Free Essay On Recruitment And Staffing Plan: Amazon

The Candidates and the Position Profile

Based on the business analysis of the internet market for Amazon in the past decade or so the company embarks on an integrated staffing program to promote its position. With a good market share already in the United States and abroad, the company is confident of establishing sustainable presence even further. Central to the agenda of globalization is the need to develop growth of customers outside the United States. As Bohlander & Snell (2010) suggest, an extremely effective employee base is crucial towards achieving the objective of growth and expansion. It is from this background that the company wishes to recruit a qualified candidate to fill the strategic position of customer service manager. Candidates for this position will be required to have qualified with a bachelor’s degree in public relations with a specialty n business. Also, the candidates must be experienced in the role, be proficient in computing and have excellent skills in business analytics and consulting. To drive the company’s new business initiative, the customer service manager will need to understand the dynamics of customer choices and preferences. The position will be occupied by a candidate with excellent skills in communication and the ability to build relationships.

Legal Landscape and the Recruiting Tools

Recruitment is the process of developing or converting a qualified candidate into a motivated, interested and affordable individual for a job position. Legally, the company is free to hire candidates with the desired academic profile. The legal environment only provides regulatory requirements for employment with respect to remuneration and compensation. Amazon will provide suitable compensation and remuneration conditions to the right candidate in compliance with the Federal law. Amazon intends to hire great individuals to drive the company towards achieving its goal of expansion and growth. The company will focus on a recruitment strategy writ in self-selection of interested candidates from online portals. Active profile searches in social networking sites emerge as one of the best current strategies (Youssef-Morgan & Stark, 2014). The human resource team will also conduct group interactions with potential candidates applying for the positions advertised. Moreover, the company will place an emphasis on talent by looking for top talents in unexpected places within the region. Past candidates will also be considered for employment. Considering the vast difference between the labor market in the United States and other parts of North America, the company will attempt to model the position in a unique way. These include driving growth through research, training and development. A rise in educational attainment and income over the past decade makes the United States’ labor market ripe for many companies (Debra and Nelson, 2007). The existence of the company in the United States for past decades will provide excellent lessons in hiring relatively less experienced but qualified individuals.

Staffing and Assessment

Staffing is the process of filling a vacant job position with a qualified individual by offering the job to in return for commensurate compensation (Bagley, Dalton & Ortegren, 2013). The vacant position of customer service manager is clearly a crucial position to the organization. As a result, the company will put emphasis on ensuring that the position is occupied by a well-qualified and motivated individual. However staffing is not a one-time activity as managing job positions is depended on the job expectations (Debra and Nelson, 2007). Amazon emphasizes on a culture of developing employees with vast skills to undertake various responsibilities within the company. Therefore, the assessment of the candidates will measure their ability to work well with other employees and the capacity to multi-task. With the establishment of greater market targets, there is need to focus on a customer development plan in order to create a loyal customer base in new regions. As a result, customer service manager will be expected to promote this endeavor through enhancing customer satisfaction. The manager will be responsible to see the company’s new product plans are implemented as per the customer’s needs. The suitable candidate will be assessed on skills in project management and change management as these are critical areas in relationships.

The Interview and Job-Specific Interview Questions

Amazon intends to hire a competent individual taking into consideration the fact that the modern customer service manager must be competitive than ever before to deal with the demands of varied customer types. The objective is to compete with the best in the market as time and resources are deployed. An interview will be set for each client that will serve as the initial assessment of the candidate for the position. This will require an active participant ready to provide an in-depth explanation of how the job will be executed. Five interview questions will be asked. The questions will touch on; the role of the customer in the growth of the organization; the techniques of customer development; the dynamics of customer relationships; challenges in establishing an ideal customer relationship; and what can be done to improve the current state of customer affairs in Amazon. In accordance with this plan, a career development chart will be issued to each candidate with the in which they will be required to establish goal-oriented performance indicators themed in their specific career objectives.

Conclusion

This paper has outlined in parts the staffing plan strategy for Amazon in the position of customer service manager. A viable employee profile has been established basing on the labor market segmentation factors and the strengths of the organization. After factoring in the impact of competition alongside other recruitment threats, various suggestions selection and assessment have been recommended. Hopefully, this will serve as a stepping stone into a successful recruitment process and the establishment of a bright future for the selected candidate.

References

Bagley, P., Dalton, D., & Ortegren, M. (2013). Targeted recruiting and retention: What Matters
Most to employees. The CPA Journal, 83(5), 63-65. Retrieved from the ProQuest
Database.
Bohlander, G. & Snell, S. (2010). Managing human resources (15th Ed.). Mason, OH: South
Western Cengage Learning.
Debra, L. N. and Nelson, J. C. (2007). Understanding Organization Behavior. Thomson:
Business economics.
Youssef-Morgan, C. M., & Stark, E. (2014). Strategic human resource management: Concepts,
Controversies, and evidence-based applications. San Diego, CA: Bridgepoint Education,
Inc.