10.20.2022 - By Rick Girard
Amazon’s leadership principles (Core Values) have been the most critical element in their unprecedented success. Value alignment first, and skills second.
So why is this not a standard practice among all up-and-coming startups?
The reason I believe is that leaders then become accountable for their actions when they misbehave. Without values, it is easy to hide. It is easy to rationalize bad decisions and easier to deflect blame when the shit hits the fan.
This is why 9 out of 10 startups fail. Without the right people, your company will not be able to execute. And the right people are attracted to more than just money. They want growth, structure, and purpose.
When your company demonstrates that none of these elements are present, the A-players run! And what you are left with are the people who are willing to take the job.
Guest Bio:
Steve Anderson is the CEO of Catalyit. He has spent decades shaping the insurance industry through a deeper understanding of emerging technologies and how businesses today can best integrate and leverage them.
Steve is a sought-after speaker and influencer. He is also the author of the widely-anticipated book The Bezos Letters, where he reveals 14 principles for business growth based on the ideas and patterns that emerged when he examined Jeff Bezos’ 21 annual letters to Amazon shareholders.
TODAY WE DISCUSS:
Balancing need with patience to get the right hire
How to put the right structure in place to land them
HIRING STORY:
Hired an operations manager, who seemed like a good fit. Terminated after 3 months. Hired too fast! Pressure to move fast from start to offer in 3 days. The person already had an offer.
He didn't follow his own advice.
Challenge?
Balance need with hiring the right person
Miscasting a hire
Don't hire when you rushed to fill a position
The interview process is not intentional.
Not having a hiring process, hiring questions (winging it)
Rick’s Nuggets:
Problem: Pacing is determined by the candidateClue that the person just needs the money
Mitigated by disclosing your hiring process & timeline
Intention: purpose of the interview?
How do we solve the problem?
Structure
Have a good job description
Have a good hiring & interview process
Intentional interviews
Amazon
Will you admire this person?
Will this person raise the average level of effectiveness of the group
Along what dimension might this person be a superstar
Don't cave into the pressure
Candidate pressure
Own need pressure
Find short term solutions while the interview process is moving along
Be willing to fire fast
Not fully committing or fully focused
Not understanding urgency
Rick’s Nuggets:
Evidence trumps assumptions
Pacing determined by the process, not the person
No need to fire, when you have hired the strongest person
Key Takeaways that the Audience can plug into their business today! (Value):
Process is key to success
Need a place to start - Use Amazon’s hiring questions
Culture fit might be more important than skills.
Guest Links:
LinkedIn: https://www.linkedin.com/in/stevetn/
Personal: https://thebezosletters.com/
Company: https://catalyit.com/
LinkedIn: https://www.linkedin.com/company/catalyit/
Twitter: https://twitter.com/SteveTN
Facebook: https://www.facebook.com/SteveAndersonNetwork/
Instagram: https://www.instagram.com/steveanderson/
Host Links:
LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
Company: https://www.stridesearch.com/
Podcast: https://www.hirepowerradio.com
YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ
Authored: "Healing Career Wounds" https://amzn.to/3tGbtre
Startup: www.intertru.ai
HireOS™ inquiry: [email protected]
Show Sponsor:
www.intertru.ai
www.stridesearch.com