Amazon hizo un cambio sorprendente en 2021. Sí, definitivamente deberías copiarlo

Esta es una historia sobre un gran cambio que Amazon hizo justo antes de que comenzara el verano. Si lo encuentra interesante, le gustará mi libro electrónico gratuito en Amazon. Jeff Bezos no se arrepienteque puedes descargar aquí.

La historia trata sobre la marihuana. Creo que hay buenas razones para que los líderes empresariales de cualquier industria sigan el ejemplo de Amazon aquí, al menos pasando por el ejercicio de pensamiento, incluso si no obtienen el mismo resultado.

En junio, Amazon anunció que ya no buscaría marihuana en posibles empleados durante el proceso de solicitud. Noté este cambio en ese momento, pero le presté menos atención de la que podría haberlo hecho, principalmente por dos razones.

Primero, no uso marihuana al azar.

En segundo lugar, no creo que vaya a presentar una solicitud para Amazon en el corto plazo.

Pero esta semana surgieron informes de que Amazon está aconsejando a algunas de las pequeñas empresas con las que trabaja que hagan lo mismo.

Específicamente, estamos hablando de los socios de servicios de entrega de Amazon, las compañías independientes que conducen muchas de las camionetas azules de Amazon y resuelven el problema de la última milla para Amazon.

Amazon tiene alrededor de 2.000 de estos socios de servicios de entrega, que a su vez tienen alrededor de 115.000 conductores. Como casi todas las empresas de Estados Unidos en este momento, se enfrenta a una grave escasez de mano de obra a pesar de una tasa de desempleo del 5,2 por ciento en agosto.

Amazon decidió no realizar pruebas de marihuana en el proceso de solicitud y anunciar este hecho de manera destacada, dijo Amazon en un mensaje a al menos un socio de servicios de entrega, según lo informado por. informó Bloomberg, podría aumentar las aplicaciones para estas pequeñas empresas en un 400 por ciento.

Ya he escrito sobre el impulso de Amazon en 2018 para reclutar emprendedores para construir una red de pequeñas empresas de entrega independientes que usarían camionetas alquiladas con la marca Amazon. En ese momento, pensé que esta era una oportunidad fascinante.

Pensé que podría hacerlo mucho peor que iniciar un negocio en el que Amazon debería convertirse en su mayor cliente, capacitarlo y usar su tamaño para negociar ofertas más baratas para usted.

Pero como también he escrito, estos términos tentadores tienen un costo, o al menos vienen con una complicación, ya que hay tantos negocios asociados con un solo cliente enorme que ese cliente tiene mucha influencia e influencia.

El problema de no realizar pruebas de marihuana es un buen ejemplo.

Algunos de los socios de servicios de entrega que entrevistó Bloomberg dijeron que estaban felices de hacer el cambio; otros dijeron que les preocupaba que hacerlo pudiera aumentar el riesgo de que los empleados conduzcan camiones mientras están bajo la influencia.

(Para ser claros, la política de no pruebas solo se aplica a la evaluación previa a la contratación; Amazon dijo en su anuncio original que “continuará realizando pruebas de deterioro en el lugar de trabajo y pruebas de todas las drogas y el alcohol después de cada incidente”).

Pero en general, independientemente de lo que estén haciendo los socios de servicios de entrega de Amazon, creo que esta noticia representa una gran oportunidad para que los líderes empresariales como usted en todas las industrias evalúen dos cosas:

  • Si su negocio actualmente está buscando marihuana, lo primer o que debe preguntarse es si es realmente necesario, dada la tendencia hacia la legalidad de la droga (al menos bajo la ley estatal) y una aceptación social mucho más amplia. Especialmente en vista de las actuales dificultades de contratación, podría haber un argumento convincente si Amazon está en lo cierto con esta cifra del “400 por ciento”.
  • En segundo lugar, y una consideración mucho más amplia que realmente merece ser copiada: ¿existen otras políticas heredadas, en la contratación o en otros lugares, que tenían más sentido en el momento de la implementación, pero que en realidad podrían dañar su negocio ahora?

Mire, no puedo responder la primera parte aquí de cuál debería ser su política de uso de marihuana antes de la contratación. No conozco tu negocio.

Pero, ¿debería echar un vistazo de cerca a las pautas existentes y ver cuáles pueden necesitar ser cambiadas para cumplir con sus objetivos? Creo que esa es la esencia de lo que Amazon ha hecho aquí, y es el tipo de autoevaluación del que casi cualquier empresa puede beneficiarse de forma regular.

