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Implementing Amazon’s Bar Raiser Process In Hiring? : A Quick Guide

  • By Manav Jain
  • March 23, 2023
  • 5 mins read
Implementing Amazon’s Bar Raiser Process In Hiring
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    The bar raiser Process is a unique and effective hiring method used by Amazon to maintain a high-quality standard in its workforce. The process involves a select group of employees, bar raisers, who evaluate candidates during the hiring process.

    In this article, we will discuss what is Amazon Bar Raiser Process in hiring, explore the best ways to implement it, and also look at the alternative options available for a seamless recruitment process.

    Introduction to the bar raiser process

    The Bar Raiser process is a tool used by organizations to identify and assess potential new hires. The process is named after the people who originally developed it and is designed to help organizations select the best candidates for positions within the company. 

    The Bar Raiser process begins with a job description being created by the organization. This job description is then sent out to several potential candidates. The candidates are asked to submit a resume and cover letter detailing their qualifications. 

    Once the resumes have been received, the organization will select a group of finalists to move on to the next stage of the process. These finalists will be interviewed by members of the organization, who will ask them questions about their qualifications and experience. 

    After conducting the interviews, the organization will decide who to hire for the position. The Bar Raiser process is an effective way for organizations to ensure they are hiring the best possible candidates for their open positions.

    Also Read: Explain how BarRaiser can improve the candidate experience during technical hiring

    Best ways to implement bar raiser process

    Implementing the Bar Raiser Process can be challenging, but it is necessary for companies that want to maintain a high-quality standard in their workforce. The best way to implement the Bar Raiser Process is to follow these steps:

    • Define the role of the Bar Raiser: Before implementing the Bar Raiser Process, it’s essential to define the role of the Bar Raiser in the hiring process. The Bar Raiser should have a clear understanding of their role and responsibilities.
    • Train the Bar Raisers: The Bar Raisers should be well-trained in the guidelines used to evaluate candidates. Amazon provides extensive training to its Bar Raisers to ensure they can assess candidates effectively. Companies should also train their Bar Raisers to ensure they are prepared to evaluate candidates objectively.
    • Establish clear evaluation guidelines: The Bar Raisers should use clear guidelines to evaluate candidates. The procedures should be up-to-date and relevant to the position being filled. Companies should also ensure that the processes are transparent, and candidates should be given feedback on their performance during the interview.
    • Integrate the Bar Raiser Process into the hiring process: The Bar Raiser Process should be integrated into the company’s hiring process. Companies should ensure that the Bar Raiser Process is transparent and that candidates are aware of the process.
    • Use the Bar Raiser Process for all hires: The Bar Raiser Process should be used for all engagements, regardless of the position being filled. This ensures that all candidates are evaluated using the same guidelines and standards.
    • Continuously improve the Bar Raiser Process: Companies should constantly improve the Bar Raiser Process to ensure it remains effective. This includes gathering feedback from Bar Raisers and candidates to identify areas for improvement.

    Also Read: Benefits of Video Interviewing for Candidates

    Who is a bar raiser? Scaling Bar Raiser Process

    Bar raisers are typically employees who deeply understand Amazon’s Leadership Principles and have demonstrated excellent judgment and decision-making abilities. These employees are selected based on their track record of success within the company and their ability to evaluate candidates objectively.

    Scaling the Bar Raiser Process can be challenging, especially for rapidly growing companies. To scale the Bar Raiser Process, companies can consider the following:

    • Expand the pool of Bar Raisers: Companies can expand the pool of Bar Raisers to ensure that there are enough evaluators to meet the demand. This can be achieved by identifying employees with exceptional judgment and decision-making abilities and providing them with the necessary training to become Bar Raisers.
    • Use technology to streamline the process: Companies can simplify the Bar Raiser Process. This can include using software to track candidates and their evaluations and automating some of the administrative tasks associated with the process.
    • Establish clear guidelines and criteria: To ensure that the Bar Raiser Process remains consistent, it’s essential to establish clear guidelines and criteria for evaluating candidates. This includes creating standards that Bar Raisers can use to assess candidates objectively.
    • Monitor and evaluate the process: Companies should monitor and assess the Bar Raiser Process to ensure it remains effective. This includes tracking key performance indicators and gathering feedback from Bar Raisers and candidates to identify areas for improvement.

