Recruitment Plan and Staffing Plan at Amazon

Warehouse Supervisor Recruitment Plan As Amazon is set to hire 5000 new warehouse workers, the organization seeks an experienced warehouse supervisor. Amazon is increasing staffing at its warehouses and fulfilment centers to improve service delivery and expand same-day or next-day delivery for customers in select areas (Isidore, 2013). A warehouse supervisor is a multifaceted position that includes managerial functions, strategic operations, budgeting and inventory management, and strong organizational skills. This recruiting and staffing strategy covers the steps Amazon will take to ensure compliance with legal and ethical guidelines.

The thesis is that Amazon should use standard recruiting and selection techniques to comply with ethical and legal obligations and to promote the best interests of the organization. Legal Considerations Recruitment and staffing strategies must comply with local, state, and federal regulations related to non-discrimination and other federal employment laws governed by the Equal Employment Opportunity Commission. When designing the job description and terms of the contract, Amazon will also need to investigate obligations to the worker regarding worker compensation and benefits packages, and wage disclosure laws.

Using social media during the recruitment process can raise legal red flags due to the potential for conscious or unconscious discrimination based on age, race, gender, and other characteristics (Calvasina, Calvasina & Calvasina, 2014). Discrimination could also potentially impact perceptions of the candidate’s competency, impacting salary negotiations. Therefore, social media should not be relied on as an initial recruitment tool.

Recruiting Plan A human resources manager’s recruitment strategy begins with needs assessment; recruiting is about first determining what the organization needs in order to thrive in that department and then to fulfill those needs with human resources (Caran, Barton & Carey, 2015).

Recruiting strategies vary considerably depending on the position could involve culling top talent from competitors; in the case of a warehouse manager, recruitment efforts will not necessarily require aggressive strategies because the warehouse manager role and duties are not highly specialized enough to warrant such means (Mathlin & Jarvinen, 2018). Core competencies do include solid communications and managerial skills, as the warehouse manager oversees the entire facility’s staff and operations.

Recruitment could begin with the use of job hunting websites like LinkedIn, where potential candidates post their resumes, work experience, and other details relevant to their performance. The human resources manager needs to be careful to avoid basing recruitment decisions on discriminatory variables, which is why a search algorithm using keywords might be helpful (Calvasina, Calvasina & Calvasina, 2014). A warehouse manager may or may not require physical competencies.

For this reason, the recruiting plan begins with consultation with current Amazon warehouse managers and their supervisors to determine the list of requisite skills and competencies for the position. If the warehouse manager focuses more on managerial and administrative duties than on the physical operations of the warehouse, then Amazon can expand its pool of applicants to recruit individuals who have physical disabilities. Finally, a recruitment strategy could also include the use of mainstream media and public relations.

The CNN article by Isidore (2013) is a prime example of how Amazon raises awareness about the immanent job posting, thereby luring potential candidates to the organization. Selection and Staffing Selection and staffing strategies start with aligning candidates with organizational goals and needs. Ideally, the candidate pool for a warehouse manager will require as little training as possible to help Amazon cut staffing costs (Charan, Barton & Carey, 2015).

If Amazon uses a specific warehouse and inventory management software system, the candidate would either need to already have mastered that system or receive training at the company’s expense. Therefore, careful consideration should be made for selecting candidates on the basis of other skill sets such as leadership or communications. Specific training in software applications may ultimately prove less expensive and more effective than leadership and communications skills development training.

The assessments used during selection and staffing processes would include those with elements covering problem solving, analytics, organization, and numeracy. Additional assessments may include personality and managerial skills assessments. Assessment results should not be relied on exclusively but should be compared with interview data. The same exact assessment tools and interview questions should be used with each candidate in order to minimize discrimination. Interviews should be structured so that several of the warehouse manager’s colleagues will be present to aid with selection.

Each interviewer will have a different approach and style of communication. However, the interviews should be semi-structured for fairness, offering each candidate the opportunity to respond to the same set of questions. The candidates should be informed about the interviewing process ahead of time, including information related to how many interviews to expect, how much time to allow, and how many people would be present at each session (Mayhew, n.d.).

Staging several interviews gives Amazon the opportunity to screen each candidate in greater detail, while also offering the candidate the opportunity to interact with different members of the organization. Sample questions include the following: 1. Imagine one day your inventory management system goes down. What do you do? 2. Describe a time when you unsuccessfully handled an interpersonal conflict; what did you learn? 3. What has.