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
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ActiveRecruiter also provides the ability to search for specific competencies when a short-listing for open positions is being run. This ensures a better quality of candidate.

The result
Hoogers comments: “Savings of around 54% in recruitment costs have been identified since the system was first introduced in July 2002, and there has been far less reliance on external recruitment and search agencies due to the ‘future interest’ database.”

From June 2003 to May 2004, a total of 556 positions were filled with 235 internal Nike candidates, 144 from the Nike database, 60 through the internal referral bonus programme, and 35 via headhunting organisations. The remainder came from job adverts and recruitment consultancy, Adecco.

The average time to fill vacancies has fallen from 62 days to 42 days. The cost per hire has also been reduced.

Nike believes that ActiveRecruiter has given a return on investment in just six months.

Lessons learnt
The three key learning points identified by Nike during the process of change management include:

1.The importance of involving recruiters in the development and implementation process from an early stage.

2. The benefit of ensuring that recruiters have a place in the project to help get buy-in

3.The role of communication. Internal customers and users of the system have to see benefits, not just to the business as a whole, but also in terms of helping them to achieve their recruitment targets by

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