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All Posts by Jennifer Alexander, SHRM-CP

About Jennifer Alexander, SHRM-CP

Jennifer Alexander, SHRM-CP, is an HR Business Partner with almost ten years of Human Resources experience in several industries, including Health Care, Retail and Higher Education. She has a strong background in recruitment, onboarding, and compliance. When she is not working or studying for her MBA, she enjoys traveling and spending time in the Florida sunshine with her husband and three children.

Fake it Till You Make it – How to Get Started as a Physician Recruiter

Tips for Getting Started as a Physician Recruiter

When you find that candidate who has all the qualities your organization needs, and your organization provides them with everything they could ask for, that is when you know you’ve made it.  In the meantime, build those networks, get creative with your job advertisements, and do your research.

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Mergers & Acquisitions: Blending for Success

The Role of Human Resources in Mergers & Acquisitions

Merger and acquisitions, in Health Care especially, are not going anywhere anytime soon. As laws and regulations continually change and strengthen within the industry, more and more companies will use this tactic to remain successful. However, a merger or acquisition cannot be successful without due diligence, open and honest communication, and the appropriate blending of the two organizations’ cultures.

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Tips to Overcome “Small Town” Talent Shortages in Healthcare

To pull those candidates away from the bright city lights, you will need to paint them a picture of what working for your small-town organization will do for them, their family, and their way of living.

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How to Source Passive Candidates in Healthcare

How to Source More Healthcare Job Seekers

The recruiting world has changed substantially over the last few years. With unemployment sitting at 3.6% as of April 2019, the lowest since December 1969, organizations must become more creative in the way they attract candidates. Not only should recruiters post appealing job advertisements, they must seek out the passive candidates who could be potential top talent but are not applying to your openings.

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