Jeff Bezos Way on Hiring #Leaders

Konstantinos Anastasiadis @ SCALEUP | Apr 01, 2021

It is clear that the tech gian, Amazon was among the clear COVID-19 winners, Amazon registered nearly $89bn (Forbes, 2020) in sales and $5bn in profit over the last three months, setting company records on both figures and blowing away Wall Street expectations as Covid-19 pandemic shutdowns pushed more shoppers online and into Amazon’s arms.

With the high level of success and their customer obsession mindset, the company is hiring another 100,000 people in both Canada and the U.S to continue being on top of demand.

It would be impossible to produce results in an environment as dynamic as the Internet without extraordinary people… Setting the bar high in our approach to hiring has been, and will continue to be, the single most important element of Amazon.com’s success” - Jeff Bezos, Amazon CEO 1998

Clear Mind on the Need from Day 1

However, Bezos doesn’t believe in making a hire, simply for the sake of filling an open role. A Fast Company profile revealed that he once told a colleague, “I’d rather interview 50 people and not hire anyone than hire the wrong person.”

#1. Will you Admire this person?

He wanted hiring managers to admire the people they were bringing on to their teams, not just the other way around.

  • Could this person be an example to other and who others could learn from this criterion alone, the standard for hiring is kept sky high?

#2. Will this person increase the teams productivity levels?

Bezos wants hiring managers to find people who elevate the production of the people around them.

  • Work is most often a collaborative effort so it’s important employees come together to work toward common goals.
“Setting the bar high in our approach to hiring has been, and will continue to be, the single most important element of Amazon.com’s success” -Jeff Bezos, CEO Amazon

#3. How can this person excel?

Do keep in mind, for the Amazon culture employee productivity goes beyond just delivery it is a matter of excellence.

It seems that Bezos wants talented people in the organization to grow, develop and position themselves in a way that will have the greatest impact on the company. Some candidates are better suited for a role different than the one they applied for and will benefit the company in other ways.


#4. The Amazon Interview Qs

According to Glassdoor data, these are the key questions candidates for positions in the firm have to be challenged during the screening process.

The given set of questions although they do not have clear answers, they provide important insights on the candidate's mindset on Customer-Centric,Persistence, Perception, Logic & Out-of the box thinking:

  • Who was your most difficult customer?
  • What is the worst mistake you ever made?
  • What is the angle between the hour hand and minute hand in an analog clock?
  • How would you improve Amazon's website?
  • How would you tell a customer what Wi-Fi is?

#5 Leveraging The Google Way

The great tech giants seem to follow along each other especially when it comes to the hiring process. As for the case of Google, successful hiring is a team effort. Multiple people should interview candidates so the decision-maker has a variety of perspectives and opinions to consider.

After final interviews:

    • Meet & Share Internally:
    Each member of the hiring team would meet in a room to share their perspectives on a candidate.
    • Hold a Vote:
    After the discussion, a vote would take place and the results would have to be all positive.
    • Even one extra negative thought takes
    to get the hiring team back to the “drawing” table.

Business Intelligence for Recruitment, Employer Branding & Sourcing @ SCALEUP

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