Lovely professional university

HRM – 901

Report on Amazon recruitment policy

By:
Name: - Ansh Dhiman
Registration number: - 11814548
Section: - KOE51

Submitted to: - Mr. Jivanjot Singh

 Amazon recruitment policy for SDE 1
Part A: -

Recruitment policy of amazon: - Amazon conducts 5-6 rounds to select

freshers as software development engineer (SDE-1) in their organization. The
following rounds are conducted: -
• Written Round
• Online Coding Round
• Multiple Technical Rounds
• Hiring Manager Round
• HR Round

Written Round:
The Written round majorly consists of two sections namely Aptitude / Logical
Test and technical test. The technical test contains questions mainly from C,
C++, Operating System, Data Structure, inheritance, functions. Generally, in
MCQ format with a given time frame of about 30 minutes.

Online Coding Round:

This round is hosted online and the candidates are presented with 3-4 coding
questions, the questions are of intermediate difficulty, mainly from Arrays,
strings, and matrices.
To clear this round, one should have a strong understanding of these data
structures.

Telephonic Round:
This round is purely algorithmic based with around 2-4 questions ranging from
arrays, trees, to dynamic programming problems. You are to present algorithm
and in some questions, the code also if necessary. Apt candidates are selected
for further rounds.

Technical Round 1:
Technical rounds are face-to-face algorithmic rounds in which candidates are
presented with 2-4 questions, all from data structures. The most commonly
asked DSs are the matrix, binary tree, BST, Linked list.

Technical Round 2:
Same as previous round, however the difficulty is increased and more questions
from Trees, BST, and Tries are asked. One should have a clear knowledge of
tree-based recursion, and the standard questions based on it are a must.
Hiring Manager Round:
This is generally the most technical-intensive round, with questions ranging
from the projects you have done, the technology used in them, design problems
and DS/Algo problems and tricky puzzle-like questions.

HR Round:
You can expect HR questions like:
1. Tell me about Yourself, your family
2. How do you see yourself five years from now?
3. What are your strengths and weaknesses?
4. Some technical questions can also be asked from topics like OOPs.

Job description and specification: -

This is an opportunity to join our mission to build tech solutions that empower
sellers to delight the next billion customers. You will be responsible for
building new system capabilities grounds up for strategic business initiatives.
We are building systems which can scale across multiple marketplaces and are
on the cutting edge in automated large-scale e-commerce business. We are
looking for a SDE1 to and build our tech stack as a coherent and deliver
capabilities across marketplaces. We operate in a performance co-located agile
ecosystem where SDEs, Product Managers and Principals frequently connect
with end customers of our products. Our SDEs stay connected with customers
through seller/FC/Deliver Station visits and customer anecdotes. This allows
our engineers to significantly influence product roadmap, contribute to PRFAQs
and create disproportionate impact through the tech they deliver. We offer
Technology leaders a once in a lifetime opportunity to transform billions of
lives across the planet through their tech innovation. You will be responsible for
building listing platform on Android and IOS along with enabling sellers
register and onboard in to IN marketplace, which cut through technologies like
JAVA 8, NAWS, Native IOS & Android development, AUI etc.

