Positions that Require Recruitment
- Classified – nonexempt
- Administrative faculty/professional positions – exempt
- Academic faculty (teaching, research, clinical) – exempt
Recruitment Process
1. Initiation
The hiring manager or designee submits a and attaches the following items:
Profile
- Department financial administrators should review all requests prior to submitting them to the Kirk Kerkorian School of Medicine at 51ԹϺ Office of Human Resources and confirm budget and finances.
- Indicate whether recruitment is internal or external.
- Designate search chair and committee members for academic or physician recruitment.
- Request any additional or specific advertisement.
51ԹϺ Required Documents
- NPD-19 (Classified Position)
- Position description (PDQ) - Administrative faculty positions and/or job description for academic or physician recruitment.
- Backfill positions use a current NPD-19, PDQ, or job description. If the last review of positions is five years or more, it will require a review by 51ԹϺ’s compensation and classification unit.
- Department organization chart, with vacant position highlighted in yellow.
- Pro forma for clinical academic physicians.
- Physician intake form for clinical academic physicians.
2. Talent Search
Posting Positions
The school of medicine’s office of human resources creates a requisition in Workday along with a vacancy announcement and submits additional job postings and advertisements to agencies.
External Recruitment
External jobs are open to the public and Nevada System of Higher Education (NSHE) employees. The following are external job websites where job vacancies can be posted:
Internal Recruitment
Internal jobs are posted in Workday for current NSHE employees only. 51ԹϺ employees or employees within NSHE, as well as anyone with current access to NSHE’s Workday system, MUST use the “Find Jobs” process within Workday to find and apply for jobs at 51ԹϺ and other NSHE institutions.
3. Screen
The office of human resources, along with the department, sources and screens candidates – both professionally and personally – to ensure that they meet our parameters (minimum qualifications).
4. Interview
- The office of human resources will set up a kick-off meeting to review the process, hiring chairs’ deliverables, and expectations for academic and physician recruitment.
- Department submits documents to the office of human resources for approval.
- In-person interview must have equal employment opportunity (EEO) approval before inviting candidate for interview.
- Department/administrative assistant or designee will set up the initial video/phone interview, travel arrangements, and on-site itinerary and CC: the office of human resources.
- An office of human resources representative will assist in the absence of the department’s administrative assistant support.
Out-of-State Candidates
The administrative assistant or designee in the department is responsible for scheduling out-of-state candidates’ travel arrangements for all positions.
5. Offer
- Reference Checks: Department will proceed with reference checks.
- Request to Offer: The office of human resources will draft a request to offer for review and approval by leadership and the provost for academic or physician recruitment.
- Verbal Offer: If approved, the department may proceed with a verbal offer.
- Background and Pre-Employment: The office of human resources initiates criminal convictions and background check processes in Workday.
- Employment Agreement: The office of human resources will create an agreement for academic and physician recruitment.
- Written Offer: Classified receives an offer via Workday.
6. Hire and Onboarding
- The office of human resources will initiate hire in Workday.
- The office of human resources will send out a welcome packet to the candidate and advise them of their start date.
- The office of human resources creates and sends out the agenda, confirms with the departments, and coordinates a physician meet-and-greet for physician recruitment.
- The office of human resources conducts onboarding and orientation on the start date for all new employees.