Incorporate Amazon's Bar Raiser program into your hiring process
- Define the job description.
Create a detailed job description that outlines the skills and experience required for the role you're hiring for.
- Conduct a phone screen.
Have a list of questions prepared in advance and take notes during the call. The "bar raiser" (the third-party interviewer who's not associated with the team) should also be present on the call and take notes. This will ensure that the hiring process will be unbiased and fair.
- Conduct an in-house interview loop.
The in-house interview loop should consist of five to seven people, including the hiring manager, recruiter, and bar raiser. The interviewers should ask questions based on your company's leadership principles and use the STAR (situation, task, action, and result) method of interviewing to drill down for more information. This method will enable applicants to share in detail how they solved a specific problem or dealt with a particular situation.
- Conduct a debrief/hiring meeting.
The bar raiser should lead the debrief/hiring meeting to ensure everyone arrives at the same conclusion about the candidate. If someone disagrees with the majority, they must explain why.
- Conduct a reference check.
Check references to ensure the candidate is a good fit for the role.
- Make an offer through onboarding.
Once the hiring team has decided to hire the candidate, make an offer to them and onboard them properly into the role.
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