UW HEALTH JOB DESCRIPTION
Sr. Nurse Recruiter
Job Code: 300015
FLSA Status: Exempt
Mgt. Approval: S Hanauer
Date: March 2021
Department : Recruitment
HR Approval: S Whitlock
Date: March 2021
JOB SUMMARY
The Senior Professional Nurse Recruiter is responsible for recruitment administration focused on attracting and efficiently
hiring qualified and competent experienced registered nurses, new-to-practice nurses and advance practice nurses who
embrace UWHC’s mission and values. The Senior Professional Nurse Recruiter will develop and implement a
comprehensive nursing recruitment plan in collaboration with Nursing leadership and in alignment with the Nursing and
Human Resources strategic plans. In addition, the Senior Professional Nurse Recruiter integrates a thorough knowledge of
human resource management with expertise in contemporary nursing practices and care delivery systems to design and
manage recruitment initiatives that meet current and future staffing needs. Specific responsibilities include the
development/implementation of recruitment plans, position advertising and marketing, screening and interview guides,
applicant interviews and correspondence; relationship building and adherence to federal and state employment laws.
MAJOR RESPONSIBILITIES
I. Plan, implement and evaluate a comprehensive recruitment and selection program for positions within the
Department of Nursing.
• Work with the Director, Recruitment to develop operational initiatives in alignment with the HR Strategic Plan.
• Assist the Director, Recruitment in audit reviews and quality checks of work flow and processes and conduct follow-
up to measure outcomes
• Provide training and consultation on the development of nurse recruitment related Academy curriculum.
• Work with the Director, Recruitment to develop annual nurse recruitment budget request and provide supporting
documentation
• Attend meetings with Director, Recruitment and senior leadership as a subject matter expert on nurse recruitment
related issues
• Initiate, lead, plan and execute all nurse recruitment events.
• Research and compile data for reports to Director, Recruitment and senior leadership, as needed.
• Work with the Nursing Management team to identify priorities for recruitment. Consult with Nursing Senior
Management and applicable Human Resources dept staff to design strategies to fill critical positions,
incorporating quality improvement and customer service principles into each strategy.
• Monitor nursing staffing needs on a weekly basis. Gather information on recruitment market, and utilize data in
planning efforts.
• Compose and coordinate placement of local, regional and/or national recruitment advertising.
• Initiate, develop and implement a proactive recruitment strategy to address nurse recruitment needs including
targeted strategies to address diversity deficiencies.
• Coordinate with Clinical Department Directors and Clinical Nurse Managers to ensure that applicant screening and
evaluation is consistent with position requirements, institution and departmental goals, and key values of the
hospital and Department of Nursing.
• Screen and Interview candidates and recommend best-qualified candidates to department manager for
consideration.
• Work in collaboration with HR Compensation staff to identify position changes, and work with department
management to update position descriptions and organization charts as appropriate.
• Maintain effective communication with Clinical Department Directors, Clinical Nurse Managers and applicants
throughout the recruitment process.
• Provide advice, training and feedback to Clinical Department Directors and Clinical Nurse Managers in key
recruitment and selection areas such as interviewing techniques, candidate evaluation, pre-employment
physical, reference checks, and criminal background checks.
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• Ensure that selection decisions are consistent with employment laws and policies, including (but not limited to)
ADA, FLSA, Civil Rights Act, Immigration and Control Act, bargaining agreements, Wisconsin Statutes, Public
Authority legislation, and hospital policies and procedures. Incorporate JCAHO requirements and other
guidelines into operational systems as appropriate.
• Work in collaboration with Compensation staff to identify appropriate pay rate for job offers.
• Ensure that offers of employment are complete and accurate, and that confirmation letters, benefits information,
and new-employee paperwork are fully completed, and that all pre-employment requirements are met (e.g.
License verification, pre-employment health assessment and New Employee Orientation).
• Oversee and coordinate activities of Staffing Assistant(s) in the processing and data entry involved with new hires,
and to ensure that optimal service is provided to applicants.
• Design, maintain and continually evaluate strategies to maximize communication with Nursing and Human
Resources staff, and to proactively address potential problems.
• Collaborate with nursing management to identify departmental needs related to the recruitment and selection
program, and customize UWHC Human Resources processes as appropriate.
• Evaluate the efficacy, cost and impact of the recruitment program (including marketing and recruitment advertising),
incorporating key measures to ensure effectiveness.
• Collaborate with Employee and Labor Relations and managers on the timely placement/disposition of displaced
workers.
• Assist the Director, Recruitment in audit reviews and quality checks of work flow and processes.
• Facilitate process improvements and change focused on building efficiency and quality of recruitment processes.
• Consult with the Director, Recruitment in collaboration with Public Affairs, in the development of recruitment
materials consistent with the HR brand and corporate image.
