Case Study: Recruitment and Staffing Strategy for Amazon Inc. One of the most challenging activity for any company is h

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Case Study: Recruitment and Staffing Strategy for
Amazon Inc.
One of the most challenging activity for any company is hiring and
retaining competent staff. Usually, an organization must rigorously
examine all candidates to identify their technical skills and
personal traits and select only those who are competent.
Recruitment Plan
Recruitment is the process of identifying and hiring qualified
individuals for a job opening. These candidates can be from within
or outside the organization. This process entails an examination of
the applicant’s skills, experience, and character, which is
followed by hiring and integrating the new employee to the company
(Mathis & Jackson, 2010). In the warehouse supervisor position,
Amazon will be interested in identifying if the candidates are
skillful in inventory management and if they have experience from
working in a similar post in the past. Additionally, the company
will be concerned about the applicant’s physical ability to make
trips across the warehouse and whether they can be trusted with the
firm’s inventories. Therefore, a recruitment process is critical in
enabling an organization to employ the right individual for the
available job opening.
Tools Needed to Find Candidates
The human resource selection tools refer to a series of steps
that are followed when hiring an individual. Typically, these steps
start with the preliminary process of screening an applicant to the
final vetting stage. The followings steps will be undertaken when
recruiting an applicant:
Screening. This step entails a preliminary
review of the applicants resume to find if he/she meets the
requisite qualifications for the job (Mondy, 2013). Those
candidates who do not meet the minimum requirements will be
automatically discontinued. Importantly, this step will enable the
hiring manager to eliminate incompetent candidates.
Telephone interview. In this step, the hiring
manager will inquire if the applicant is still interested in the
job. The candidates who are not interested will be eliminated;
however, those who still want to continue with the process will be
asked basic questions concerning their experience and work history.
Depending on their responses, they will be moved to the next
step.
Interview with human resource manager. In
this step, there is a face-to-face meeting between the candidate
and the human resource manager. Therefore, the latter will assess
if the applicant has appropriate knowledge, experience, and
qualifications to work as a warehouse supervisor. Furthermore, the
recruiter has the opportunity of assessing the suitability of the
candidate in fitting into the organization’s workplace
culture.
Background check. A background check is an
in-depth analysis of the job applicant. It entails a thorough
investigation of the candidate’s technical and non-technical
skills, character, and interpersonal relationships. Usually, the
evaluation probes the individual’s history with the aim of
identifying his/her character (Rue, Byars, & Ibrahim, 2015). In
the warehouse supervisor position, Amazon will only accept persons
who do not have any previous criminal records. This requirement
will be necessary for ensuring the newly employed warehouse
supervisors can oversee all the valuable company’s products without
being tempted to steal.
Drug testing. Screening applicants for
illegal drugs ensures they will not have problems with substance
abuse or workplace safety (Mondy, 2013). Most warehouse supervisors
operate sensitive and risky machines, such as cranes; therefore,
they must be sober to use these devices safely. Supervisors should
also not be involved in drugs since they should be role models to
their juniors.
Skills assessment. The analysis of a
candidates’ skills is essential for jobs that require specific
technical expertise. A warehouse supervisor should have analytical
skills to make decisions on how inventories will be transported to
and from the warehouse. He/she should also have proper arithmetic
skills to calculate the stocks in the warehouse. Finally, the
individual should have appropriate leadership skills to influence
his/her juniors. In this regard, this tool will be used to verify
the competence of all applicants before they are finally
accepted.
Interview Techniques
There are various types of interview techniques that different
organizations use in employees’ recruitment process. In the
assessment of the applicants, Amazon Inc. will use telephone,
individual, and task-oriented interviews. Telephone interviews will
be carried out by an expert who will call and assess an applicant’s
willingness to continue with the employment recruitment process.
Importantly, he/she will ask the interviewee a few questions
concerning warehouse supervision to determine the latter’s
expertise in the job opening.
The individual interviews will be face-to-face interactions between
the candidates and the human resource officers. This interview will
take about 30 minutes and will enable the company to have an
in-depth understanding of the applicant’s character (Mathis &
Jackson, 2010). Importantly, the human resource officers will be
able to evaluate if the interviewee’s previous telephone responses
are similar to what they hear in this interview.
Finally, the task-oriented interview will aim at testing
applicant’s analytical and creative skills. Accordingly,
interviewee’s will be given an opportunity to supervise the
implementation of various complex tasks in one of the company’s
warehouse. Therefore, this interview will disclose the candidate’s
leadership ability and technical skills.
To ensure a successful recruitment process, Amazon Inc. must
consider the technical skills of an employee and also his/her
ability to integrate into the company’s culture. Therefore, when
hiring a warehouse supervisor Amazon Inc. will evaluate the
person’s technical skills and experience, conduct a background
check, and also evaluate if his/her characters match those of the
organization. Such an analysis will result in the hiring of persons
who are competent and can also fit into Amazon’s culture.
Importantly, the company will offer equal opportunities to all
employees and will not unfairly discriminate candidates based on
their gender, race, religion, disability, or marital status.
Question 1: (50 Marks- 600 words)
Referring to the case study, HRM206 lectures and
external sources.
Question 2: (50 marks- 500 words)
Referring to the case study, HRM206 lectures and
external sources;