    Amazon’s Bar Raiser Process

    Amazon bar raiser process in hiring is a critical component of its recruitment strategy. Bar Raisers are selected based on their exceptional judgment and decision-making abilities. These individuals are responsible for evaluating candidates during the hiring process, and their decision to approve or reject a candidate can override the hiring manager’s decision.

    The role of the Bar Raiser is to ensure that candidates meet the high standards of Amazon’s hiring process. They evaluate candidates based on Amazon’s Leadership Principles, including customer obsession, ownership, and bias for action. Bar Raisers are trained to assess candidates objectively and ensure the hiring process is fair and consistent.

    Also Read: Revolutionize Your Hiring Process With AI-Driven Pre-Employment Assessments

    Problems with the bar raiser function?

    While the Bar Raiser Process is effective, it is tough to scale. There are inconsistencies amongst the bar raisers themselves. Also, interviewer training costs the organization a lot. The interview outputs vastly differ amongst the interviewers as they tend to slip back to their natural ways of interviewing a few days after training. There are alternatives to the process that companies can use. 

    Alternatives to Amazon’s bar raiser process?

    BarRaiser is a much better solution where the software executes the bar-raising process through data. BarRaiser Interview Intelligence brings in a lot of data on each interviewer. It provides interview analytics to help hiring managers transparently and objectively see what’s happening in their hiring process. 

    The interviewer copilot helps the interviewers stay on course, and real-time interviewer training helps everyone in the organization to become a bar raiser.

    Also Read: Learn more about Interview Intelligence from our ebook.

    People also asked for

    What are bar raisers at Amazon?

    Bar raisers at Amazon are seasoned employees with a minimum of three years of experience within the company. Typically the most senior individuals in the room during interviews, they play a pivotal role in questioning candidates. Notably, they operate independently of the hiring department, which can help identify them during the hiring process.

    What is the purpose of bar raiser?

    The core role of a bar raiser is to maintain objectivity in Amazon’s hiring process. Acting as both interviewer and meeting facilitator, they offer an unbiased perspective. Bar raisers, distinct from hiring managers or recruiters, bring a fresh viewpoint from outside the immediate team, prioritizing talent advocacy and effective interviewing skills.

    Is bar raiser the last round at Amazon?

    Yes, the bar raiser interview typically represents the final stage, known as the “loop” interview, in Amazon’s hiring process. During this phase, candidates undergo a series of consecutive interviews, including sessions with the bar raiser and the hiring manager. The number of interviews within this loop may increase depending on the position’s seniority.

    Can the Bar Raiser reject a candidate?

    Absolutely. Bar raisers wield significant authority and can reject candidates, overriding the hiring committee’s decision if necessary. This power allows them to advocate for or against candidates based on their assessment of suitability. However, such actions are infrequent and reserved for exceptional circumstances.

    How many stages are there in Amazon interview?

    Amazon’s interview process encompasses several stages, beginning with a recruiting screen, followed by a first-round interview, and culminating in a final round, commonly known as the Amazon Loop interview. During this loop, candidates participate in multiple interviews with various stakeholders, including the bar raiser, emphasizing Amazon’s thorough evaluation approach.

    What are the best ways to implement the Amazon Bar Raiser Process in hiring process?

    Implementing the Bar Raiser Process involves defining the role, thorough training, clear evaluation guidelines, integration into the hiring process, and using it consistently for all hires. Continuous improvement is crucial, with companies gathering feedback to refine the process continually. Transparency, consistent standards, and objectivity in candidate assessment are key elements to successfully implement and maintain the effectiveness of the Bar Raiser Process.

    What are the challenges with the Amazon Bar Raiser Process in hiring?

    Challenges with the Bar Raiser Process include scaling difficulties, inconsistencies among Bar Raisers, and high interviewer training costs. Alternatives like BarRaiser Interview Intelligence, utilizing data-driven processes and interviewer copilots, offer solutions. These alternatives provide interview analytics, real-time training, and transparency, addressing challenges associated with traditional Bar Raiser methods.

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