When you’re on the hunt for a job, interviews can be quite the mixed blessing.
On one hand, you might seem like a perfect match for the position on paper but then completely flop the interview with awkward jokes, stuttering, or blanking out on simple questions.
Conversely, you might nail the interview, making the interviewer laugh, building a good rapport, and clearly demonstrating that you are the ideal candidate for the job.
Regardless of your situation, sometimes you don’t hear back at all—such is life.
Imagine the pressure of securing an interview at one of the world’s largest companies, such as Amazon. It can be especially daunting.
Jeff Bezos, the second richest man in the world and Amazon’s founder, likely has considerable influence over hiring decisions. Therefore, if you can meet his criteria or pass his tests, you’re probably in a good position for the role.
Back in 1998, Bezos shared with his shareholders the qualities he sought in employees, stating: “Setting the bar high in our approach to hiring has been, and will continue to be, the single most important element of Amazon’s success.”
He mentioned three critical questions that he and hiring directors should consider before bringing someone on board.
So, what were these questions?
Let’s be honest: most of us work for money. Otherwise, more people would be volunteering, wouldn’t they?
However, beyond financial compensation, it’s vital—and refreshing—to work for more than just money. Finding people who take pride in their conduct and attitude at work is essential.
In his shareholder letter, Bezos wrote: “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.”
Bezos emphasized the importance of continuously raising standards, promoting growth, and ensuring consistent improvements within the company.
So rather than hiring a jack-of-all-trades, it can be beneficial to bring in someone who inspires others through their own excellence.
Bezos wrote: “We want to fight entropy. The bar has to continuously go up. I ask people to visualize the company five 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!'”
This suggests a preference for individuals who are willing to showcase their personality and stand out from the crowd.
The Amazon founder argued that such unique individuals can enhance the workplace in unexpected ways and help transform a diverse group of people into an exceptional team.
He wrote: “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. One person here is a National Spelling Bee champion (1978, I believe). 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.”