Zappos’ has been around since 1998, and was founded by Nick Swinmurn in San Francisco when he was looking for a certain pair of shoes. Nick walked the mall the entire day with no luck. He was so upset that he starting an online store selling shoes called Shoesite.com. The name was changed to Zappos’ around 1999, after Nick felt like the name needed to be changed to attract customers. Zappos’ ten core values were created and provided on Valentine’s Day in 2016. The 10 core values are used to guide Zappos’ culture today in everything from hiring to firing. (The Zappos Family Story)
Select a recruitment policy that might best fit the culture of Zappos’. Why is this policy a good fit for the organization? What might be the impact of the recruitment …show more content…
Zappos’ stands behind the company core values and it’s a big part of the selection process. The candidates are being evaluate from the time they step foot on the property. One of the company’s values is “Be humble.” To gauge humility, HR directors talk to someone candidates didn’t know they were supposed to impress: the drivers of the shuttle buses that bring candidates to the company’s offices. The HR directors find out whether the candidates treated the driver with respect; if not, the candidate is eliminated from consideration. (Noe, R). The way Zappos’ does their selection process for hiring would be great to incorporate in any other large companies that drive big on customer service this would be form of generalizable. The practicality in the selection process helps Zappos’ weed out some of the candidate’s applicants quickly. They know what type of individual they are looking for and each one is tested accordingly. Zappos’ uses interview technique that include the person’s inner abilities, and characteristics, honesty, and humbleness. One of the company’s values is “Be humble.” (Noe, R). After the reading, I would say Zappos’ shouldn’t have any legal problem or unfair issues within their …show more content…
Zappos’ uses many unconventional interview techniques but achieves the company objectives. If Zappos’ continues to operate in this form of fashion they will remind a great company to work for. Zappos’ process remind me of The Container Store, they both want to hire the best person for the job not just anybody to fill the
Select a recruitment policy that might best fit the culture of Zappos’. Why is this policy a good fit for the organization? What might be the impact of the recruitment …show more content…
Zappos’ stands behind the company core values and it’s a big part of the selection process. The candidates are being evaluate from the time they step foot on the property. One of the company’s values is “Be humble.” To gauge humility, HR directors talk to someone candidates didn’t know they were supposed to impress: the drivers of the shuttle buses that bring candidates to the company’s offices. The HR directors find out whether the candidates treated the driver with respect; if not, the candidate is eliminated from consideration. (Noe, R). The way Zappos’ does their selection process for hiring would be great to incorporate in any other large companies that drive big on customer service this would be form of generalizable. The practicality in the selection process helps Zappos’ weed out some of the candidate’s applicants quickly. They know what type of individual they are looking for and each one is tested accordingly. Zappos’ uses interview technique that include the person’s inner abilities, and characteristics, honesty, and humbleness. One of the company’s values is “Be humble.” (Noe, R). After the reading, I would say Zappos’ shouldn’t have any legal problem or unfair issues within their …show more content…
Zappos’ uses many unconventional interview techniques but achieves the company objectives. If Zappos’ continues to operate in this form of fashion they will remind a great company to work for. Zappos’ process remind me of The Container Store, they both want to hire the best person for the job not just anybody to fill the