Jeff Bezos or Jeffrey Preston Bezos, is the founder and CEO of e-commerce behemoth Amazon. He is an entrepreneur, an investor, and the owner of a media company. Bezos has become one of the wealthiest persons on the planet due to his successful businesses, and he has been mentioned as the “richest man in modern history” by Forbes.
A look at Jeff Bezos’s hiring method:
When it comes to recruiting new personnel, large firms have a lot on their plate. The majority of them are always looking for methods to simplify the process and meet as many possibilities as possible in the most effective manner possible. Group interviews, phone interviews, and even social media interviews are all used to narrow the pool of candidates and fill the post. However, Jeff Bezos does not adhere to this mentality, as proven by his famous statement to a coworker that he would “rather interview 50 individuals and not employ anybody than pick the wrong person.”Once you’ve hired someone, you must complete the recruitment/training/onboarding process, demanding a major commitment of time and resources. Then, if you discover the proper individual, the recruiter must spend additional time addressing prior errors before beginning the work. If the individual you hire is not a good fit for the work, they are likely to quit on their own or be let go after a short period, squandering your valuable time and money. Another strategy Bezos utilized in the early days of Amazon – one that is still in use today and has been replicated by several other organizations – was to increase the bar with each successive hiring. By ensuring that recruiting standards are improved with each new hire, you can build and enhance your talent pool as your organization expands. It is particularly critical for startups, as it ensures that you have the competent employees needed to expand the business. Such a strategy is almost certainly one that contributed to Amazon becoming the corporate monster today.
What does Jeff Bezos look for in job candidates?
The majority of rapidly developing businesses preach efficiency, particularly when it comes to recruiting. However, Bezos does not believe in hiring only to fill a vacant position. If you’re recruiting for a critical job, such as a leadership post or manager for a new team, a poor choice will put your business behind. The next individual you recruit will be responsible for doing the job and rectifying any errors committed by their predecessor. You’ll be back to zero if the hire resigns or has to be let go.
Each recruit should build on the previous one.
Bezos was well-known in the early years of Amazon for subjecting applicants to rigorous interviews and examining every element of their past. He had a vision and was on the lookout for the individuals who would eventually shape Amazon into today. According to a 1999 Wired article, Amazon’s fifth employee Nicholas Lovejoy said, “One of his (Bezos’s) mottos was that every time we recruited someone. they should raise the bar for the following hiring, ensuring that the entire talent pool is continuously increasing.”Practically every subsequent successful business entrepreneur has adopted this attitude. It is critical to have a solid foundation of people early on to ensure the firm gets off to a good start. Bezos’s commitment to continually employing superior people is almost certainly a big reason Amazon has grown to be one of the world’s most successful businesses.
Bezos’s recruiting managers’ queries
Given Amazon’s present size and all of Bezos’s obligations, he can’t interview every applicant as he formerly did. He does, however, have three questions that he instructs each of his recruiting managers to consider while evaluating prospects.
- Are you going to admire this person?
Once again, Bezos is opposed to Amazon hiring any talented individual. He wants his organization to hire the finest, so he instructs recruiting managers to seek out applicants they like.
- Will this individual contribute to the group’s overall effectiveness?
Returning to Amazon’s early idea of each recruit building on the previous one, Bezos wants to hire managers to seek individuals who boost the output of others around them. Workers must collaborate on similar objectives because work is often a joint activity.
- In what dimensions would this individual be considered a celebrity?
While this is an unanswered subject, it seems as if Bezos wants exceptional applicants to land in positions that enable them to have the most influence on the firm. Certain individuals are more qualified for a position other than the one they applied for and will help the organization in other ways.
Bezos’s hiring criteria are perpetuated by directing recruiting managers to answer these questions. He cannot interview every applicant, but he can guarantee that those interviewed consider his priorities.
Interviewing at Amazon – The recruiting process.
To begin, you must understand the steps of the Amazon interview process. The interviewing process will serve to examine your cultural fit further. What to anticipate throughout the interview process:
- Coordination of human resource recruiters
- One or two telephone interviews
- Assigned work: compose a one- or two-page essay
- Between six and seven on-site interviews.
Coordination of HR recruiter and Phone interview
An HR recruiter’s phone call or email often initiates the interview process. They want to ensure your candidacy, so be prepared to discuss your past and why you’d be a good fit at Amazon. Next, they will arrange for the first interview, which will take place through videoconference.
Typically, you will be interviewed by senior members of the appropriate team, including the hiring manager responsible for recruiting. These conversations are intended to ascertain if you possess the required credentials for the position. It’s not uncommon for job candidates to be asked, “Tell me a little bit about yourself. “How come, Amazon?” “Tell me about a product/ service that you developed from beginning to end.” “Describe a moment when you failed” is a common behavioral inquiry.
