Jeffrey Preston Bezos is an American technology entrepreneur, investor, philanthropist, and the founder, chairman, and chief executive officer of Amazon, the world’s largest online retailer. He is one of the richest men in the globe with a net worth of US$152.9 billion as estimated in 2018.
Jeff Bezos is one of the most extravagant men on the planet and the power behind Amazon. He established Amazon in 1994 as an online bookshop, and right now, with around 563,100 workers, it has become one of the biggest internet business organizations on the planet. It is likewise the second-most important and valuable organization comprehensively across the globe.
He is the main driving force behind the company- Amazon. In the long run towards success, a portion of his principles have helped it scale at a quick clasp and still hold the way of life. To ensure that the company would retain high standards as it grew, Bezos outlined a simple, three-question test for hiring new employees in his 1998 letter to shareholders, a year after the online bookseller went public.
While hiring employees, these three interview questions are utilized as controlling standards by Amazon. This is how Jeff Bezos, the founder of Amazon hires his employees.
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1. “Will you admire this person?”
– Admiration is key…
It is always important to hire a person whom others can admire. That’s the golden rule in driving successful working from the employees.
First, Bezos encourages Amazon recruiters to think about their personal opinion of the candidate. Jeff explains in his letter,
“If you think about the people you’ve admired in your life, they are probably people you’ve been able to learn from, or take an example from. For myself, I’ve always tried hard to work only with people I admire, and I encourage folks here to be just as demanding. Life is definitely too short to do otherwise.”
According to him, admiration is the key to success. He believes that people should only hire people to be on his/her team if they themselves can work for them happily with praiseworthy views.
2. “Will this person raise the average level of effectiveness of the group they’re entering?”
– Adding to effectiveness…
Jeff Bezos has been an innovative person since childhood and it can also be judged using this second question. In other words, Bezos is aiming to get a sense of a person’s capacity for innovation and better effectiveness.
With this question, he meant as stated by him,
“We want to fight entropy. The bar has to continuously go up. I ask people to visualize the company 5 years from now. At that point, each of us should look around and say ‘The standards are so high now — boy, I’m glad I got in when I did!‘… “
Amazon is known as a requesting workplace, and exclusive requirements stay at the center of the organization that has made Bezos the most extravagant and richest man on the planet. According to Jeff, Leaders need to continually raise the bar and drive their teams to deliver high-quality products, services, and processes. And, this can only be done by ensuring that it is hiring the best and brightest innovative minds as employees.
3. “Along what dimension might this person be a superstar?”
– Considering a candidate’s individual talents…
Jeff Bezos gives priority in the skills and knowledge of his employees. For him, it is equally important to consider a candidate’s individual talents, skills, hobbies and other circular activities known by the candidate.
Empowering this he said,
“Many people have unique skills, interests, and perspectives that enrich the work environment for all of us. It’s often something that’s not even related to their jobs. I suspect it doesn’t help her in her everyday work, but it does make working here more fun if you can occasionally snag her in the hall with a quick challenge: ‘onomatopoeia!“
Conveying an interesting point of view to work is another of Amazon’s 14 standards and principles. According to him, Leaders always tries to create and communicate a way in a bold direction that inspires results, thinking differently and looking around corners for ways to serve customers even much better then they are doing presently.
Each organization and CEO, Founder and supervisor, has his or her inclinations, yet in the event that the association can recognize what are a couple of key things they are searching for in a representative, at that point regardless of how enormous the organization develops, there will be an ongoing theme joining everybody and having a tremendous effect on how the organization develops.