First, confirm basic work ability and find out the characteristics that meet Amazon's philosophy. Similar to other companies, after selecting suitable candidates from many resumes, the department's recruitment supervisor will communicate with the job seeker one-on-one. During the communication, the recruitment supervisor must not only confirm the basic ability of the job seeker, but also find out whether the other party has Amazon's belief requirements for employees. Let me add that Amazon requires employees to practice 14 leadership principles at any time, including customer first, ownership, innovation and simplification, curiosity and knowledge.

Second, multiple supervisors take turns to interview and cross-confirm. In the second stage of the interview, Amazon will convene 5 managers from other departments as interviewers to conduct separate interviews with job seekers for 50 minutes each. The interviewers in the first stage will ask the interviewers in the second stage to continue to explore and confirm whether the job seeker has the characteristics that meet Amazon's philosophy. For example, if the interviewer in the first stage finds that a job seeker has a sense of ownership at work, he will ask the interviewers in the second stage to ask open questions about this to understand the specific ideas and measures of the job seeker when solving difficult problems.

Third, collect clear reasons for admitting someone. At Amazon, interviewers must give reasons for admitting based on facts and try to avoid being misled by subjective bias. After each interview, the interviewer must enter his or her feedback into Amazon's system, such as observing a certain trait of the job seeker or confirming certain facts during the interview.

Fourth, confirm that the job seeker's excellent performance can be repeated. If a job seeker has performed well in the past but cannot be applied to Amazon, there is no reason to admit him or her. For example, the biggest reason for a job seeker's success in the past is that he or she has cooperated with an excellent manufacturer. If he or she encounters difficulties in expanding partners at Amazon, he or she may not be able to solve them smoothly.

Fifth, think about "whether this person can promote the growth of the company after joining". After the interview, all interviewers will vote together, and only job seekers who pass unanimously can be admitted. If someone objects to the hiring, the interviewers will discuss together whether the job seeker's shortcomings can be made up through training and team strength. Among the interviewers in the second stage, there is also a "bar raiser" (a person who is responsible for raising the bar again and again in a high jump competition). He needs to look at it from a higher perspective to see whether this person's joining can promote the company's growth. If a job applicant's joining can only help Amazon maintain the status quo, no matter how outstanding the talent is, he will be rejected.