Today we'll talk about how the nail amazons behavioral interview questions. The most common mistakes that candidates make. Three test I help you give the best answer. When it comes to hiring, amazon puts an enormous emphasis on questions that help show if a candidate will fit in with the company culture to do this. They ask behavioral interview questions, behavioral interview questions focus on your past behavior and performance and companies like to ask these because they reveal quite a bit of who. You are and help predict your job performance. At least theory interviewers asking these questions are looking to deduce your skill set how you may perform as an employee, how well you might fit in with the amazon workplace culture and amazons case. They're also looking for evidence of what they call leadership principles. We'll explain what these are shortly.
今天我们将讨论如何钉住亚马逊的行为面试问题。候选人最常犯的错误。三测我帮你给出最佳答案。当谈到招聘时，亚马逊非常重视那些有助于显示候选人是否符合公司文化的问题。他们会问行为面试问题，行为面试问题关注的是你过去的行为和表现，公司喜欢问这些问题，因为它们揭示了相当多的人。并帮助预测你的工作表现。至少理论面试官问这些问题是为了推断你的技能，你作为一名员工的表现如何，你能在多大程度上适应亚马逊的工作文化和亚马逊的情况。他们也在寻找他们所谓的领导原则的证据。我们很快就会解释这些是什么。
Some examples of behavioral questions include. Tell me about a time when you had to make a difficult decision or tell me about a time when you came up with a simple solution to a complex problem, the most common mistakes candidates make when answering these behavioral questions is not answering them in a structured, organized manner. This is a problem because the stories you're about to tell probably come from some project you worked on over the span of a few weeks or months.
行为问题的一些例子包括。告诉我一个你不得不做出艰难决定的时刻，或者告诉我一个你想出解决复杂问题的简单方法的时刻，考生在回答这些行为问题时最常犯的错误是没有以一种有条理、有组织的方式回答它们。这是一个问题，因为你将要讲述的故事可能来自你在几周或几个月内完成的某个项目。
And as a result, if you're not answering them in a structured manner, then this can lead to you rambling, not sitting the right context for your interviewer, or not being able to give the right answer that you were trying to give. Looking for you, there's a structural way to answer every question. And this is called the star method. Star stands for situation, task, action, and result as situation. This is where you would describe the situation that you want to talk about. Task. This is where you elaborate on the tasks involved, a action. This we talk about the specific steps that you took to ensure success. And our result this is. We talk about the outcome. As you can imagine, these kinds of questions can be difficult to improvise on the spot, so it would be good to prepare for them ahead of time. You'll notice that by using the star method, you would need to worry about leaving anything out that's important or worry about wasting the interviewers time with a long winded response.
因此，如果你没有以一种有条理的方式回答问题，那么这可能会导致你东拉西扯，不能为你的面试官提供正确的背景，或者不能给出你想要给出的正确答案。寻找你，有一个结构性的方式来回答每一个问题。这就是所谓的星法。STAR代表情境、任务、行动和结果。这是你描述你想要谈论的情况的地方。任务。这是你详细阐述所涉及的任务的地方，一个行动。在此，我们将讨论您为确保成功而采取的具体步骤。我们的结果是。我们谈论结果。你可以想象，这类问题很难在现场即兴发挥，所以最好提前做好准备。你会注意到，通过使用STAR方法，你需要担心遗漏任何重要的东西，或者担心冗长的回答会浪费面试官的时间。
Now that we cleared up what behavioral interview questions are. Let's talk about how you should prepare to answer them. Amazon love to talk about their leadership principles. The idea is that amazon employees hold themselves accountable in their daily actions by demonstrating each of these 16 leadership principles. Many of these principles have been in existence at amazon from the very start while others were gradually added overtime. We'll go through each of these principles, what they mean, what kind of interview questions you might be asked to demonstrate them. As we go through each of these principles, try to think of one or two stories from your work experience that show how you demonstrate these values.