Key Responsibilities: -
1. Work closely with senior and principal engineers to deliver quality products.
2. 70 - 80 hrs of work in a week.
3. You will report directly to your project manager.
4. Contribute to patents, tech talks and innovation drives.
5. Assist in the continual hiring and development of technical talent.
6. Measure success metrics and influence evolution of the tech product.
Part B: -
Although all companies go with their own unique set of rounds for hiring a right
candidate for a job. But as we know the coin has two sides, so the recruitment
process is usually a mix of a lot of good, positive things to bring out a best in a
candidate, and also some flaws in the process.
Merits: -
1. Technical rounds on some of the most useful concepts of computer
science would really test the technical knowledge and experience of the
candidate.
2. Chances of working on the latest technologies is higher, as product-based
companies (like Amazon Inc.) is always ready to upgrade and they want
to set themselves at par.
3. One gets the ownership of his/her work, we can build a product the way
we want and how it is going to work for customer.
4. Working closely to senior engineers would help learn a lot about the
company, technology and would eventually result into greater learning.
5. Even if one fails to make it through the recruitment process, one gets to
interact with company leaders, students from pioneer colleges and can get
the required feedback to prosper further in life.
Demerits: -
1. One has to go through some rigorous rounds of mental processing in
recruitment rounds in order to get into the company.
2. With high pay scale comes high responsibility too, working hours
averaging around 70-80 per week can be quite hectic.
3. Usually people have to work on cutting edge technologies, and depending
on the type of project involved in, work pressure might come into play.
4. Candidates are required to have a skill set of about 10-15 technologies in
order to join the company and has to work on only 4-5 technologies when
working on a real-life project, so skill under-utilization occurs.
5. Learning curve is steep, sometimes learning new tech stacks can be a
hard and monotonous task.
Everything has its pros and cons and so does the recruitment policy of the
company. In order to build the best talent pool for the company, the rounds
are designed in such a way that they cover all the basis of technical, aptitude,
communicational and problem-solving skills. Going through all the stages of
recruitment process for a particular company can become a tedious job at
some point of time but it in the end it is always a good experience overall.
Part C: -
If we had to name one thing as the biggest hiring headache, what would it
be? It’s true that our answers might vary depending on the size of the
company we work with or the type of roles we’re hiring. But most recruiters
would gravitate to a few common recruiting challenges.
1. Attracting the right candidates
2. Engaging qualified candidates.
3. Fast hiring.
4. Ensuring a good candidate experience
5. Recruiting fairly.
Recommendations or action plans to overcome common challenges: -
1. Build a talent pool: -
Talent pipelines are groups of candidates you’ve already engaged who
can fill future positions in your company. This can help you reduce time
to hire and recruiting costs, because you’ll already have qualified, pre-
screened candidates in line when a role opens. To build talent pipelines: -
• Look into past hiring processes for candidates who advanced to
the final stages or source new candidates. Past candidates are
obviously qualified, while new ones will help you build a more
comprehensive and diverse candidate database.
• Engage past and passive candidates. Your pipelines are stronger
if candidates know you’re considering them and if you’re staying
in touch. Let them determine how often you’ll communicate with
them, either via in-person meetings or by sending them useful
content and information.

2. Train hiring teams: -

Even experienced hiring managers and interviewers may need to level up
their hiring skills. Combating biases is a common reason to train hiring
teams, but coaching them on interview questions to ask or how to build
rapport with candidates are also important. Here are a few ideas to train
hiring teams:
• Instruct interviewers on how to prepare for interviews. Giving
them a checklist will be helpful.
• Encourage them to take Harvard’s Implicit Association Test to
identify their hidden biases. Educating them on how biases work is
also a good idea.
 • Arrange mock interviews. This will be especially useful for
inexperienced interviewers.
• Disseminate recruiting resources. Ask each hiring team member
whether they’d be interested in receiving interesting articles or
videos with hiring advice. Set expectations of the amount they’ll
need to read, for example, send an article once a month.

3. Diversify recruiting strategies: -

It’s good to advertise on a job board that you know brings good
candidates. But leaving it at that is a missed opportunity to create a truly
powerful hiring process. Consider:
• Using social media to post your jobs or promote your company.
• Showcasing your culture, benefits and employee stories in
your careers site to encourage more applicants.
• Attending job fairs and host recruiting events whenever possible.
• Using tools like People Search to source candidates based on
location, skills and other job-related criteria.

4. Invest in an ATS: -
An ATS can streamline your hiring process by making it possible for
your hiring team to collaborate and keep all candidate data in one place.
A good ATS also has:
• Reporting capabilities, which can help you extract useful
insight from your past processes to improve the future ones.
• Scheduling tools and calendar integrations, which can help you
schedule phone screens and interviews fast and minimize back-
and-forth communications.
• Built-in templates, which help you post job ads and send emails to
candidates fast, without writing the text from scratch every time.
• Interview scorecards, which can make the shift towards structured
interviews smoother.
• Assessment integrations, which help you evaluate candidates more
objectively.
Helping links: -
1. https://www.geeksforgeeks.org/amazon-recruitment-process/

2. https://www.quora.com/What-are-the-pros-and-cons-of-working-in-product-based-IT-company-
and-service-based-IT-company

3. https://resources.workable.com/stories-and-insights/common-recruiting-challenges#