The Amazon company is pretty well known as the leader in online shopping, but like all businesses, it began as an idea. How did Amazon progress from just a little startup to a renowned international juggernaut? For one, by hiring the right people.
Amazon CEO Jeff Bezos has been pretty public about many things, including his hiring processes. He says he would rather interview dozens of people and not bring anyone on board instead of hiring even one wrong individual. He sets the bar high and attributes Amazon’s success in large part to this process.
Not surprisingly, the Amazon company is legendary for having an extremely indepth and rigorous hiring process in their quest for top talent. The ethos of Jeff Bezos can be distilled down to three main questions that help him cut to the chase and distil the individuals most likely to be an asset to the Amazon organization.
These three questions include:
1. Is This Person Someone I Will Admire?
Admiration is high on Jeff Bezos’ list. If a hiring manager finds themselves admiring a job candidate in the interview, this is a good sign. It means the individual will likely be both a company asset and a positive example to others.
2. Will This Individual Raise the Bar?
The second question is related to the first in that it looks for the applicant’s likelihood of inspiring better performance in others.
3. Is “Superstardom” Possible, and If So, How?
Lastly, Bezos looks for applicants who have a genuine interest and ability to contribute to the Amazon company culture. There are different dimensions, and there can be unique or even unexpected ways to contribute and thrive. Bezos is aware that elements like creativity, humor and having fun all play into a successful workplace. In some cases, uniqueness can usurp well-roundedness in a job candidate.
While these questions speak to the surface level and personality-driven aspects of job applicants, they are compelling to consider. Fleshing out a comprehensive hiring process is assisted with the addition of professionally screening employees.
While some interviewees may be able to talk a big game and sway even the most discerning interviewer, professional background screening can help to ensure an applicant will be a quality, trustworthy and reliable new hire.
Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.
