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

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

The Bar Raiser plays a pivotal role in maintaining the hiring standard across all levels within a company. This person is not just an interviewer, but someone who ensures that every candidate hired meets the company’s high standards. The role involves assessing whether a candidate can add exceptional value to the team and company culture.

For example, in large companies like Amazon, a Bar Raiser is someone who not only interviews candidates but also ensures that hiring decisions align with the company’s long-term goals and high performance standards. Before beginning the process, it’s essential that this person’s responsibilities are well-defined, so they understand their influence and the importance of their judgments.

Train the Bar Raisers

Training Bar Raisers is crucial to ensure they know how to assess candidates fairly and without bias. This training typically includes learning how to evaluate candidates against clear criteria (technical skills, behavioral competencies, culture fit, etc.).

For instance, Amazon invests significant resources in training their Bar Raisers, teaching them to objectively assess candidates, even when personal biases may influence opinions. To train your Bar Raisers, consider running simulations of real interviews, explaining how to assess answers, and giving them tools to detect whether a candidate truly fits the role, rather than simply being impressive in the interview.

Training should also focus on communication skills, ensuring that Bar Raisers provide constructive feedback to candidates, regardless of the outcome, to enhance the company’s reputation as a transparent and fair employer.

Set Clear Evaluation Guidelines

Having clear, up-to-date evaluation criteria is essential for a consistent and fair assessment process. Bar Raisers should be equipped with detailed rubrics that focus on essential qualities needed for the role. These might include:

• Technical Competence: Does the candidate possess the required skills for the job?
• Problem-Solving Ability: How well does the candidate approach challenges or think critically?
• Cultural Fit: Will the candidate align with the company’s values and culture?
• Leadership Potential: Does the candidate show qualities that could make them a leader in the future?

Clear guidelines allow Bar Raisers to make consistent decisions, ensuring that each candidate is evaluated on the same basis. It also helps avoid subjective judgments based on personal opinions, which might lead to inconsistent hiring decisions. Candidates will also feel that the process is more transparent and equitable when they understand the evaluation criteria.

Integrate the Bar Raiser Process into Hiring

The Bar Raiser process should become an integral and seamless part of your company’s hiring procedure. This means that from the moment candidates apply, they should be aware that they’ll face an interview where a Bar Raiser will play a central role in evaluating them. This can help candidates feel more prepared and less nervous because they understand that the process is designed to be fair and rigorous.

For example, when you schedule an interview, clearly mention that a Bar Raiser will be present to ensure a high standard of evaluation. This prepares candidates for the more rigorous interview process and signals to them that the company values quality in hiring. It also establishes an environment where candidates take the process seriously.

Apply the Process to All Hires

The Bar Raiser process isn’t just for high-level roles—it should be applied to every hire, no matter the position. This consistency ensures that the company maintains a high standard of excellence in all its hires, from entry-level positions to senior leadership roles.

For example, if you hire a junior software developer or a senior marketing strategist, both candidates should go through the same Bar Raiser process. This ensures that no matter the department or job level, candidates are being assessed on the same standards and the quality of hires is consistently high.

Continuously Improve the Process

The Bar Raiser process is not static; it should evolve to meet the changing needs of the company and the job market. Regularly seeking feedback from both Bar Raisers and candidates helps identify areas for improvement. This might involve refining the evaluation criteria, adding new interview techniques, or adjusting how feedback is delivered.

For instance, if a Bar Raiser notices that the current process doesn’t assess certain qualities, like emotional intelligence or adaptability, effectively, it might be time to introduce new evaluation methods. Or if candidates are finding the process too rigid or stressful, feedback can be used to make adjustments for a better candidate experience, while still maintaining high standards.

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.

How to pass bar raiser at Amazon?

To pass a bar raiser interview at Amazon, research the company thoroughly, understand its leadership principles, and prepare examples that demonstrate how you’ve embodied these principles in your past experiences.

Do Amazon bar raisers get paid more?

No, Amazon bar raisers do not receive extra pay for their role in the interview process, even though they undergo extensive training and participate in numerous interviews.

Is bar raiser round difficult?

Yes, the bar raiser round can be challenging as it involves experienced employees who have a strong grasp of Amazon’s leadership principles and are skilled in making tough hiring decisions.

What is bar format interview?

The BAR (Background, Action, Result) format, also known as STAR (Situation, Task, Action, Result), is a method for structuring your answers to highlight specific behaviors and achievements during an interview.

How does one become a bar raiser at Amazon?

To become a bar raiser at Amazon, you need to be nominated by a manager, peer, or current Bar Raiser, and then complete extensive training on Amazon’s Leadership Principles, including shadowing veteran Bar Raisers through multiple interview cycles.