Autozone 's Recruitment Process : Case Study
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AutoZone’s Recruitment Process
Wykeia Farley
American Intercontinental University
MGMT335-1607-AGFWE
Abstract
This document will present an analysis on how the recruitment process is conducted using both external and internal selective candidates. AutoZone was established July 4, 1979 under the name “Auto Shack” by J.R. “Pitt” Hyde
III, in Forrest City, Arkansas. Today, Auto Shack is now AutoZone – a Fortune 500 company and the leading retailer and a leading distributor of automotive replacement parts and accessories in the U.S. with more than 8.1 billion in annual sales. AutoZone continues to expand in growth by exploring new businesses and entering new markets. AutoZone’s goal is to provide customers with trustworthy advice and real solutions so that they can “do what it takes to get the job done right” (History and Timeline, n.d.). AutoZone promotes diversity within their company and that too has helped boost the company’s morale. Hiring diverse candidates that are trustworthy, knowledgeable, customer service oriented, dedicated, dependable and determined are what helps the company become the top leading automotive auto parts retail chain today and AutoZone’s employee selection process is contingent upon the best candidate that fits the criteria for each position in place. The first step in AutoZone’s employee selection process is to review the information (resume, application form) provided by all job applicants to determine which applicants meets the