  4. Conducts thorough and complete telephone screening interviews with physician candidates. • Pre-qualifies physicians prior to presentation to chief, according to the job order requirements, including availability, malpractice history, clean record, active licenses, and required certifications. • Conducts personal/professional reference-checking on physician candidates.
  5. Maintains database of all candidate information to include curriculum vitae, contact information, internal referrals and follow-up information.
  6. Identifies and evaluates trends on healthcare recruitment to include location conditions, economic conditions and competitive advantages in order for PCH to develop innovative strategic plans in response to these trends.
  7. Fully responsible for pre-boarding and on-boarding process of each newly hired/recruited physician.
  8. Actively participates in operational and procedural process reviews; assists in creating/implementing changes to increase and enhance the effectiveness of the processes and operations.
  9. Performs miscellaneous job related duties as requested.

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Position Qualifications

Please review the following qualifications and specify whether you meet each of the requirements listed.
Do you meet this requirement?
Education
1. Bachelor's Degree in a related field. Required
2. Masters Degree in a related field. Preferred
Do you meet this requirement?
Experience
1. Three (3) or more years of current direct experience in the recruitment of physicians and allied healthcare professionals, coupled with a proven record in executive recruiting with demonstrated results in hiring physicians in a high volume/sub-specialty setting. Required
2. Highly experienced in all aspects of candidate prospecting to include cold calls, job-board mining, research, associations/organization involvement, and networking. Experience in job board and print advertising copywriting, direct marketing. Required
3. Generally knowledgeable about physician licensing, credentialing, malpractice, priviledging requirement and able to communicate same effectively with physician candidates. Required
4. Membership in the National Association of Physician Recruiters or similar professional organization. Preferred
5. Pediatric healthcare experience Preferred
Do you meet this requirement?
Special Skills
1. Strong computer skills, including proficiency with Microsoft Office Suite and internet-based candidate sourcing. Required
2. Effective interpersonal skills and customer service skills, dealing with both verbal and written form; customer-service focused, team-oriented, goal-driven with attention to detail. Required
3. Ability to work well under pressure, in an environment with ever changing priorities and multiple group dynamics; able to multi-task, set priorities and meet deadlines while remaining highly organized. Required
4. Self-motivated, results-oriented with a history of achieving results. Required
5. Experience with handling confidential matters and information. Required
Physical Requirements & Occupational Exposure/Risk Potential
1. Physical Requirement - Fine Motor Skills (pinching, gripping, etc) Occasionally
2. Physical Requirement - Hearing Constantly
3. Physical Requirement - Pushing/pulling Frequently
4. Physical Requirement - Reaching Frequently
5. Physical Requirement - Sitting Constantly
6. Physical Requirement - Standing Frequently
7. Physical Requirement - Stooping/crouching/kneeling/crawling Occasionally
8. Physical Requirement - Talking Constantly
9. Physical Requirement - Walking Frequently
10. Physical Requirement - Near Vision Constantly
11. Physical Requirement - Far Vision Occasionally
12. Physical Requirement - Color Discrimination Frequently
13. Physical Requirement - Use of keyboard, mouse and/or computer equipment Constantly
14. Physical Requirement - Lift up to 35 pounds without assistance Occasionally
15. Physical Requirement - Lift more than 35 pounds without assistance Occasionally
16. Occupational Exposure/Risk Potential - Inside office environment Applicable
internal/external
I have reviewed the qualifications, physical requirements and occupational exposure/risk potential for this position and wish to apply