write a one page double spaced paper highlight your key learning from the project

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  • Inquire on Sources:
  • Means of attracting sources is done through Temp Agency called Kelly Services, where they must be employee at Nike for at least 6 months to be considered for any openings. Contracts temps have with Kelly Services is for a year, then there is a 3 month break, and then they may come back on another year long contract.
  • Rarely, when Kelly Services does not have temps/ candidates for Nike, Nike will post openings on sites like Craigslist, Indeed.com, and so on…

 

  • What are Nike’s recruitment tactics?
  • Kelly Services brings on temps who must be at Nike for at least 6 months. Once the 6 months are up, if there are openings, they can apply. 
  • Temps are usually eager to apply but they are typically notified by hiring supervisor at Nike.
  • Kelly Services does comprehensive screening before bringing anyone on board: background test, drug test, basic comprehensive testing, tour of plant, orientation…

 

  • What is Nike’s culture like?
  • Nike has a very fun and competitive culture.
  • Very family-oriented
  • Team-oriented company
  • Embraces diversity and celebrates employee’s successes.

 

  • How is Nike’s mission and goal reflected in the hiring process:
  • Nike’s primary focus is in meeting the athlete’s needs; their mentality is somewhat along the lines of “if you have a body, you are an athlete,” and that includes the person being interviewed for the job.
  • Wants to protect the people, the business and the planet so safety is key and this is emphasized throughout hiring process. 
  • Part of being considered for the job is having worked as a temp for Kelly Services for at least 6 months where they will have to have been “safe” throughout assignment. 

 

  • Are there different levels of sourcing depending on the position?
  • Yes- for example, a supervisor could have been someone who started as a temp and worked their way up to that position. Or someone who applied externally that may have had the experience/ history needed. 
  • Some positions are usually employees who are promoted, but come from within. Others, there is more flexibility to hire from outside. 
  • Based on how many people need to be hired, sometimes Nike works with Kelly Services and/ or external sources.

 

  • First impressions when hiring?
  • As candidate: need to be confident and upbeat. Must be positive and have motivation to grow with the company.
  • As employer: most candidates are temps through temp agency so after interview, they continue working while they go through hiring process. Typically, it is a good experience for candidates who leave with a good impression. On occasion, it can be used as learning experience for candidate, if they don’t get job, so they can apply in the future. Always motivating candidates.

 

  • What are your selection measures?

 

  • Hiring Process Steps:
  • Supervisors request to hire based on company needs. Once director approves, supervisors let Kelly Services temps know that there will be openings. They go over jobs, requirements and so on. Temps must have been on assignment for at least 6 months to be considered. When supervisor thinks someone should apply, they ask them if they are interested and ask them to apply on website. On website, candidate must create profile and submit resume. Cannot request help from supervisor as computer skills are needed for the job. They then complete application and it goes to hiring managers. Qualified candidates get phone interview, if they move forward, manager asks for a face interview. During face interview a panel of supervisors interviews them and they submit results to managers who review. If management approves, then candidate is called back and they get a verbal offer which talks about pay, background/ drug test, offer letter. Then they go to headquarters for orientation where they get black badge and officially Nike employees.

 

  • Is there a follow-up if they do not get the job?
  • Absolutely. They receive a call.

 

  • Does Nike hire as needed or is there a database for future candidates?
  • Candidates can create profiles on website and leave info which can be used in the future but typically hire as needed and first to be considered are the Kelly Services temps that have been there for 6 months minimum.
  • List different sourcing methods:
  • Primary is Kelly Services

 

  • Does Nike hire internally or externally?
  • Hires externally when there is high demand and Kelly Services does not have enough people. It is then posted on different job sites. Kelly services is an external agency but works closely with Nike. For different positions, though, they do hire internally as hiring from within/ promoting is important to Nike.

 

  • Is there an incentive for employee referrals?
  • No, nobody is compensated for recommending people. Usually some of the best employees, though, because the do not want to make the person who recommended them look bad.

 

  • What are some past sources that did not work?
  • Only hiring agencies bring in traffic. It is very rare that there is high demand to hire and Nike has to look elsewhere. But since it is only temp agencies there are no other sources that have failed that they are aware of

 

  • Are there different departments for Sourcing and Recruiting?
  • Nike and Kelly Services have contract so they work together. But Kelly Services does sourcing and Nike has a recruiting department- works closely with management.

 

  • What competencies do you look for in a candidate?
  • Technical skills are necessary
  • Must be a team player
  • Have high integrity
  • Be a good performer
  • Have good communication
  • Good attendance is very important

 

 

 

  • Does Nike look for candidates that are ready to work or candidates that are trainable?
  • Although candidates that are ready to work are great, trainable candidates is what they look for. Nike wants employees that can grow with the company so trainability is important. Someone who is confident will be easier to mentor.

 

  • What is Nike’s turn-over rate like? Has it decreased or increased in the past year? Does it fluctuate?
  • A lot of Nike employees are looking for a long-term job, so many of them stay for years and years. A lot of the employees eventually retire from Nike so turnover is and has always been very low.

 

  • Does Nike have specific job descriptions or person specification?
  • Competencies are the same (#16).
  • There are job descriptions for every position

 

  • Was a job analysis used in the hiring process?
  • Yes, it started with the phone screening

 

  • How does Nike analyze the effectiveness of their different recruiting sources?
  • Only work with Kelly Services which has been a successful sourcing measure.

 

  • What are Nike’s internal sources and external sources?
  • Works with Kelly Services to source candidates but Kelly Services is external
  • Internally, employees hear of opening and apply. Nike is always looking to hire from within.
  • Has Recruiting Dept.
  • Rarely uses other job posting websites

 

  • Do they use internet data?
  • Does not apply

 

 

  • Does Nike have a sourcing plan?
  • Nike communicates staffing needs to Kelly Services who then sources candidates. 

 

  • Does Nike have non-traditional and/ or traditional candidates?
  • Nike has both, non-traditional and traditional candidates.
  • Very diverse

 

  • Is Nike aware of the Spill-Over Effect? Has it affected Nike positively or negatively in the past?
  • Nike has a very controlled and strict hiring process. From the questions asked during the interview, to the people conducting the interview so there is not much room for mistake- saying inappropriate things. 

 

  • Does Nike have an internal recruiting department?
  • Yes, there is a specific dept. for recruiting.

 

  • Does Nike use realistic job reviews and have they been effective in the past?
  • Descriptions are unbiased and very realistic. Clearly states everything, including standing and sitting portions of job. Focuses on what is needed to get the job done.
  • Also mentioned during phone interview.

 

  • Does Nike have a diverse selection measure?
  • Nike is an Equal Opportunity Employer. Hires based on performance
  • Nike is very diverse.