Questions on Zappos
1. What are the steps in the selection process at Zappos? Does this seem like a complete selection process?
There are several steps in the selection process at Zappos. Initially applicants need to fill out an application online on the company’s website. Then, the first step in the process is a phone interview with potential employees. Applicants will be asked a series of questions by a recruiter on their skills and experience. After the phone interview about half of the applicants will be selected for a second interview. The second interview is in a room with a bunch of televisions, where potential employees will be asked various questions about Zappos core values. For instance, recruiters will ask questions to find out if candidates are enthusiastic and dedicated to learning. In the third step of the process Zappos will bring potential employees to the company’ organization. In this step an HR director will test to see if the potential employees is impolite or polite to the shuttle bus drive. If a potential employee is impolite to the driver, they will be rejected from being hired. The fourth step requires candidates to do a replica of a newspaper and to identify how many images it contains. This step test out how astute candidates are because by reading the headline, candidates will be able to find out the answer right away. In the fifth step, recruiters observe how candidates interact with other individual. For instance, the recruiter will accompany potential employees to lunch. If the potential employee is sociable with individuals, they will be a good cultural fit. This is the last step in Zappos recruitment process and approximately one-tenth of candidates will be offered a job position.
Zappos hiring me...
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...ther they value honesty, sense of enthusiasm, and commitment in learning. This method also could fall under the nondirective interview in chapter 6, page 183, because applicants are also asked about their weaknesses.
In watching 20/20 show on Zappos, the company dynamics and culture are very different from other organizations. For instance, Tony Hsieh, CEO of Zappos, runs the radical organization by following the guiding principal “great things will happen, if you make employees happy” (ABC News, 2011). Employees are allowed to dress and decorate their work station as they please. Furthermore, the environment at Zappos is very playful and outgoing. One of Zappos core values is to encourage fun, weirdness, and creativeness to recognize each individual uniqueness in the workplace. Therefore, Zappos job interview process would not fit a highly structured job interview.
Finally, the interview is an important source of information about the candidate. It can be unstructured, wherein the interviewer is free to pursue whatever approach and sequence of topics that might seem appropriate or structured where each candidate receives the same set of questions, which have pre-established answers. NG seems to favor a mix of both approaches. This gives the Human Resource manager the most relevant information for making a knowledgeable decision about which candidate will fulfill the needs of the organization.
The next step in the recruitment process involves attracting the potential employees, using various methods.
Deliver WOW through service. This is the center esteem that controls all of them. Zappos has gotten synonymous with model client administration (routinely moving up to free overnight shiping, for in...
It is estimated that “large organizations spend an estimated 7 percent of their external recruitment budgets on applicant tracking systems”(Phillips & Gully, 2015, p. 372), but these organizations are conscious technologies such as PeopleSoft, SAP, and Oracle will not only reduce the cost but will also increase the speed of the hiring process and improve the company’s ability to match the best candidates to each position. Through the use of these technologies, Cherns can present candidates with a questionnaire during their application process to ask care questions that pertain to the job and company values. These questions can then automatically be score and ranked by the software to present the best
Before people buy a new house they will tour it. If they decide they want the house, they have an inspector make sure there is nothing severely wrong with the house. Instead of buying car at first glance, people will test drive it to make sure they like how it rides. Companies will bring candidates to their offices and question them about their background and skills. But can a company truly get the sense of their abilities without testing those abilities. One of the largest costs of an organization is its personnel. It is crucial to find the right employees who fits the company culture and are well qualified for the job. Interviews are a good way to decide if someone is the right fit, but people can lie. It would be better if the company could see how the person would function with on the job tasks. This is a “try it before you buy it” way of thinking. Companies should utilize job simulations, in addition to interviews, to actually test candidates on their skills and abilities.
They should provide all the necessary information and detailed answers needed in their application form to show if they fit the position. This includes behavioral and personality questions that require essay answers.
