Zappos Recruitment Policy

Part of that process is the use of a personality assessment to screen for desirable candidates to fit with Neiman Marcus’s ideology. The screening tests are supposed to help an interviewer have objective information that is not subject to biases. According to the Dalrymple’s Sales Management text “Testing was found to be one of the most reliable predictors of entry level job success.” Three main tests mentioned are intelligence, personality, and aptitude.

The recruitment policies of the competitors also effect the recruitment of your own organizations. To remain competitive, sometimes an organization may have to change their recruitment policy according to the policies being followed by other competitors. The recruitment policy of an organization details objectives of recruitment and provides a framework for recruitment. It may mean new organizational systems or procedures need to be developed.

Zappos is an online shoes retailer that started its business in the year 1999. Later on the company had expanded its business to include the beauty products, clothing and even the housewares within its leading e-commerce website. This case emphasizes on the customer service department of Zappos Company and initially the business focused only on the drop ship method. Later on the company also increased the variety of the products. The company had also created a bricks and mortar storefront to expand the business and increase the sales of the business.

They are more like a big family. At Zappos there are lots of fun activities to get the employees involved, like face painting, wacky parades, and gaming in the lounge on breaks. Employees have the freedom to dress causal and comfortable. The company ensures customer loyalty by closely training and mentoring their team, and at the end of training they offer their employees $3,000 to leave (most of whom do not except the offer after weighing the options). Besides their fun and supportive environment, Zappos offers their employees full health care benefits, free meals, and competitive salaries. Lastly, while many other companies have call centers located outside of the country, (in order to save money) Zappos call center is located in Loss Vegas. Phone calls are not timed or scripted, which gives the employees a chance to interact with the customers on a more personal

For an organisation to attract talent successfully, as part of the talent planning policy it needs to identify and assess what factors affect its approach to attracting talent. For example:

Zappos has made the online shopping experience very safe and easy. The marketing strategy used by Zappos has to be one of the best one in any market. Zappos took was given to them and turn the focus to the customer experience. The entire idea was to make the shopping experience better so that customers would return. The promotion of a fun and hip culture for the employees is a big reason this strategy is working. Employees are in good moods and so this passes on the customer. The Zappos atmosphere is fun. There are no sales goals for employee because Zappos wants the relationship between the employee and customer to be genuine.

The recruitment policies of the competitors also effect the recruitment function of the organizations. To face the competition, many times the organizations have to change their recruitment policies according to the policies being followed by the competitors.

His approach is person and situation specific. The modern management styles employed by Hsieh at Zappos, while unique, are effective in the proper environment. Zappos employees are noted to be incredibly enthusiastic about the Zappos brand, the company’s core values, and its workplace. Both Zappos unique culture and its management practice of encouraging work-life integration do seem to place emphasis on the need for particular personality traits in company employees. Individuals who are comfortable with a non-traditional workplace environment might thrive in Zappos unique environment. Individuals who prefer to maintain boundaries between their work and home lives and also prefer more traditional environment, as it relates to professionalism, may encounter conflict at Zappos.

However, by employing the right people, Zappos can shun or reduce the consequences of levering to a self-governing organization, creating a different application route to rule out applicants who are not well-suited with the Holarctic system, would be the idyllic

Zappos has created a very structural attractive company. There is a lot of room for growth with the recent purchase by Amazon.

Recruitment and selection process held an important role for building a strong sales force performance. This process requires the company to invest through human capital as an important resource. The objective of this process is searching for qualified candidates to fulfil the right positions and hopes that they can make long-run returns for the company. Even though there is no right or wrong way how the company chooses the right candidates for certain positions, every single step in recruiting and selecting candidates should be taken carefully in order to get the right person in the right position.

1. One of the requirements to successfully apply as a Zappos employee is to be happy. The company hires only happy people, after which the company expends significant effort to maintain this sense of happiness. The philosophy behind this is that customers will be happy when being served by happy employees. This is why the company strives to create a company culture that inspires its employees and promotes their sense of well-being.

Zappos started out by selling shoes online to become the world’s largest online retailer of shoes. Subsequently, in their quest to boost sales, they moved beyond footwear to become an E-tailer that sells ‘anything and everything’.

The management team at Zappos must analyze and carefully determine which path will ultimately offer the best growth potential for the company as a whole; whether that is continuing business as usual by remaining independent, or successfully merging with Amazon.com.

Employers are short changing themselves, their companies, their current employees, and their applicants when a good candidate is selected instead of a great one, simply because they have said enough buzz words in their interview. The interview portion of the process can even possess unreasonable bias to the applicant. Hypothetical questions about working in teams and working with clients allow the applicant to filter themselves, saying only what they think the employer wants to hear, focusing on strengths instead of weaknesses. Applicants who work in sales and are used to the practice of pitching products and services, will have their own sales pitch prepared and be ready to sell their product – themselves – as the solution to the employers hiring problem. Using social media when analyzing candidates can give an employer more unbiased information about applicants than the best resume or the longest interview.