Item 3.A-October 24, 2014
ADMINISTRATIVE FACULTY POSITION DESCRIPTION QUESTIONNAIRE
To expedite and facilitate the PDQ review process, please send the PDQ and Org Chart electronically to
marshag@unr.edu for discussion and for initial review before routing PDQ for approval signatures.
Questions - call UNR Faculty HR at 682-6114
INSTRUCTIONS: See http://www.unr.edu/hr/compensation-and-evaluation for complete instructions.
Incumbent(s) Name (if applicable): Vacant
Position #(s): 11997
Current Title: Recruiter, Human Resources
Current Range: 2
(JCC: 67339)
Department: Business Center North – Human
College/Division: Vice President,
Resources (AVPH/BCN-HR)
Administration and Finance
Account #(s): 1105-104-0601
Action Proposed: (check all that apply)
( ) New position: Proposed Range:
Proposed Title:
( ) Title Change, Proposed Title:
( ) Proposed Reassignment from Range
to Range
( x) Revised PDQ only (no change in range or title)
JCC (Current
( ) Line of Progression (show titles below)
or new HR
Range:
assigned):
I certify that the statements in this description are accurate and complete to the best of my knowledge.
____________________________________________________________
Employee’s Signature
__________________
Date
I/we have reviewed the statements in this form and they accurately reflect the job assignments.
____________________________________________________________
Immediate Supervisor’s Signature
Michelle Hughes
Recruitment Manager
____________________________________________________________
Director/Chair/Dean
Timothy McFarling
Associate Vice President, Human Resources
__________________
Date
__________________
Date
Approved for Salary Placement Committee review.
____________________________________________________________
__________________
Pres / Vice Pres / Vice Prov Signature Ronald Zurek
Date
Vice President, Administration and Finance
Action Approved by the Provost/President (Completed by Faculty HR):
67339 Range:
2
Pos #(s): 11997
JCC:
EEO: 3D
Eff:
Approved Title: Recruiter, Human Resources
Employee signs on “final” stamped approved PDQ and sends to HR for personnel file.
Employee Signature:_______________________________________________ __________________
Date
Printed Name: ____________________________________________________
Rev: 10/1/2012
Position Description – Recruiter, Human Resources
Page 2
1. Summary Statement: State the major function(s) of the position and its role in the
university. Attach an organizational chart with positions, ranges, and names for the division
which reflects the position in it as well as those supervised in the department. (This section is
used for advertisement of the position.)
The Recruiter, Human Resources, is responsible for management of assigned State Classified
recruitments for Nevada System of Higher Education (NSHE) institutions located in Northern Nevada
and for management of Faculty recruitments for the University of Nevada, Reno (UNR). The
individual recruits for Administrative and Academic Faculty and Classified employees. The position
reports to the Recruitment Manager.
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).
55% - Classified Recruitment
 Manage all aspects of individual classified recruitments through the hire process
 Develop comprehensive recruitment plans for key positions including sourcing of candidates,
advertising, outreach, etc.
 Actively consult with departments on a proactive recruiting strategy; determine their business
needs for the recruitment and expected completion dates
 Develop strategies for diversity recruitment in support of the annual Affirmative Action Plan
 Determine required qualifications, preferred qualifications, and selective criteria in conjunction
with departments
 Create recruitment announcements in accordance with recruitment guidelines
 Determine qualified applicants by analyzing applicants’ education and work experience.
 Release candidate pools
 Provide support and guidance to hiring departments by developing and reviewing interview
questions, creating skills tests, and participating in interview processes
 Maintain various electronic resources to ensure smooth workflow within the departments
 Provide input to departments regarding selection of candidates, negotiation strategies and onboarding
35% - Faculty Recruitment
 Manage all aspects of individual faculty recruitments through the hire process
 Actively consult with departments on a proactive recruiting strategy; determine their business
needs for the recruitment and expected completion dates
 Develop strategies for diversity recruitment in support of the annual Affirmative Action Plan
 Advise and participate on faculty search committees for key positions including candidate
sourcing advertising and outreach
 Provide technical information to faculty on proper hiring practices and compliance
 Provide advisement to search chairs regarding the search process and related
policies/procedures
10% - Special Projects
 Attend and support recruitment events
 Act as liaison with constituent groups
 Collaborate on process improvement
Position Description – Recruiter, Human Resources
Page 3
3. Describe the level of freedom to take action and make decisions with or without
supervision and how the results of the work performed impact the department, division and/or
the university as a whole.
Level of Freedom:
The Recruiter makes independent decisions regarding State Classified recruitments and Faculty
recruitments within the parameters of the Nevada Administrative Code (NAC), Nevada Revised
Statutes (NRS), University Administrative Manual, and NSHE, state, and federal rules and
regulations. Creative recruitment strategies are developed and utilized within established procedures
and protocols. Complex problems or situations outside of standard procedures are discussed with the
Recruitment Manager.
Impact:
The position is critical to hiring qualified and successful employees for all the Business Center North
campuses. A quality selection process results in the hiring of good employees. This leads to higher
productivity in departments, better efficiency and value added service to faculty, students and the
public. Poor hiring practices may result in hires which are non-productive and expose the University
to potential litigation.
4. Describe the knowledge, skills (to include cognitive requirement and verbal and written
communication), and abilities (to include task complexity, problem solving, creativity and
innovation) essential to successful performance of this job (in bullet format).
Knowledge of:
 Human resources principles
 Recruitment strategies and techniques
 Employment and discrimination law
 Business operations
 Job evaluation
 Nevada Administrative Code and Nevada Revised Statutes
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)
 Customer service
 Excellent verbal and written communication
 Various methods of employee selection (ex. behavioral interviewing, skills testing, data review,
etc.)
Ability to:
 Analyze situations and develop a course of action
 Problem solve
 Develop skills tests which assess an applicant’s ability to perform successfully in the job
 Assess department needs and write accurate position descriptions
Position Description – Recruiter, Human Resources
Page 4
5. Describe the type of personal contacts encountered in performing the duties of the job.
Explain the nature and purpose of these contacts: i.e., to provide services, to resolve
problems, to negotiate.
Internal
Departments and BCN
Institutions in Northern Nevada
Planning, Budget and Analysis
Other HR Functions
Reason for Contact
To provide recruitment services
External
Candidates
Division of Human Resource
Management
Job Sourcing Vendors (Job
fairs, advertising sources,
associations, etc.)
Background Vendor
Drug and Alcohol Testing
Vendor
Reason for Contact
To respond to candidate inquiries
To seek clarification of rules and propose enhancement and
process improvements
To source candidates
To ensure positions are budgeted
To coordinate recruitment process and employee issues
To initiate background check and resolve issues
To initiate screen and resolve issues
6. Indicate the minimum qualifications which are necessary in filling this position should it
become vacant. Please keep in mind the duties/responsibilities of the position rather than the
qualifications of the incumbent.
a.
Minimum educational level, including appropriate field, if any.
Bachelor’s Degree from a regionally accredited institution
b.
Minimum type and amount of work experience, in addition to the above required
education necessary for a person entering this position.
Bachelor’s Degree and two years, or Master’s Degree and one year, of experience in
human resources, business, administration or operations
Preferred Licenses or Certifications:
Professional in Human Resources Certification (PHR)
Or Senior Professional in Human Resources Certification (SPHR)
c.
Indicate any license or certificate required for this position.
None