ADMINISTRATIVE FACULTY JOB DESCRIPTION
APPROVED POSITION INFORMATION
(to be completed by HR)
Effective: July 1, 2015
Title
Range
JCC
3
2
67683
67682
Senior Physician Recruiter
Physician Recruiter
Essential Function: Light Work
Description: Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force
frequently, and/or a negligible amount of force constantly to move objects. Light work requires walking
or standing to a significant degree and pushing and/or pulling.
1. Summary Statement: State the major function(s) of the position, the role in the
university, and the supervisor’s title.* (This section is used for advertisement of the
position.)
The Senior Physician Recruiter and Physician Recruiter positions are responsible for recruiting
medically credentialed faculty (i.e., physicians, physician assistants, advanced practice nurses)
for the University of Nevada School of Medicine (UNSOM). The positions actively recruit and
source candidates by attending conferences, researching and contacting potential applicants,
participation in physician events and other networking on behalf of the UNSOM. The positions
maintain the applicant relationship through the new hire onboarding process and are engaged in
retention activities throughout the first year of the new hires’ employment. The team plays a
critical role in enhancing the talent attracted to and retained within UNSOM. Recruitment
success is measured by communicated metrics.
Range 2:
The Recruiter is responsible for managing assigned recruitments, onboarding and providing
training to departments.
Range 3:
The position serves a key leadership role. In addition to maintaining assigned recruitments, the
Senior Physician Recruiter is responsible for overseeing the Office for Professional Recruiting
with UNSOM. The Senior Physician Recruiter sets the strategic direction of the unit related to
diversity, onboarding, and retention initiatives. The role will implement a continuous quality
improvement approach to recruitment. The incumbent follows the directions of the Executive
Associate Dean and works collaboratively with University of Nevada Reno recruitment, the
UNSOM Standing Search Committee as well as other offices within UNSOM Academic Affairs.
This position will maintain a close relationship between overall UNSOM initiatives and to
develop and implement consistent strategic goals in recruitment activities.
* Attach an organizational chart with positions, ranges, and names for the division.
1
Line of Progression – Senior Physician Recruiter
2. List the major responsibilities, including percentage of time devoted to each. Provide
enough detail to enable a person outside the department to understand the job
(percentage first with heading and then bulleted information). If line of progression,
define for each range as above.
Range 2
60% - Clinician Faculty Recruitment
 Manage all aspects of individual faculty recruitments through the hire process from
requisition to hire completion
 Active external recruitment to include in-state and out-of-state travel to conferences,
recruitment events, residency completion ceremonies, fellowship trainings, physician
practices, hospitals, medical social events; cold calling potential candidates
 Participation in medical society events, monitor medical society activities taking place
within Nevada and other states for outreach opportunities
 Identify societal pockets or hotspots which generate successful recruitments
 Collaborate with Marketing to develop recruitment materials
 Collaborate with Institutional Advancement to further the recruitment goal
 Actively consult with departments on a proactive recruiting strategy; determine their
business needs for the recruitment and expected completion dates
 Advise and participate on faculty search committees for key positions including lead
generation, candidate sourcing, advertising and outreach
 Maintain contact with top applicants to forge and maintain relationships during the
search process
 Provide technical information to departments on proper hiring practices and compliance
 Provide advisement to search chairs regarding the search process and related
policies/procedures
 Participate on standing search committee for leadership positions
 Conduct reference checks when appropriate
 Comply with applicable Equal Opportunity laws and policies for recruitment
20% Onboarding/Communication
 Ensuring departmental mentors are identified prior to hire
 Create offer letters; ensure equitable pay through collaboration with pay admin team
 Coordinate start-up negotiations
 Coordinate licensure and credentialing
 Communicate with new hires in strategic stages: post-offer, paperwork completion
(contract generated at department, as hire date approaches, on first day, such as NetID
or keys, few months in, etc.).
 Serve as liaison and contact for new hires through first year
 Communicate new hires to UNSOM through email, receptions, etc.
 Collaborate with Institutional Advancement regarding new hires to facilitate relationships
with donors
 Collaborate with Faculty Affairs and Faculty Development for retention and faculty
development opportunities
20% Training
 Deliver group trainings: search coordinator, search chair, developing interview
questions, diversity, etc.
2
Line of Progression – Senior Physician Recruiter

Deliver one-on-one and department trainings as necessary
Range 3
50% - Clinical Faculty Recruitment
 As identified above
20% Leadership
 Manage recruiters and support staff
 Research, develop and implement institutional objectives and expectations for work unit
(recruiting, trainings, diversity in recruitment, retention, assessment strategies, etc.)