Le pedí a Amazon un comentario sobre su decisión de dejar de probar la marihuana antes de que se descontinuara (como lo comunicó Dave Clark, director ejecutivo de Worldwide Consumer Business de Amazon el 1 de enero de 2018).

Aquí está la respuesta de Amazon:

“La precontratación de pruebas de marihuana ha tenido un impacto desproporcionado en las comunidades de color al obstaculizar la colocación laboral y, en consecuencia, el crecimiento económico (que no están regulados por el Ministerio de Transporte).

Seguimos comprometidos con la seguridad de nuestros empleados y del público en general, y nuestra política de tolerancia cero para las molestias en el trabajo no ha cambiado. Si una persona que realiza la entrega está incapacitada en el trabajo y da positivo en la prueba después de un accidente o sobre la base de una sospecha razonable, esta persona ya no puede brindar servicios para Amazon “.

(No olvide el libro electrónico gratuito en Amazon: Jeff Bezos no se arrepiente.)

Las opiniones expresadas aquí por los columnistas de Heaven32 son propias, no de Heaven32.

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Specifically, we're talking about Amazon's delivery service partners, which are the independent companies that drive many of the blue Amazon vans and solve the last-mile problem for Amazon. 

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Amazon has about 2,000 of these delivery service partners, which in turn have roughly 115,000 drivers. Like almost every business in the United States right now, they're facing a stark labor shortage despite a 5.2 percent unemployment rate in August.

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Deciding not to test for marijuana in the application process and prominently advertising that fact, Amazon said in a message to at least one delivery service partner as reported by Bloomberg, could boost job applications to these small companies by 400 percent.

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I've written before about Amazon's push in 2018 to recruit entrepreneurs to build a network of small, independent delivery companies that would use leased vans with Amazon branding. At the time, I thought this represented an intriguing opportunity.

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You could do a lot worse, I thought, than to consider starting a business in which Amazon was set to become your biggest customer, to provide you with training, and to use its size to negotiate lower-cost deals for you. 

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But as I also wrote, those enticing terms come with a cost, or at least a complication, in that having so much business tied up with a single, gigantic customer gives that customer has a lot of influence and leverage.

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The no-marijuana testing issue is a good example.

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Some of the delivery service partners Bloomberg interviewed said they were happy to make the change; others said they were concerned that doing so might increase the risk of employees actually driving trucks while under the influence.

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(To be clear, the no-testing policy is only about pre-employment screening; Amazon said in its original announcement that it will "continue to do impairment checks on the job and will test for all drugs and alcohol aHeaven32er any incident.")

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But overall, regardless of what Amazon's delivery service partners do, I think this news represents a good opportunity for business leaders like you, in all industries, to evaluate two things:

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  • First, if your company currently screens for marijuana, ask whether you really need to, in light of the trend toward the legality of the drug (at least under state law) and much broader social acceptance. Especially given current recruiting difficulties, if Amazon is right about that "400 percent" figure, there could be a compelling argument.
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  • Second, and a much broader consideration that really merits copying: Are there other legacy policies -- in recruiting, or in other areas -- that made better sense at the time you implemented them, but that might now actually be hurting your business?

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Look, I can't answer the first part here for you, about what your policy on pre-employment marijuana use should be. I don't know your business. 

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But as for taking a hard look at existing policies and seeing which ones might need to change to help you achieve your goals? I think that's the core lesson about what Amazon did here, and it's the kind of self-assessment from which almost any company can periodically benefit.

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I asked Amazon for comment about its decision to stop testing for marijuana pre-employment (which was announced by Dave Clark, CEO of Amazon's Worldwide Consumer business on June 1), and the reports that it is encouraging delivery service partners to do the same thing.

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Here's Amazon's response:

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"Pre-employment marijuana testing has disproportionately affected communities of color by stalling job placement and, by extension, economic growth. We believe this inequitable treatment is unacceptable, and given where state laws are moving across the U.S., in June 2021 Amazon announced that we would exclude marijuana from our comprehensive pre-employment drug screening program for unregulated positions (e.g., positions not regulated by the Department of Transportation). 

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We remain committed to the safety of our employees and the general public and our policy on zero tolerance for impairment while working has not changed. If a delivery associate is impaired at work and tests positive post-accident or due to reasonable suspicion, that person would no longer be permitted to perform services for Amazon."

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(Don't forget the free ebook about Amazon: Jeff Bezos Regrets Nothing.)

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