Among the leadership questions are the following: “How do you define customer obsession?” “What constitutes an exceptional client experience?” “How do you gain your consumers’ trust?” “How do you handle difficult consumer requests?” “How do you cultivate a culture of excellent customer service?”
The STAR method is unquestionably the best when responding to behavioral interview questions. As you respond to even the most detailed interview questions, be careful to convey your understanding of Amazon’s leadership ideals.
To prepare for on-site interviews, you may be requested to compose a short essay of one to two pages on the topic of your choice. a query along the lines of, “Tell me about a moment when you enhanced the lives of your consumers.” or “What is the most innovative project you’ve ever worked on?” Even if you select a topic that doesn’t directly connect to leadership, your essay will still be scrutinized by interviewers.
Interview conducted on-site
The next step is to spend a whole day at an Amazon location, where they will question you six to seven times. These individual interviews will last around 60 minutes. They will include members of the team to which you are applying, such as colleagues, the recruitment manager, and a senior executive. Typically, each Interviewer is assigned two or three leadership principles to focus on throughout the interview.
An Amazon “Bar Raiser” will be one of the last interviewees. These interviewers are not affiliated with the team for which you are applying, and they are more concerned with candidate quality in general than with specific team criteria. They operate as a significant impediment between you and the job offer. They get comprehensive training to guarantee that Amazon’s recruiting standards remain excellent over time.
What It’s Like to Work for Jeff Bezos?
Jeff Bezos is renowned for his thriftiness, and Amazon’s work culture reflects this. Unlike many technological organizations, Amazon is frugal with its staff. It thinks that in the harsh world of low-margin retail, it must pursue every potential advantage to lower costs for consumers.
“Frugality fosters inventiveness, self-sufficiency, and resourcefulness. No additional points are awarded for personnel, budget size, or fixed expenditure.”
- Amazon’s initial workplace was in the garage of Bezos’ Seattle home, with desks constructed from $60 Home Depot doors. The door-desk is a popular workplace item and a mark of thriftiness.
- Bezos asked workers to pay for parking and all executives to travel coaches. When traveling on a private jet, he made a point of stating, “I am paying for this, not the business.”
- His lieutenants carry this on. Brad Stone had dinner with a top Amazon executive, who took up the bill and ripped up the receipt, declaring, “The corporation is not paying for this.”
- At the coffee stand in their early office building, Bezos made a point of having his loyalty card punched and handed over his free cup to a coworker.
- When a new employee joins the firm, she receives a backpack equipped with a power adapter and laptop dock. When she resigns, she must surrender all of her equipment, including her bag.
- In the 2000s, Bezos drove a Honda Accord and drove a Honda minivan. He was reportedly often dropped off by his wife (before their divorce), who also personally brought their four children to school.
How does Amazon motivate its employees?
Persuasion is the art and science of persuasion. The word “motivation” is derived from the word “motive,” which refers to a person’s wants, needs, or inclinations. Workplace motivation is described as a person’s drive for success, enabling them to achieve their own needs. At Amazon, money is a significant motivator for their workers. Amazon recognized that money alone is not a powerful motivation, particularly after it has been earned. However, the hope for money is a significant motivation for workers and keeps them going. Motivation is analogous to a giant carrot in front of each employee that grows in size as they approach it. Once an employee realizes that their future salary is visible now, this becomes a motivating element. Employees are inspired to sprint toward that goal and work diligently to achieve it. Amazon also uses various tactics to motivate its staff, including education, career opportunities, and a positive work atmosphere
How does Amazon reward its employees?
Amazon needed to coordinate representative requests from all around the globe to establish employees’ basic salaries, especially during the pandemic, which prompted staff members to operate under extraordinary emergency conditions. To appease employees, Amazon desired to present a one-time incentive for assisting with the event spike. Representatives on a full-time basis will earn $300, while low-maintenance workers will get $150. The additional prizes will normally cost the organization $500 million. Additionally, to ensure that Amazon can deliver occasion gifts, the company will provide sign-on bonuses of up to $3,000 to those who work in its warehouse and fulfillment centers. This deal has been followed out and is in effect to this day. Regardless, Amazon’s lowest salary increase permissible by law for hourly experts comes with a catch: no more monthly prizes and stock awards. The monthly incentive structure has been abandoned. Nonetheless, Amazon continues to give occasion prizes to its employees in addition to the standard joining bonus. According to an Amazon spokesman, full-time activities personnel in the United States and the United Kingdom who Amazon employs from 1 December to 31 December will get a reward of US$300, while those in low-maintenance roles would receive US$150. Numerous new employees will also get a year one and year two sign-on bonus. The award is paid with each check, so it’s essentially additional income for the first two years at Amazon. As a quick model, if you qualify for a $60,000 year one sign-on bonus, you will get an additional $5,000 for each check. In year two, a similar payment technique (one check each year) will be used to divide your year two sign-on bonus by twelve.
