I work for Amazon Corporate and am trained to interview people. You provided great information. You are right that we don't expect to see strong proficiency in every single LP. All LPs a candidate is assessed for plus their functional skills are considered holistically by the hiring team. A couple insights I think would be valuable for your audience (and this isn't propriety information, we share this freely with candidates): 1) We are looking for you to answer questions with the STAR method. 2) We will ask many follow-up questions. This is not an indication of how well you are or are not doing; we are trying to pull as much objective data from you as possible so that we can make a strong hiring decision. A couple notes on LPs: 1) Customer Obsession - we are ultimately looking to see that when you are doing your work you connect that to the wants and needs of your customers. We want to see that you don't just do work for the sake of doing work. There's always work to do. We want to know you understand how to prioritize work that is valuable to your customers. 2) Ownership - we're looking to see that you proactively work to reach the end goal without making excuses. For example, we might ask you about a time when you didn't meet a goal or a deadline. If we hear from your story that you took every possible avenue you could think of, you owned the mistakes you made and learned from them, you're going to score high on ownership. If you say you missed a deadline because someone else did x and we can't pull from you that you took alternative actions or learned from your mistakes (or even acknowledged your mistakes), we're going to have concerns about ownership. One last note: I would challenge every candidate to perform their very best in the hiring process. While it is true that Amazonians understand Google and such companies have high hiring bars, we work very diligently in the hiring process to call out our biases (i.e. they came from Google so they must be a good hire) and make our decisions based on the data we pull from your answers to questions. :) Best of luck to anyone trying to join Amazon! Edited to add one more comment about LPs. It is VERY common to have overlap in LPs in your stories. If we were to do a post-mortem on a project well done and map the actions taken to LPs, we would see a number of them mapped to the same tasks. So don't spend so much prep time frantically worrying if you have enough stories for bias for action vs deliver results. Odds are, you have 10-12 stories and show several LPs across all of them. So focus more on analyzing the highlights of your career and mapping multiple LPs to each of your success stories.
thanks for chiming in and adding some validation from Amazon's side. I really appreciate the extra and detailed notes on your LPs and I'm sure my subscribers will too. I might even make another video that drills down farther into those. again - many thanks!
Thanks for your time and efforts here. You show a perfect knowledge for Amazon recruiting process. I appreciate a lot thet you spent time here sharing those details. I recently was on Senior Technical Account Manager interview. I failed it to my regret, even working on my stories according to STAR rule and using LP. But I hopefully I will have another chance in the future
I am new hire in RBS. Can you recommend KNET courses or other trainings that Amazon may provide for professional development? I want to gain more skills and knowledge that will help me inside and outside of Amazon.
Do employers recognize Udemy certificates or does it give any edge to have them on CV or linkedin? I am planning to do some trainings to get certificate so there are online trainings from Udemy and coursera etc, and then maybe some courses I can do at my work (Amazon) and they are also self learning and you get certificate. I thought about things like PMP, scrum master, six sigma and so on. Any suggestions?
I work for Amazon Corporate and am trained to interview people. You provided great information. You are right that we don't expect to see strong proficiency in every single LP. All LPs a candidate is assessed for plus their functional skills are considered holistically by the hiring team.
A couple insights I think would be valuable for your audience (and this isn't propriety information, we share this freely with candidates):
1) We are looking for you to answer questions with the STAR method.
2) We will ask many follow-up questions. This is not an indication of how well you are or are not doing; we are trying to pull as much objective data from you as possible so that we can make a strong hiring decision.
A couple notes on LPs:
1) Customer Obsession - we are ultimately looking to see that when you are doing your work you connect that to the wants and needs of your customers. We want to see that you don't just do work for the sake of doing work. There's always work to do. We want to know you understand how to prioritize work that is valuable to your customers.
2) Ownership - we're looking to see that you proactively work to reach the end goal without making excuses. For example, we might ask you about a time when you didn't meet a goal or a deadline. If we hear from your story that you took every possible avenue you could think of, you owned the mistakes you made and learned from them, you're going to score high on ownership. If you say you missed a deadline because someone else did x and we can't pull from you that you took alternative actions or learned from your mistakes (or even acknowledged your mistakes), we're going to have concerns about ownership.
One last note: I would challenge every candidate to perform their very best in the hiring process. While it is true that Amazonians understand Google and such companies have high hiring bars, we work very diligently in the hiring process to call out our biases (i.e. they came from Google so they must be a good hire) and make our decisions based on the data we pull from your answers to questions. :) Best of luck to anyone trying to join Amazon!
Edited to add one more comment about LPs. It is VERY common to have overlap in LPs in your stories. If we were to do a post-mortem on a project well done and map the actions taken to LPs, we would see a number of them mapped to the same tasks. So don't spend so much prep time frantically worrying if you have enough stories for bias for action vs deliver results. Odds are, you have 10-12 stories and show several LPs across all of them. So focus more on analyzing the highlights of your career and mapping multiple LPs to each of your success stories.
You are a scourge on society and you should be taxed into oblivion!
thanks for chiming in and adding some validation from Amazon's side. I really appreciate the extra and detailed notes on your LPs and I'm sure my subscribers will too. I might even make another video that drills down farther into those. again - many thanks!
Thanks for your time and efforts here.
You show a perfect knowledge for Amazon recruiting process. I appreciate a lot thet you spent time here sharing those details.
I recently was on Senior Technical Account Manager interview. I failed it to my regret, even working on my stories according to STAR rule and using LP. But I hopefully I will have another chance in the future
I am new hire in RBS. Can you recommend KNET courses or other trainings that Amazon may provide for professional development? I want to gain more skills and knowledge that will help me inside and outside of Amazon.
Do employers recognize Udemy certificates or does it give any edge to have them on CV or linkedin? I am planning to do some trainings to get certificate so there are online trainings from Udemy and coursera etc, and then maybe some courses I can do at my work (Amazon) and they are also self learning and you get certificate. I thought about things like PMP, scrum master, six sigma and so on. Any suggestions?
I worked thru a partner with Amazon. I can’t imagine wanting to purposely go hire to work for them in ANY capacity.
Finding a job is similar to finding sex
I dont think it's THAT hard....i can find a job WAY easier than I can find sex....which says a lot.....
🙈 *Promo sm*.