有效的招募

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The essential components of effective recruitment 有效招募的要素 ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],The essential components of effective recruitment 有效招募的要素

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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 b.

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There certainly seems to have been a growing sense of informal negativity towards recruitment consultants in the region. A recruitment agency should help speed up the recruitment process and take a significant workload of your plate. The better consultants should be well connected and be able to provide you access to strong candidates that would be otherwise impossible to gain access to. Due to the significant sums of money involved in the recruitment business, this have caused a drastic shift in how some recruitment companies in the middle east approach their clients. Some have abandoned the mature, well informed true consultative approach and instead replaced it with a high volume, sales orientated approach. Others have become CV passers and nothing more. Finding and getting the best out of a recruitment agency, however, requires planning, preparation and determination. This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com

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