What are Some of the Amazon Employee Benefits?
Six current Amazon employee perks or incentives include the following:
Tuition reimbursement at the highest level.
Nina Lindsey, Amazon’s corporate communications manager, included the following teaser in the comprehensive list of Amazon advantages. She told Business Insider the following: “Both full-time and part-time hourly workers are eligible for Amazon’s groundbreaking Job Choice program. It covers 95 percent of the cost of tuition for courses in high-demand disciplines, regardless of whether the skills apply to a future career at Amazon.”Amazon even directs students to a few promising future careers, even if they do not fit the company’s employment criteria (at least not yet). “Career Choice enables workers to acquire in-demand skills for future careers such as medical technicians, paralegals, robotics engineers, and solar panel installation specialists,” the website extols. Some of those programs may even be conducted on-site at HQ2, assuming the existing headquarters policy for continuing education is replicated.
When it’s a jungle out there, a “network of support.”
According to the Amazon jobs site (with the proviso that certain benefits are only available to full-time workers and may vary by area), business benefits aimed to “make life a little bit simpler” include a comprehensive and free employee help program. This aid is extensive, ranging from financial counseling and estate preparation to online support for developmental impairments in children. It offers discreet, round-the-clock assistance with various professional and personal life elements.
Dental and vision insurance are available to part-time employees.
According to the Amazon jobs page, workers working more than 20 hours a week continue to get “funding toward medical insurance,” as well as dental and vision insurance with “premiums covered in full by Amazon.”
A procedure of interviewing that is free of prejudice.
Amazon’s ranking on the women’s work website Fairygodboss is not very rousing: just 33% of female workers who provided comments would recommend it to other female colleagues. However, Amazon received a favorable assessment for the continued enhancement of its interview process. Each Hiring Manager at Amazon is required to undergo bias training as part of their interviewing process. An Interviewer to consider any subconscious biases they may have to go into the interview (In an interview, women may come seen as ‘abrasive,’ but males may come across as having a backbone.),” one woman wrote.
Increased capacity for adoption.
Amazon’s adoption advantage now covers leave before and after a child’s birth or adoption. It takes advantage of Amazon’s industry-leading “Leave Spend” program, which enables employees to share vacation time with a spouse or domestic partner whose employer does not provide the benefit. According to the company’s careers website, Amazon also assists full-time workers with eligible domestic and international adoption expenditures, including attorney fees, court charges, and airfare.
Every day, bring your dog to work.
Pet owners who are committed might like working at Amazon, at least if HQ2 follows the existing model. Fairygodboss describes Amazon as “A dog owner’s paradise. On any given day, hundreds of dogs may be seen wandering the company’s campus, enjoying doggy water fountains, a dog park, and goodies at the registration desk.”
How has Amazon built a culture of innovation?
Amazon is building an innovative culture.
1. Every employee can innovate.
A group of other innovators assesses the concept, and some get money and successfully bring it to market. This method resulted in the creation of Amazon’s Prime Now, Amazon Go, and Alexa. You can implement it inside your organization if you are ready to put your money where your mouth is.
2. Failure is not just accepted; it is anticipated.
Acceptable failures must be specified and rewarded for a true spirit of invention enabled by failure to succeed.
3. Decisions are not seen as final.
This aspect of Amazonian culture fosters experimentation. When it is decided that a failed experiment would have no adverse effect on the client, innovators feel more secure in progressing. When workers perceive that each experiment has significant ramifications, they will do fewer experiments. At Amazon, it is acknowledged that it is OK to reverse a bad choice and try again with a new one. Would you agree?
4. Encourage workers to pursue their hobbies and ideas. To be sure, few organizations are as large as Amazon and provide as many possibilities for an employee to quit and follow a passion inside the firm. However, the spirit is important. It’s about devising novel strategies to assist workers in pursuing their creative ideas.
5. Encourage originality, and you will encourage innovation.
Breeding creativity is something your business can accomplish as well. It does not have to be the size of Amazon; just that it is apparent and authentic. Amazon includes the Expressions Lab, which offers seminars and creative courses to workers; the Spheres, a botanical-themed meeting space; and the Amazon Symphony, an all-employee orchestra that performs community performances.
6. Invest in the inventors of tomorrow.
The most committed innovators have a long-term perspective of their goals. Amazon, for example, has its Future Engineer initiative, which broadens access to computer science education for more than 10 million pupils. The objective is to provide more students with the opportunity to be innovators in health care, the arts, education, and technology. The investment does not even guarantee a direct advantage to Amazon, except that it contributes to the larger culture of innovation that Amazon is cultivating.
We hope you have now got a glimpse of Jeff Bezos’s hiring strategy and method for hiring employees at Amazon.