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.

Search Committees

A search committee is only required for administrative and academic faculty positions. Classified recruitments are recommended to have a panel; a formal search process can be used although it is not required.

The hiring manager/designee provides the name of committee members to the office of human resources by completing a . The office of human resources will set up search committees in Workday on behalf of the hiring manager to allow committee members to access the job requisition and candidate applications and materials.

The office of human resources may provide training and assistance in the search process.

Chair

The search committee chair is usually appointed by the hiring manager and reviewed by the office of human resources.

Search Committees:
  1. Should incorporate individuals who contribute to the assessment of candidates and decision-making for a particular vacancy announcement.
  2. Should have knowledge of the job and experience.
  3. Have a recommended minimum of three or more interviewers.
  4. May be selected from within the school of medicine, 51ԹϺ, or external to 51ԹϺ. There are additional requirements for external members. Please consult with a recruiter prior to inviting external members.
  5. Should incorporate members with an expressed commitment to diversity, equity, and excellence.
  6. Are expected to complete search committee unconscious bias training and attend meetings. 

Hiring Temporary Positions

Student Workers

  • The hiring department will create an employer account in .
  • The hiring department reviews applicants’ resumes and selects a candidate for hire.
  • The hiring department notifies the office of human resources of the hire, with all information via a .
  • An office of human resources representative will contact the candidate to complete the hire in Workday and schedule the onboarding process.

Graduate Assistants

Letter of Appointments (LOA)

LOA hires require prior approval by the school of medicine leadership.

The hiring department submits a request in the and includes:  

  • Justification that includes funding details.
  • A job description and salary agreement is required for a salaried LOA and must meet Fair Labor Standards Act (FLSA) salary guidelines, if applicable. 
  • Physician hiring may have additional credentialing requirements.

Please visit the 51ԹϺ Human Resources website for additional information regarding types of LOAs and the benefits each type is eligible for.