animated physician and recruiter meeting across the desk
animated physician and recruiter meeting across the desk

How in-house physician recruiters help you find jobs

Read articles by Jackie Farley
Jackie Farley

Table of Contents

Are you a physician seeking new career opportunities? Navigating the physician job search process can be overwhelming, but the key is exploring how in-house physician recruiters help streamline, simplify and optimize your search for the perfect position.

How in-house recruiters help you

The first thing to know about in-house recruiters is that they know the organization from the ground up. Because they are part of the organization, they have a unique understanding of the structure and can explain it. They know the ins and outs of their programs and teams, and the connections they have within the organization are priceless.

Since they work within the organization, they are committed to finding the RIGHT physician for their job listings, and they realize that may encompass more than your credentials. There’s an intimate knowledge of the organization’s values and work culture. And with a larger organization, they can be a critical asset in determining which department, group, or practice would be the best fit.

While in-house recruiters do the lion’s share of the vetting process, they work closely with the physician leaders, many of whom will make the final decision when it comes to hiring. This is a huge benefit to the organization because while they are working to provide good information and resources, they are also building good relationships with other physician leaders in the system – even before there is a position to fill.

This sense of cohesion within the organization can benefit you in the forms of both atmosphere and opportunity. Because in-house recruiters have access to this network of physician leaders, they can get you the information and answers you need, quickly and efficiently.

Perhaps the best assistance an in-house recruiter can offer is guidance. Whether you need help sorting options, defining goals or deciding on the best place to begin your journey as a physician, recruiters can help start that conversation and then and then point you in the direction of physician decision makers who can share their experience and insight.

How you can help recruiters

While recruiters can be a tremendous asset, it doesn’t mean there aren’t things you can do to help yourself.

There are several ways you can make it easier for physician recruiters to help you:


  1. Be consistent. It’s OK to tailor your message for a specific location but do it with the knowledge that recruiters in other areas will see it. Don’t contradict yourself or paint yourself into a corner.
  2. Be explicit about when you’re available. Never omit the end date for training or a current job on your resume or CV. Showing a willingness to see a project or training through to its conclusion is a good trait in a potential candidate.
  3. Don’t lead with money. Asking about compensation in the first email or opening a conversation be a red flag. Lead with questions about the duties, not the dollars.
  4. Be truthful. Lying (even by omission) to get an interview can eliminate you from consideration if discovered.
  5. Disclose early. Tell your recruiter upfront if you have something that could impede your ability to secure licensure, get credentialed or obtain malpractice coverage at normal rates.
  6. Take direction. When you ask for and get feedback from your recruiter, listen to what they tell you. They know better than anybody what leadership will be looking for in a candidate and a CV. Make any changes they suggest.
  7. Resist emailing any arguments or complaints. You risk coming across as defensive or disparaging of the staff’s selection process. Make no mistake, your remarks will end up in your candidate record.
  8. Make your cover letter count! Use your cover letter to explain why you want to live and work in that area, and to assert that you have the skills the position requires. If there’s an option to include separate documents, be sure to upload it.
  9. Don’t rely on voicemail. Voicemail is often the last thing a recruiter checks since most candidate communications take place over email. Leaving a voicemail is only a good idea if you are also emailing and attaching your CV.
  1. Stay in touch with target employers. When you send your CV, send a cover letter with it introducing yourself. Send updated CV’s when a significant change has happened. And don’t be shy! Let them know if you’re in the area and ask if you can stop by quick meet and greet.


Ultimately, an in-house recruiter’s main goal is to know that the physician they have recruited is happy and successful. By understanding what they do, and how you can help them help you find the right position, you are both far more likely to be able to celebrate a job well done.


If you’re currently looking for physician job opportunities, create your free profile on and take the next step toward finding your dream position, or view more tips and resources at

Read articles by Jackie Farley

Jackie Farley

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