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Amazon’s Accessibility Awareness Month

Jeanne Skinner: Recruiters at Amazon are advocates for your candidacy

Jeanne SkinnerEditors note: I'm excited to welcome another blogger to the Amazonian Blog. Jeanne Skinner is a leadership recruiter for Amazon and she is a straight talker when it comes to job search advice. So she will be sharing all kinds of interesting information on finding and getting your dream job. Here's Jeanne...

When you are considering a career change,  you may think of a recruiter as just a person you have to speak with in order for your resume to be seen by the hiring manager (the person with whom you really want to engage).  What you may not realize is that your recruiter is actually the person who has to make the first judgement call on your candidacy, evaluating your fit with Amazon’s culture and Leadership Principles, and deciding if you are someone we might want to be part of our company. In fact, this assessment is equally (if not more) important than skills evaluation.  If you are adaptable, intelligent and interested in learning, we can teach you a lot of what you will need to know to be successful at Amazon. Every time we decide whether to present a candidate to our leaders, we are deciding whether we as recruiters are willing to attach to our own professional reputation to your candidacy.  It’s my job to know the difference between someone who has a very specific set of skills and someone who will be successful at Amazon long term.  Recruiters take that responsibility seriously.

As a job seeker, we want you to show us recruiters why we should invest our own internal reputation capital on marketing you, your background and your capabilities to our leadership team. No recruiter wants to advocate for a candidate that demonstrates a dismissive attitude toward them, though we encounter this attitude from candidates from time to time.  Doing so causes us to damage internal relationships and lose credibility with our very smart and demanding hiring teams. Everything I do as just your recruiter has a direct reflection of my own hiring legacy - the mark I make on the success of our business.  The opportunity cost of hiring the wrong person has a huge impact on our company and the productivity of the organization that hire was made into.  We are not just recruiters.  We are brokers of talent and opportunity.  How you present yourself to our hiring teams during the recruiting process is a direct reflection of us. 

What can you do to get off on the right foot with your recruiter? Before you get on the phone with us, take the time to look at your recruiter’s LinkedIn profile.  You may find that we are highly educated, have held VP level roles in large, publicly held companies and many of us have been business owners.  We are hired for our ability to understand human dynamics, to detect critical business skills and personality traits that are a cultural fit for our team (like a passion for building).  Provide concrete examples of how you have groomed your teams in the past for promotion.  Illustrate your obsession over customers and why they are the purpose of your work.  Show me your data driven and entrepreneurial DNA.  That will get me excited about sharing your background with the businesses I support.

When we speak on the phone, answer our questions as you would to a hiring manager, with the same level of respect and detail.  Please don’t take my call while on your walk to Starbucks; it’s impolite and it’s not likely that your resume will go very far if you do.  Treat our initial dialogue the way you would any other important business meeting. 

 

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