Nuno Gonçalves’ Post

Everyone is aware of the restructuring Nike is going through. Needless to say last few weeks were difficult for us working there, waiting to know what happens to us and the ones around. Any #changeisScary , even when it is a good looking change for it brings future uncertainties . I found myself with various stages of emotions from nervous, shocked, to relieved, sad, happy during this phase. People I work with faced changes - small or big, positive or uncomfortable. This was my first restructuring experience and for being that person who was not directly impacted I found myself feeling lost on how I should navigate when it comes to reaching out to my peers. These are the things I found key during ‘getting back to business as usual’ - Nothing you say can make it better for people facing tough change - Still, if you genuinely care about someone share with them - Make sure to thank people who created a difference in your (work) life - Be empathetic- give people space, be kind - also towards the leaders & HR teams who had to have 10 difficult conversations everyday - Don’t be afraid to share with your leaders how (bad) you feel - Don’t hold it against yourself that it happened to you or why it didn’t #Restructuring is the hard reality of corporate world but is also one of the biggest opportunities. Prepare for it - everyday. Have you ever dealt with a similar situation? What did you do that helped you or others around you?

75% of people don’t know about Nike’s hiring secrets. I’m sure you are one of them! . . Nike becomes famous on the internet within 3hrs of launching any new product. But they ALWAYS keep their hiring tactic hidden. This morning, as I was reading an article, I found the 4 hiring lessons we can learn from Nike. Let me share them with you: 1. Nike empowers their employees who follow the mantra “we are the people who do”. In return, Nike provides them with fitness plans, career growth, financial stability, etc. 2. Nike believes in continuous improvement so that their employees never get complacent. They want their employees to believe that there’s always room to grow. 3. Nike has always been open about sharing diversity metrics, showing pay equity and inclusion efforts among their employees. This eventually makes them feel like a family and they stick around for long. 4. They conduct a lot of surveys and have open-door policies. This ensures that reported issues are addressed immediately by the talented candidates of the department. Nike has stood out among other brands in almost every aspect. But these hiring tactics are next-level ways to retain top talent🤯 Creating a company culture that encourages employees to  -Do more -Be transparent -Continue to set goals for themselves -Survey their employees  should be the end goal Do you also wish to have such a culture? #nike #casestudy #hiring #fitness #culture #employee #recruitment

Were you part of a recent #layoff, were #laidoff, and are a #jobseeker #opentowork #openforwork never fear! There are lots of #hotjobs available!! Check out this new #jobposting with Nike! I can help you navigate your search with my 20 years of experience in the industry and as a #resumewriter. I can prepare a strong ATS friendly resume to get you results and get you back to work QUICKLY! There is a lot more competition with the recent #layoffs, so it’s even more important you stand out from the competition, and you have a proven job search strategy. How I can help you: • Customized resume preparation- taking the time to thoroughly understand your expertise, not just providing a basic questionnaire or mass-produced “cookie-cutter” resume template. • LinkedIn profile preparation/optimization. • Job search coaching to walk you step-by-step through the process so you aren’t aimlessly applying to jobs and not getting responses. • Freelance Recruiter with a vast network of hiring manager/recruiter contacts to connect you to. 12 of my clients have accepted offers in 2024, 106 accepted offers for new jobs in 2023, 124 in 2021 and 112 in 2022! One obtained a $70K increase in her previous salary, one DOUBLED his salary, one a $50K increase, one a $55K increase and another a $35K increase! Visit my 120+ LinkedIn recommendations of success stories. Two recent client’s success stories: “I went from constant rejection to averaging 6 interviews a week almost overnight.” “I wanted to thank you for all of your help and assistance in this process. I am going on to start my dream job thanks to you and your guidance. I wouldn't have gotten my foot in the door without your reach and connections. Again thank you so much for everything you have done for me and for others. I am blessed to have come across you in this vast network of people." Please take advantage of my FREE RESUME REVIEW offer on my website. https://lnkd.in/g-4bcFV “Remember you only get one chance to make a first impression, make it a Professional Impression!!”   #careercoach #resumewriter #ono #nowhiring #gethired

