Assignment: Recruiting and Staff Plan

Assess the opening case study from Chapter 6: "Amazon is Hiring...Big Time!" In a three- to five-page paper (not including the title and references pages), create a recruiting and staffing strategy for Amazon, and select one position from the given list to write a recruiting and staffing plan; consider how many of these positions Amazon needs to fill. You must select from the following full-time positions: Warehouse Supervisor, Delivery Representative, and Customer Service Manager.)??Your paper must include the following:

-  Write an introduction including the selected position, a preview of your paper, and a succinct thesis statement.

-  Discuss the legal landscape, including special legal considerations that the company should be aware of.

-  Create a recruiting plan for the position selected that includes the following:

-  Explain what recruiting is and why it is important.

-  Explain the tools that will be utilized to find candidates for filling the selected position, and state why each tool was selected.

-  Create a selection plan for the position that includes the following:

-  Explain what staffing is and why it is important.

-  State what assessments will be used and why.

-  Discuss the types of interviewing techniques that will be used and why.

-  List five job-specific interview questions for the position candidates.

-  Write a conclusion paragraph that reaffirms your thesis statement.

Your paper must be formatted according to APA style as outlined in the Writing Center. It must include citations and references for the text and at least three scholarly sources, one of which must be from the University Library.

Case: Amazon hiring 7,000 workers by Chris Isidore.

Hiring 7,000 new employees is not an easy task. HR professionals and hiringmanagers need to spend many hours weeding through hundreds, sometimesthousands, of resumes and application forms-verifying qualifications, interviewingapplicants, conducting assessments, and negotiating job offers. Selecting the wrongcandidate for the job can be detrimental to subsequent performance and morale. Ifthe employee leaves, the hiring cycle has to be repeated to find a replacement,which is often time-consuming and disruptive to operations. That is why it iscritical to have the right selection criteria and to follow a systematic approach infinding the right candidate that best fits each job opening. In many respects,selection resembles a marriage. The more diligent both sides are in learning abouteach other and considering their unique characteristics before they commit, themore likely the relationship is to thrive and the more headaches that can be sparedlater.