现在我们弄清楚了什么是行为面试问题。让我们来谈谈你应该如何准备回答这些问题。亚马逊喜欢谈论他们的领导原则。我们的想法是，亚马逊员工通过展示这16条领导原则中的每一条，对自己的日常行为负责。这些原则中的许多原则从一开始就存在于亚马逊，而其他原则则是随着时间的推移逐渐增加的。我们将逐一介绍这些原则，它们意味着什么，你可能会被要求回答什么样的面试问题来证明这些原则。当我们讨论这些原则时，试着从你的工作经历中想出一两个故事来展示你是如何证明这些价值观的。
So first, customer obsession, leaders start with the customer and work backwards. They work vigorously to earn and, keep customer trust. Although leaders pay attention to competitors, they obsess over their customers. Sample questions include tell me about a time when you had a deal with a very difficult customer or describe a situation where you negotiated a win, win. Next leadership principle, ownership. Leaders are owners, they think long term and don't sacrifice long term value for short term results. The act on behalf of the entire company beyond just your own team. They never say that's not my job. Sample questions for this include describe a tough situation in which you had a step into a leadership role, or tell me about a tough decision you made during a project, invents and simplify.
首先，客户至上，领导者从客户开始，然后向后工作。他们努力工作，赢得并保持客户的信任。尽管领导者关注竞争对手，但他们对客户念念不忘。示例问题包括告诉我您与一位非常难相处的客户达成交易的经历，或者描述您在谈判中取得双赢的情况。下一个领导原则，所有权。领导者是所有者，他们从长远考虑，不会为了短期结果而牺牲长期价值。代表整个公司，而不仅仅是你自己的团队。他们从不说那不是我的工作。这方面的示例问题包括描述你进入领导角色的艰难处境，或者告诉我你在一个项目中做出的艰难决定，发明和简化。
Leaders expect and require innovation and invention from their teams and always find ways to simplify. They're certainly aware, look for new ideas from everywhere and are not limited by not invented here.
领导者期望并要求他们的团队进行创新和发明，并且总能找到简化的方法。他们当然知道，到处寻找新的想法，不受这里没有发明的限制。
As we do new things, we accept that we may be misunderstood for a long period of time. Sample interview questions include tell me about a time when you solve a complex problem and how you went about doing it, or how do you handle roadblocks or obstacles? Leaders are right a lot. They have strong judgment and good instincts. They seek diverse perspectives and work to disconfirm their beliefs. Sample questions include tell me about a time when you had to make a decision without much customer data, or tell me about a time when you had to convince team members on something that you proposed, learn and be curious. Leaders are never done learning and always see to improve themselves. They're curious about new possibilities and act to explore them. Sample questions include tell me about a time when you built out a process or tell me about a skill that you recently learned higher and develop the best. Leaders raise the performance bar with every higher and promotion. They recognize exceptional talent and will remove them throughout the organization meters, developed leaders and take seriously the role in coaching others.
当我们做新的事情时，我们接受我们可能在很长一段时间内被误解。面试问题的例子包括告诉我你解决一个复杂问题的时间，以及你是如何着手解决的，或者你如何处理路障或障碍？领导是对的。他们有很强的判断力和良好的直觉。他们寻求不同的观点，并努力否定自己的信念。示例问题包括告诉我您在没有太多客户数据的情况下不得不做出决定的时候，或者告诉我您必须说服团队成员对您提出的建议、学习和好奇的时候。领导者永远不会停止学习，总是看到要提高自己。他们对新的可能性感到好奇，并采取行动去探索它们。示例问题包括“告诉我您构建流程的时间”或“告诉我您最近学到的更高技能并发展得最好的技能”。每一次晋升，领导者都会提高绩效标准。他们认可杰出的人才，并将在整个组织中淘汰他们，培养领导者，并认真对待指导他人的角色。
Simple questions include, tell me about a time when you had a conflict with someone, how did you resolve it in? What did you learn or tell me about a time when you fire? Someone insist on the highest standards? Leaders have relentlessly high standards. Many people think the standards are unreasonably high. Leaders are continually raising the bar and drive their teams to deliver high quality products, services and processes. Leaders ensure that defects do not send down the line and that problems are fixed so that they stay. Fixed. Simple questions include tell me about a time when you had to make a decision to make short term sacrifices for long term gains, or tell me about a time when you made a decision based on data and you were ultimately wrong.