Today marks the end of the fiscal year for Nike, prompting a reflective look back on the past 12 months. It has been a year of extremes, encompassing significant personal growth and moments of loss and change. Regarding growth - I'm going to start with saying something that is entirely uncontroversial: Nike is the best storytelling company in the world. To bring these stories to life, you need to connect people, ideas, logistics, partners, technology, and a million other details. This past year, Nike has placed more and more trust in me to bring these stories to you as a part of a small and highly talented Global Creative Production team. You have either seen my work, or you will see my work. And that is a very exciting place to be. Moreover, to further contribute to Nike's success, last year I embarked on a global executive leadership program at the Stanford University Graduate School of Business. The experience has been enlightening and instrumental in shaping my career trajectory, I cannot recommend enough pursuing continuous education and growth through going back to school. Conversely, amidst growth, there have been moments of loss as talented individuals in the creative field have navigated changes in roles, employers, cities, and more. While acknowledging the challenges, I recognize the inevitability of change and uncertainty and can only hope for good outcomes for my friends and former colleagues. Looking ahead to the next fiscal year, my focus remains on fostering connections, completing the Stanford LEAD program, staying committed to personal and professional development, and supporting my team positively. Central to this journey is maintaining a resilient inner game through truly knowing when to unplug (and go for a run!), and continue fostering a harmonious work-life balance. #Nike #PersonalGrowth #ProfessionalDevelopment #GlobalLeadership #StanfordUniversity #Balance

Apparently, Nike is going bankrupt or something because they've been ASKING TEACHERS TO WORK FOR FREE. I seriously wish I was joking. I don't know what's going on with large organizations lately, but they've been missing the mark on all things DEI, Justice, and Advocacy so badly! (I lie; I think I do know) But this? I didn't have this news on my "Living on Planet Earth bingo card." If you don't know what I'm talking about, here's what happened: Nike partners with the Hispanic National Fund (yay!), which requires all applicants to submit an essay to be considered. Here's the thing, though: all these essays need to be read and graded. So what did Nike do? They contacted Professional Teachers, asking them to *volunteer* their time to grade 25 essays each. * And that's not all* Teachers were supposed to complete a training certification even to access this "volunteer opportunity". Unpaid, of course. I don't have to tell you how bad this is and looks! Especially when Nike made $51 billion in revenue in 2022 alone and teachers made about $58k a year. If y'all excuse me, I'll go scream into the void for a while longer. In the meantime, I'll add a few helpful linky links to the comment section. 👋🏻 Hi, have we met? I’m an award-winning Talent & DEI Consultant, Speaker, and Trainer. I help talent, leaders, and hiring teams become more intentionally inclusive. 💜 Did you love my post? Repost & come chat with me in the comments!  💌 DM me to book my Speaking or Consulting services! I post every day about #DiversityAndInclusion #InclusiveHiring #HumanResources #Leadership and #Recruiting

All stakeholders play a role in critical hiring decisions, but they aren't always who you might expect. They can include spouses, former colleagues, coaches, and even unexpected figures like Michael Jordan's mother, Deloris. Sonny Vaccaro—a name that might not ring a bell like 'MJ' or 'Phil Knight,' but whose gamble in 1984 laid the groundwork for one of the greatest stories in the history of recruiting and sports marketing. As an executive recruiter in the outdoor and sporting goods industry, I cannot help but be impressed Vaccaro, managed to pull off a feat that would change the sports and business world forever. Back in 1984, Nike was struggling in the basketball space, essentially a minnow compared to giants like adidas and Converse. At the same time, Jordan, a newly minted NBA rookie, was nowhere near the household name he is today. It was a risky venture for both, yet Vaccaro saw what nobody else did: limitless potential. But selling this idea wasn’t easy. It took Vaccaro more than three months to finalize a deal, and part of the challenge was persuading not just Jordan but his mother, Deloris. She was instrumental in pushing for equity—25% royalties on all Air Jordan sales—which was revolutionary in sports deals at the time. Contrary to popular belief, Michael Jordan was initially skeptical about Nike. According to him, George Raveling, his Olympics team assistant coach, was influential in tilting him towards the brand. But it was Vaccaro’s groundwork and Deloris’s business acumen that sealed the deal. Vaccaro managed to sell Phil Knight on this long-shot bet by laying out a vision that exceeded even the shoe itself. So, what's the takeaway for for those of us recruiting for our team? It's the power of vision, the courage to make calculated bets, and the diligence to sell that vision not just to the candidate but also to the decision-makers. In the high-stakes game of talent acquisition, sometimes the difference between success and failure is not just identifying the right talent but having the audacity to bet big on it.

