Amazon Bar Hires Case Study

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1. Why does Amazon use “Bar Raisers” in the hiring process?
Amazon uses “Bar Raisers” to help them in the process of finding an elite recruit to fill a position and future positions at their company. As part of their Strategic human resources management, Amazon has implemented the use of bar raisers to aid in the interview process while they select future recruits for their team. This process allows them to select recruits that fit their organizational culture. As stated in the text “We want to be as objective and scientific in our hiring as possible.” (Jones 376), Amazon uses the bar raiser as part of this process. This process allows them to keep an objective and fresh pair of eyes on the recruit, someone from outside of the department may notice something that someone close to the department may overlook. These bar raisers have veto power to dismiss a possible recruit if they feel that they do not have what is needed at Amazon or does not fit the
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As John Vlastelica is quoted in the text saying “You want someone who can adapt to new roles in the company, not just someone who can fill the role that is vacant…It can be an expensive process because it takes longer but think about how expensive it is to hire the wrong person” (Jones 377). Amazon has the potential to save a lot of money by hiring an employee that fits well with the organizational culture and has the potential to grow in the company, not wasting valuable training assets on a recruit that will not work out in the long run. Bar raisers increase the scrutiny of recruits as a result “Amazon executives say the approach reduces hiring mistakes by forcing several people to sign off on a candidate” (Jones 377). According to Jeff Holden the developer of the Bar Raiser at Amazon “A’s hire A’s and B’s hire C’s”

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