 Responsible for LCME standards related to inclusive recruitment and management of
associated diversity initiatives
 Responsible for implementation of the affirmative action plan and outreach goals
 Participate on the Council for Diversity Initiatives and Office of Academic Affairs team
activities
 Establish and track Continuous Quality Improvement in recruitment practices
20% Onboarding/Communication
 As identified above
10% Training
 As identified above
 Develop and implement overall unit training plan
3. Describe the types of decisions the position(s) makes independently as part of the core
responsibilities. Provide examples. If a line of progression, describe the decisions made
at the highest level.
At the highest level of the progression, Senior Physician Recruiter, the position and incumbent
will be expected to independently develop and implement the strategic recruitment plans and
overall recruitment diversity initiatives. The incumbent manages the daily operations with
limited oversight. The incumbent is expected to resolve multi-faceted problems through
evaluation of multiple policies and procedures and courses of action; solving those within policy.
The position maintains a critical leadership role in enhancing recruitment successes for
UNSOM.
4. Describe the types of problems, issues, action, communications this position typically
takes to the supervisor for resolution and/or consultation. Provide examples. If a line of
progression, describe the supervisory consultation at the highest level.
At the highest level of the progression, Senior Physician Recruiter, the position and incumbent
will maintain a collaborative relationship with other leaders within Academic Affairs to ensure
consistency in recruitment strategic goals. The incumbent will meet with the Executive
Associate Dean regularly to provide status updates and discuss complications of any searches.
The incumbent will lead the direction for UNSOM recruitment within the expectations set forward
by the Executive Associate Dean.
3
Line of Progression – Senior Physician Recruiter
5. Select the applicable competencies required to successfully perform the job. The
selected competencies will be evaluated within the Administrative Faculty evaluation as
Competencies for Success.
Competency
Required
Adaptability
☒
Analytical Thinking
☒
Communication
☒
Diversity and Inclusion
☒
Financial Responsibilities
☒
Human Resource Responsibilities
☒
Leadership
☒
Program/Project/Functional Knowledge
☒
Resource Responsibilities
☒
Serving Constituents
☒
Teamwork
☒
Other: Performance Metrics
☒
6. Minimum requirements of the position. Minimum requirements should be consistent
with the Job Evaluation Model. If Line of Progression, minimum requirements must be
defined for each range.
Range 3
Education
Experience
Bachelor’s Degree
Four years of related work experience
Master’s Degree
Two year of related work experience
Relevant Experience: recruiting and candidate sourcing; business experience
requiring relationships with physicians; management/leadership experience
Certification and Licensure:
 State of Nevada driver’s license
Schedule or Travel Requirements:
 Requires travel up to 50% of the time including travel both within and outside of
the state of Nevada. This includes travel to rural areas
 Requires a variable work schedule to include early mornings, evenings, and
weekends
4
Line of Progression – Senior Physician Recruiter
Range 2
Education
Experience
Bachelor’s Degree
Two years of related work experience
Master’s Degree
One year of related work experience
Relevant Experience: recruiting and candidate sourcing or experience in the
medical field
Certification and Licensure:
 State of Nevada driver’s license
Schedule or Travel Requirements:
 Requires travel up to 50% of the time, including travel both within and outside of
the state of Nevada. This includes travel to rural areas
 Requires a variable work schedule to include early mornings, evenings, and
weekends
Optional Addendum: Describe the knowledge, skills, and abilities required to successful
performance of this job (in bullet format).
Knowledge of:
 Human resources principles
 Recruitment strategies and techniques
 Diversity and inclusion strategies in employment/higher education/academic medicine
 Employment and discrimination law
 Business operations
 Board of Regents/University Administrative Manual
 Medical terminology
Skills:
 Advanced proficiency in the use of the a personal computer and current software
applications including but not limited to Microsoft Office Suite (Word, Access, Excel and
email; applicant tracking systems)
 Customer service
 Active candidate sourcing
 Persuasive communication
 Methods of candidate screening, evaluation and selection (ex. behavioral interviewing,
skills testing, data review, etc.)
Ability to:
 Analyze situations and develop a course of action
 Problem solve
 Develop announcements/skills tests/etc. which contribute to successful searches
 Facilitate active external recruitments
 Communicate with clinicians regarding clinical practice opportunities
 Implement inclusive search and hiring practices
 Generate diverse applicant pools
 Develop and analyze outcomes from search activities (costs, timelines, retention)
 Enrich the overall diversity of the school through recruiting and retention activities
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