Nike to spend $450 million cutting 1,600 jobs after a tough year making $22 BILLION in profit 🤯 I get it. There will be a solid rationale linked to multi-year plans, changing customer behaviours, macroeconomics, AI, stock price, stop, stop, stop ✋ IT DOESN’T MEAN IT'S THE RIGHT MOVE There’s also rationale that $280k per employee would be better spent upskilling and developing the people you worked so hard to hire. It's important to remember you make jobs redundant, not people. And whilst companies can’t protect jobs, they can do a better job of protecting their people. I’m a big fan of Nike and have crossed paths with many extremely talented Nike employees - it’s why my expectations are what they are. Nike appears to be doing better than most, but forgive me for withholding a round of applause. If in the UK, Nike could have reduced employment costs by 90% whilst they upskilled employees using ditto #redundancy #futureofwork #humanresources #upskilling

for this post i would like to use Nike company suggest strategies to hire, develop, and retain talent for Nike company. Here are some concrete measures Nike may do to attract, nurture, and keep talent: Hiring: Partnerships in the Talent Ecosystem: To access new talent, form alliances with colleges, sports leagues, and startup incubators. Create initiatives that provide co-ops, internships, and direct entry points inside Nike. Develop gamified tests and interactive challenges for job candidates, particularly for positions demanding imagination and ingenuity. Candidates with the appropriate mindset and talents can be found using this. Job previews in virtual reality: Make use of virtual reality to give prospects realistic job previews. This gives them a glimpse into a day in the life at Nike and aids in both parties' evaluation of cultural fit. Development: Implement AI-driven technologies to design tailored learning pathways for your staff members. These routes must be in line with each person's professional objectives, interests, and performance evaluations. Create bite-sized, mobile-friendly nano learning modules that staff members may access whenever they choose. The abilities necessary for their present or desired roles should be the main topic of these programs. Design leadership development programs that incorporate practical problems, such as managing environmental efforts or community projects, to provide talent the chance to put their leadership abilities to use. Retention: Launch holistic well-being programs that address physical health, emotional wellness, and work-life balance as part of employee well-being initiatives. Offer flexible scheduling, stress-management tools, and wellness benefits. Implement a system of incentives and recognition that goes beyond conventional bonus payments. Think about non-cash incentives like special access to Nike goods, experiences, or sporting occasions. Create a job marketplace for internal mobility so that staff members may quickly search for and apply for openings. Promote internal mobility and skill development among managers. By putting these particular tactics into practice, Nike may improve its capacity to draw in, nurture, and keep elite talent, so ensuring the company's ongoing success and innovation in the sportswear and athletic clothing sector.

🏌♂️ Thoughts on Thursday... It *WAS* one hell of a hire, Nike! 🏆 Whilst the exact financials of how much Tiger MADE FOR Nike are not disclosed, as achievements go, it was a great piece of recruitment; ⛳ 82 PGA Titles, ⛳15 Majors, ⛳Record holders for consecutive weeks as world No. 1 golfer = 281 weeks, ⛳Created the tradition "Sunday Red" ⛳Built Nike Golf from scratch ... I'm sure he would of picked up a few recruitment classics; Incentive trips & Rolex incentives along the way! With the Golf hardware closing in '16, controversy in Tigers personal life in '21 and drop off in performance... perhaps the writing was on the wall? It's reported Nike will be saving $2bn in costs over the next five years... Any CFO (Edward Parkes) would be happy to pack his bags! 🤔 Getting to my long winded recruitment point... Is Tigers next move good for business? 😣 Too often in recruitment, you see talent moving from agency to agency, perhaps based on what they HAVE done or where they have BEEN. This naturally hinders progression & if over looked, culture. 🤝 Here at LHi Group, we pride ourselves on having an extremely high performance bar, so as a byproduct, when hiring top talent, we can ONLY hire the best to complement. If this sounds like your firm... join a business that has higher standards, surround yourself with high performing recruiters & those who strive for better not just a salary or job! 🤙 DM me / +447904 192 736 (WhatsApp) Being Employee Owned, amongst other benefits... 6 figure sum of equity 😉, ensures we hire the right talent, at the right time and importantly right for everyone. #thoughtsonthursday #hiringtalent #recruitmentindustry #werehiring