So LinkedIn sent me a job posting for a PM spot in Nike Supply chain. Many years ago I helped build the systems that run it and have done so at other fashion companies. I am THE perfect fit on paper for this position.
Just for poops and giggles, I applied.... and was almost immediately rejected in an email.
Anyone know what this is all about?
If we add up HR's incompetence to its use of contractors as its main Talent Acquisition pipeline, we get a disaster. I have never witnessed such little regard for internal employees applying and interviewing (if you get lucky) for positions only to be completely ignored and ghosted. The utter lack of communication from TA is demoralizing and makes me wonder how they are treating external candidates. I have been trying to get out the he-l ho-e function for which I currently work, but TA, internal politics, and friendships between the hiring managers (mainly SrDrs) is making me think that I will never get where I want to go though I am 100% qualified and have proven my value for years. What in the actual fk is going on?
Here's the key part in the article cited below regarding Nike HR's view of people analytics:
"Here’s how Nike sees people analytics, according to Amanda Tomkoria, Senior Director of Global Talent Management Practices. “We have a talent vision—the best come to Nike and choose to stay every day. Metrics help us bring that vision to life. Just as we track business success with financial and operational data, people analytics is our way to hold ourselves accountable as we measure progress to know if we’re moving in the right direction to achieve that vision.”
As technology develops and circumstances change, selecting and building strong, well–trained teams has become even more important. The COVID–19 pandemic revealed a strong need for effective leaders, adaptable employees and contingency plans for when things go wrong. More broadly, though, HR leaders have been talking about a skills gap for quite some time, especially in digital and high–skilled fields. Finding, training and promoting the best talent is the key to closing this skills gap and driving critical business outcomes. People analytics can provide a highly accurate investment strategy as we look to invest in what matters most—our people.
“Like high performing sports teams, Nike uses insights to identify priorities. We then use those insights to adjust as needed so that we can deliver what matters most to our people—accelerating a culture of inclusion, high–performance, learning and coaching. Data enable us to innovate and move with speed,” Tomkoria adds."
I think this is pretty funny to read coming from an organization that still uses paper forms for performance reviews. In addition, the past 5 years I've been at Nike, I've never seen an allocated training budget for employees and only 1 of my managers has ever reviewed my individual development plan. In addition, there is a video on Youtube where JD states he doesn't think it's tge company's responsibility to develop people, but that employees should invest in themselves.
That you actually got an email reply in a timely manner is a sign that you're on some kind of embargo list. I had the same thing happen to me when I applied for a job at company that laid me off a few years earlier. That email came pretty fast while when I'd apply to other companies I'd hear nothing.
https://blog.shrm.org/executive/blogpost/Connecting-People-Analytics-to-Business-Outcomes
Looks like Nike HR is busy telling people how great Nike is at attracting and retaining high performers. Apparently anyone who has left wasn’t a priority... If they are tracking data, why don’t they share turnover for diverse employees? Another example of Nike saying something matters but really it doesn’t...
Makes sense, kind of a duh moment by the OP, me.
I hate fake postings!
Intel used to do fake interviews, bringing people in, no job opening, but they needed to account for their time.
9 out 10 job postings are just to fulfill legal obligations. Once a job is actually posted, the manager already has had numerous conversations about who is going in that spot. It's pretty much a farce.