• Lead recruitment-related special projects within Recruitment and cross-functionally as assigned. These will
typically include projects driven by our HR Strategic Plan.
• Perform recruitment responsibilities demonstrating the HR competencies (see attached).
II. Administer marketing program to effectively promote Department of Nursing and UWHC for recruitment purposes.
• Serve as leader and primary liaison in collaboration with Public Affairs and nursing leadership in designing,
coordinating and evaluating a marketing plan to promote the UWHC Nursing department as an employer of
choice.
• Facilitate the development of recruitment, marketing and informational material reflecting UWHC’s values. Assure
consistency with the Nursing campaign, HR brand and corporate image.
• Evaluate nursing publications/advertising and research media markets, to determine targeted, cost effective
campaigns for specialized positions.
• Identify and attend state, regional or national nursing recruitment events, including career fairs, open interviewing
days, and/or technical college recruiting, as appropriate.
• Incorporate diversity needs into all marketing campaigns and develop targeted recruitment strategies such as
advertising in clinical journals for minority nurses, targeted job fairs, and specific outreach and advocacy efforts.
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• Work in collaboration with Employee and Labor Relations and/or Compensation staff in the Human Resources
Department to address compensation issues that affect UWHC’s ability to attract qualified applicants.
ALL DUTIES AND REQUIREMENTS MUST BE PERFORMED CONSISTENT WITH THE UW HEALTH PERFORMANCE
STANDARDS.
JOB REQUIREMENTS
Minimum
Graduate of school of nursing
Preferred
Bachelor’s Degree in Nursing
Minimum
Minimum of five (5) years of professional level experience in recruitment
and selection activities or RN with a minimum of three (3) to five (5)
years of experience in an administrative or program management role in a
Nursing department.
Preferred
Minimum
Registered Nurse
Preferred
Required Skills, Knowledge, and Abilities
• Demonstrated knowledge of human resources management as applied to
nursing with recruitment and selection experience preferred
• Demonstrated knowledge of contemporary nursing care practices and care
delivery structures
• Excellent interpersonal skills, communication and customer service skills
• Effective organization, planning and follow-up skills
• Knowledge and experience of HRIS for recruitment purposes, and experience
in the use of computers for word processing and statistical analysis purposes
• Ability to work effectively in a team environment.
AGE SPECIFIC COMPETENCY (Clinical jobs only)
Identify age-specific competencies for direct and indirect patient care providers who regularly assess, manage and treat patients.
Instructions: Indicate the age groups of patients served either by direct or indirect patient care by checking the appropriate
boxes below. Next,
Infants (Birth – 11 months)
Adolescent (13 – 19 years)
Toddlers (1 – 3 years)
Young Adult (20 – 40 years)
Preschool (4 – 5 years)
Middle Adult (41 – 65 years)
School Age (6 – 12 years)
Older Adult (Over 65 years)
JOB FUNCTIONS
Review the employee’s job description and identify each essential function that is performed differently based on the age group of the
patient.
PHYSICAL REQUIREMENTS
Indicate the appropriate physical requirements of this job in the course of a shift. Note: reasonable accommodations may
be made available for individuals with disabilities to perform the essential functions of this position.
Physical Demand Level
Occasional
Up to 33% of the time
Frequent
34%-66% of the time
Constant
67%-100% of the time
x
Sedentary: Ability to lift up to 10 pounds maximum and
occasionally lifting and/or carrying such articles as dockets,
ledgers and small tools. Although a sedentary job is defined as
one, which involves sitting, a certain amount of walking and
standing is often necessary in carrying out job duties. Jobs are
sedentary if walking and standing are required only occasionally
and other sedentary criteria are met.
Up to 10#
Negligible
Negligible
Light: Ability to lift up to 20 pounds maximum with frequent
lifting and/or carrying of objects weighing up to 10 pounds.
Even though the weight lifted may only be a negligible amount,
a job is in this category when it requires walking or standing to a
Up to 20#
Up to 10# or
requires significant
walking or standing, or
requires pushing/pulling
Negligible or constant
push/pull of items of
negligible weight
UW HEALTH JOB DESCRIPTION
significant degree.
of arm/leg controls
Medium: Ability to lift up to 50 pounds maximum with
frequent lifting/and or carrying objects weighing up to 25
pounds.
20-50#
10-25#
Negligible-10#
Heavy: Ability to lift up to 100 pounds maximum with frequent
lifting and/or carrying objects weighing up to 50 pounds.
50-100#
25-50#
10-20#
Very Heavy: Ability to lift over 100 pounds with frequent
lifting and/or carrying objects weighing over 50 pounds.
Over 100#
Over 50#
Over 20#
List any other physical requirements or bona fide
occupational qualifications:
Note: The purpose of this document is to describe the general nature and level of work performed by personnel so classified;
it is not intended to serve as an inclusive list of all responsibilities associated with this position.