Zappos Recruitment And Selection Case Study

Length: 4 pages Sources: 4 Subject: Business Type: Case Study Paper: #63240088 Related Topics: Onboarding, Recruitment Selection, Recruitment, Core Values
Excerpt from Case Study :

Zappos is maybe not the best fit for me professional, just in terms of what I expect they need in terms of skills (engineering/technological, customer service, warehouse) but the company does have a good culture. It is important that you enjoy your work in life, and Zappos has recognized the value of this in employee retention. For example, they emphasize fun and close social bonds among their workers, and both of these things are correlated with employee satisfaction (Twitchell, 2009). So Zappos has a pretty good cultural fit with what I want in a workspace even if maybe the roles available aren't the best fit. Nevertheless, they seem to have tapped into something that younger workers want to see in a workplace, and that is the idea that a workplace should be fun, not dreary and that this does not have to come at the expense of working hard (Kerr, 2014).

So for me, if the job was right, I would definitely give Zappos a good look. It is important that the company you work for shares your same values, and for me Zappos has the right perspective on employee relations.

2.

The ten core values at Zappos, according to the company's website, are as follows:

1.Deliver WOW Through Service

2.Embrace and Drive Change

3.Create Fun and A Little Weirdness

4.Be Adventurous, Creative, and Open-Minded

5.Pursue Growth and Learning

6.Build Open and Honest Relationships With Communication

7.Build a Positive Team and Family Spirit

8.Do More With Less

9.Be Passionate and Determined

10.Be Humble

I believe that these core values have a significant impact on the corporate culture. The values are an expression of what management sees as important elements of the core culture. Employees are drawn to the company because of its values, so immediately just...

...

Further, the company incorporates these values into the process of training and enculturation, to ensure that all employees are well aware of the values, and take them to heart. As a result, there is little doubt that Zappos has taken steps through the publication of these ten core values to ensure that they are part of how the company operates.

It is also worth considering that actually having these values stated will also serve a control function. All stakeholders of the company can look at these values and point to them -- their existence gives everybody who deals with Zappos, either internally or externally, the ability to hold Zappos to account if the company does not live up to these core values. Once the values have been built into the corporate culture, they will also play a valuable role in guiding ethical behavior at the company, because people within the company will hold each other accountable to upholding these ten core values as well (Duh, 2010).

3.

There are different kinds of interviews that an employee can expect at Zappos, and the process can actually take a long time. They like to do initial interviews by telephone. The company asks about both personal and professional experience. This is one of the key elements of a Zappos interview, in that they try to find out if you are a personality fit for the organization. There is, to some extent, an underlying assumption that if your resume reflects your abilities they are probably already aware you can do the job. What they…

Sources Used in Documents:

References

Duh, M., Belak, J. & Milfelner, B. (2010). Core values, culture and ethical climate as constitutional elements of ethical behaviour: Exploring differences between family and non-family enterprises. Journal of Business Ethics. Vol. 97 (3) 473-489.

Kerr, M. (2014). Zapped by Zappos: Lessons in how to build a workplace culture that wows. Mike Kerr. Retrieved November 23, 2014 from http://www.mikekerr.com/humour-resources/free-articles/inspiring-workplaces-articles/zappos-sets-the-bar-when-it-comes-to-creating-an-inspiring-workplace-culture/

McFarland, K. (2008). Why Zappos offers new hires $2,000 to quit. Business Week. Retrieved November 23, 2014 from http://www.businessweek.com/stories/2008-09-16/why-zappos-offers-new-hires-2-000-to-quitbusinessweek-business-news-stock-market-and-financial-advice

Twitchell, J. (2009). Workplace fun is the shoe that fits at Zappos. Zappos.com. Retrieved November 23, 2014 from http://about.zappos.com/press-center/media-coverage/workplace-fun-shoe-fits-zappos
Zappos.com (2014). Zappos family core values. Zappos. Retrieved November 23, 2014 from http://about.zappos.com/our-unique-culture/zappos-core-values


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