This ice breaker questions give me as interviewer and interviewee a chance to go deeply to the bottom of the job offer directly and smoothly (Career Services, nod.). Moreover, the Behavioral question is an essential factor in interview formats. As the employer, I use the behavioral questions to achieve a meaningful recognition of how the employee’s response will guide me to anticipate interviewee’s attitude or action in certain conditions in the future. This means interviewee’s response should be particular and integrated. For example,
Innovation is the machine that generates business opportunities in the market however, it is the Implementation of potential innovations that truly dives business to be remarkable (Wheelen, T., et al., 2015, p.9). Zappos’ culture of innovation, which many consider unconventional is its key contributor to success. Zappos business innovation also must include the concept of improvement, strategic choice perspective, proposes that an organization adapts to a changing environment, to have the opportunity and power to reshape their environment (Wheelen, T., 2015, p.11). Zappos idea of innovation is not just to do something differently, but to make customers experiences better.
...greater number of people in an economic, efficient, and effective manner. This paper has provided a background and understanding of employment recruiting, the styles, methods, and tools available to allow customization of interviewing methods applicable to the situation or needs of the organization or project. An overview of the creative large scaled employee recruitment project Borgata Hotel and Casino notably made history and a study of best practices in employee hiring, recruiting and interviewing process that enhances corporate strategy.
...e they are considered to be more legal forecaster on the job presentation. Behavior-based interviews are intended to provoke information about how you have presented in the previous because previous behavior is a moral pointer of how you are functioning in the future. Interviewers progress their queries around the characters and skills they consider essential for progressing in a position of an organization.
This case examines Zappos’ unique marketing strategy and corporate culture, both of which focus on delivering happiness to the company’s varied stakeholders. Despite a few stumbles along the way, Zappos has been a role model of success since its founding in 1999. The company survived the dot-com collapse because its charismatic CEO, Tony Hsieh, created a corporate culture that put its customers and employees ahead of financial success. The case looks at Zappos’ business model and how it influences the company’s relationships with customers, employees, the environment,
Psychometric tests are designed to measure the behaviour and capabilities of possible employees. (Johnstone, 1999). Employers use these tests to measure two categories of qualities – abilities and preferences (Mills et al., 2011). This provides an effective and efficient way to find the best person for the job as the tests give a true reflection of how an employee can accomplish assigned tasks which is completed online as part of the application process. Candidates are chosen for the next stage of the process through the comparison of test scores, resulting in grouping candidates into high and low percentile scoring categories. The higher scoring applicants are put through to the next stage of the process. This would normally be the interviewing stage. The lower scoring applicants would be declined. This is a form of filtering down the number of applicants, although the interviewing stage provides the means of selection, despite its subjectivity the tests provide a uniform set of standards to measure one candidate objectivity against another (Johnstone,1999). Psychometric
This paper describes the various aspects of the Zappos case. The objective is to evaluate the depth analysis of the Zappos strategy. It enables to determine the Zappos strategy, business model & marketing strategy, and smartness of the Zappos acquisition.
The goal of almost any interview is to collect testimonial evidence. Successful interviews just don’t happen. There are many aspects and steps that lead the way to a successful interview. Planning before conducting an interview is the first step, but before planning all interviewers must understand the basic needs of all interviewees. All humans share the same needs. An investigator must understand these basic human needs if they wish to become a successful interviewer. The basic human needs that all humans share are, control, belonging, and intimacy. Control is considered the need for security; everyone wants to be able to control their environment and what is happening around them. Belonging is the need for social recognition and approval. Intimacy is the need for love and affection, everyone wants to be loved or feel important to other people. These human needs must be incorporated in every interview and interrogation. Incorporating these needs is an important first step or first aspect to be considered by an investigator. Building up these human needs builds up the self-image and esteem on the interviewee. It is essential to build and maintain self worth of the interviewee, no one likes to feel humiliated or excluded. If these needs are understood and met the chances of having a successful interview are much greater. Having a positive attitude about everything you do is important. The same thing can be said for interviewing. Having a positive attitude going into an interview will have a positive effect on the outcome of the interview. A positive attitude is reflected to the interviewee and makes them more comfortable. No one wants to talk to someone who is negative. A positive attitude can impact the interview more that any other factor. Understanding human needs and the importance...
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)