Nike Case Study
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Case Study: E-recruitment gets Nike on track
Posted by HR Zone in Strategies on Thu, 09/12/2004 - 16:54
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The Nike employer brand is extremely powerful in attracting potential talent to the business making the process of handling applications and supporting the resourcing process effectively and efficiently critical to business success; implementing e-recruitment was identified as the way to solve this businesses hiring problems.
The issue
Nike currently receives around 800 CVs each month. It has on average 100 to 120 open positions at any one time at Nike’s EMEA Headquarters (HQ) in Hilversum, the Netherlands.
These volumes used to place considerable pressure on the resourcing function to reduce the administration and lead-time in the recruiting process. Handling the inflow of applications became challenging as the regional HQ grew dramatically in size. This resulted in high numbers of CVs circulating in the business whilst the company had little capability of tracking their progress or handling enquiries from job applicants.
"We have a firm policy that each applicant is a potential employee and customer and so we must respond appropriately, in an individual letter where possible,” commented Rolien Hoogers, EMEA staffing manager at Nike.
“With only four people on the team, we were finding it increasingly hard to do that, and we were losing track of where CVs were in the company. We became concerned about how well we were protecting applicants ' personal information, and there were mistakes, such as us calling someone in for an interview who was already due to come in later that day."
The action
These problems led Nike to review their HR processes. The assessment demonstrated that the company had to standardise its HR processes in an attempt to reduce duplication of effort.
Reducing the cost per hire and improving the overall quality of talent hired into the business were key goals. Nike felt that achieving these
Case Study: E-recruitment gets Nike on track
Posted by HR Zone in Strategies on Thu, 09/12/2004 - 16:54
0
inShare
The Nike employer brand is extremely powerful in attracting potential talent to the business making the process of handling applications and supporting the resourcing process effectively and efficiently critical to business success; implementing e-recruitment was identified as the way to solve this businesses hiring problems.
The issue
Nike currently receives around 800 CVs each month. It has on average 100 to 120 open positions at any one time at Nike’s EMEA Headquarters (HQ) in Hilversum, the Netherlands.
These volumes used to place considerable pressure on the resourcing function to reduce the administration and lead-time in the recruiting process. Handling the inflow of applications became challenging as the regional HQ grew dramatically in size. This resulted in high numbers of CVs circulating in the business whilst the company had little capability of tracking their progress or handling enquiries from job applicants.
"We have a firm policy that each applicant is a potential employee and customer and so we must respond appropriately, in an individual letter where possible,” commented Rolien Hoogers, EMEA staffing manager at Nike.
“With only four people on the team, we were finding it increasingly hard to do that, and we were losing track of where CVs were in the company. We became concerned about how well we were protecting applicants ' personal information, and there were mistakes, such as us calling someone in for an interview who was already due to come in later that day."
The action
These problems led Nike to review their HR processes. The assessment demonstrated that the company had to standardise its HR processes in an attempt to reduce duplication of effort.
Reducing the cost per hire and improving the overall quality of talent hired into the business were key goals. Nike felt that achieving these