The Nike employer trade name is highly powerful in pulling possible endowment to the concern doing the procedure of managing applications and back uping the resourcing procedure efficaciously and expeditiously critical to concern success ; implementing e-recruitment was identified as the manner to work out this concerns engaging jobs.

The issue

Nike presently receives around 800 CVs each month. It has on mean 100 to 120 unfastened places at any one clip at Nike’s EMEA Headquarters ( HQ ) in Hilversum. the Netherlands.

These volumes used to put considerable force per unit area on the resourcing map to cut down the disposal and lead-time in the recruiting procedure. Managing the influx of applications became disputing as the regional HQ grew dramatically in size. This resulted in high Numberss of CVs go arounding in the concern whilst the company had small capableness of tracking their advancement or managing questions from occupation appliers.

“We have a house policy that each applier is a possible employee and client and so we must react suitably. in an single missive where possible. ” commented Rolien Hoogers. EMEA staffing director at Nike.

“With merely four people on the squad. we were happening it progressively difficult to make that. and we were losing path of where CVs were in the company. We became concerned about how good we were protecting applicants’ personal information. and there were errors. such as us naming person in for an interview who was already due to come in ulterior that twenty-four hours. ”

The action

These jobs led Nike to reexamine their HR processes. The appraisal demonstrated that the company had to standardize its HR processes in an effort to cut down duplicate of attempt.

Reducing the cost per hire and bettering the overall quality of endowment hired into the concern were cardinal ends. Nike felt that accomplishing these aims and bettering effectivity would assist to hike the company image.

Faster response times to appliers together with consistence in managing the disposal associated with each assignment would take to improved internal effectivity and efficiency.

The solution

Jobpartners provided Nike with an e-recruitment solution. ActiveRecruiter. which has been designed to assist companies pull off the full enlisting procedure more efficaciously and rapidly ensuing in a better relationship between the company and its campaigners.

The solution was chosen by Nike as it offered flexibleness and simpleness. was cost effectual and could be easy integrated with the bing programmes from PeopleSoft.

A figure of avenues are now unfastened to campaigners who wish to use for occupations at Nike. External appliers can use for specific functions or for more general bad occupation chances straight via the Nike web site.

Electronic links have besides been established with external web-based enlisting administrations including Monsterboard.

Conventional resourcing processes including newspaper advertisement and head-hunting. peculiarly for more senior places supplement these e-methods.

Nike employees can besides straight use for occupations posted on the intranet.

The bulk of appliers apply to Nike via the web site ( www. nikebiz. com ) and can attach their sketch after make fulling in their profile enabling line directors to reexamine applications online. Paper transcript CVs are no longer required.

ActiveRecruiter makes the first lucifer between the occupation demands and the competences and experience of the campaigner. The system so retains a pool of appliers on file. which ensures Nike has a readily available supply of CVs for unfastened places.

The figure of CVs presently held on the database is in the part of 8500. Each registered applier is automatically asked to update their CV every six months in order to stay active on the system.

The system is so able to seek an spread outing database of future involvement when unfastened places arise. This helps to cut down the costs of enlisting. ActiveRecruiter besides provides the ability to seek for specific competences when a short-listing for unfastened places is being run. This ensures a better quality of campaigner.

The consequence

Hoogers remarks: “Savings of around 54 % in enlisting costs have been identified since the system was foremost introduced in July 2002. and at that place has been far less trust on external enlisting and hunt bureaus due to the ‘future interest’ database. ”

From June 2003 to May 2004. a sum of 556 places were filled with 235 internal Nike campaigners. 144 from the Nike database. 60 through the internal referral fillip programme. and 35 via headhunting administrations. The balance came from occupation adverts and recruitment consultancy. Adecco.

The mean clip to make full vacancies has fallen from 62 yearss to 42 yearss. The cost per hire has besides been reduced.

Nike believes that ActiveRecruiter has given a return on investing in merely six months.

Lessons learnt

The three key larning points identified by Nike during the procedure of alteration direction include:

1. The importance of affecting recruiters in the development and execution procedure from an early phase.

2. The benefit of guaranting that recruiters have a topographic point in the undertaking to assist acquire buy-in

3. The function of communicating. Internal clients and users of the system have to see benefits. non merely to the concern as a whole. but besides in footings of assisting them to accomplish their recruitment marks by pulling quality people with the necessary accomplishments and properties.

Future Tendencies

Nike feels that even greater possible exists in bettering the quality of the overall resourcing procedure as ActiveRecruiter is developed farther in the EMEA part.

The vision for ActiveRecruiter at Nike is for it to go a ‘one-stop-shop’ for quality recruiting. This will assist guarantee that increased clip can be put into bettering the capableness of line direction in questioning techniques. and that the resourcing group can be freed up to play a more consulting and consultative function.

Nike is be aftering to go on to mensurate and better the effectivity of its resourcing procedures. which can merely heighten its employer trade name in the market topographic point.