简单的问题包括，告诉我你与某人发生冲突的时候，你是如何解决的？当你开枪的时候，你学到了什么或者告诉了我什么？有人坚持最高标准？领导者有严格的高标准。许多人认为标准高得不合理。领导者不断提高标准，推动团队交付高质量的产品、服务和流程。领导者确保缺陷不会出现在生产线上，并确保问题得到解决，使其保持不变。固定的。简单的问题包括告诉我你曾经为了长期收益而做出短期牺牲的决定，或者告诉我你曾经根据数据做出决定，但你最终错了。
Think big, thinking small is a self filling prophecy. Leaders create and communicate a bold direction that inspires results. They think differently and look around corners for ways to serve customers. Simple questions include tell me about your greatest success. Tell me about a time when you were creative bias for action. Speed matters in business. Many decisions and actions are reversible and do not need extensive study in value, calculated risk taking. Sample questions include, how have you convinced others to take action? Or how have you managed risk? Any projects? Reality accomplish more with less constraints, breed resourcefulness, so sufficiency and invention. There are no extra points for growing headcount, budget size or fixed expense. Tell me about a time when you turn down more resources to complete a project. Tell me about the time when you have to accomplish big results with very little budget, earn trust. Leaders listen attentively, speak candidly and treat others respectfully. You're vocally self critical, even when doing so is awkward or embarrassing. The benchmark themselves and their teams against the best simple questions include you.
从大处着眼，从小处着眼是一个自我充实的预言。领导者创造并传达一个大胆的方向，激发结果。他们以不同的方式思考，四处寻找服务客户的方法。简单的问题包括告诉我你最大的成功。告诉我你对行动有创造性偏见的时候。速度在商业中很重要。许多决策和行动是可逆的，不需要对价值进行广泛的研究，也不需要计算风险。示例问题包括“您如何说服他人采取行动？”或者你是如何管理风险的？任何项目？现实用更少的约束完成更多的事情，孕育着足智多谋，所以充足和发明。员工人数、预算规模或固定开支的增加不会带来额外的好处。请给出一个你为了完成一个项目而拒绝更多资源的例子。告诉我什么时候你必须用很少的预算完成大的成果，赢得信任。领导者认真倾听，坦率发言，尊重他人。你在口头上进行自我批评，即使这样做很尴尬。他们自己和他们的团队对最好的简单问题的基准包括你。
Give me an example of how you manage conflicts, or how do you earn the trust of your team members? Dive deep, leaders operate at all levels, stay connected to the details. Order frequently. In a skeptical when metrics and anecdot differ. No task is beneath them. Sample questions include tell me about the most complex project you've worked on or how do. You change an opinion or direction using data, have backbone disagree and commit. Leaders are obligated to respectfully challenge decisions when they disagree, even when doing so is uncomfortable or exhausting. Leaders have conviction in a tenacious. They do not compromise for the sake of social cohesion. And once the decision is determined, they commit holy. Sample questions include tell me about a time when you had a disagreement with your manager, or how do you manage difficult conversations, deliver results. Leaders focus on key inputs for their business and deliver them with the right quality and in a timely fashion. Despite setbacks, you rise to the occasion and never settle. Sample questions include describe a challenging project you worked on and why it was challenging, or how do you prioritize strive to the earth's best employer?
请举例说明您如何处理冲突，或者您如何赢得团队成员的信任？深入挖掘，领导者在各个层面运作，与细节保持联系。经常订购。当指标和AneCdot不同时，持怀疑态度。没有什么任务是他们所不能完成的。示例问题包括“告诉我你做过的最复杂的项目”或“如何做”。你用数据改变观点或方向，有主心骨不同意并做出承诺。领导者有义务在意见不一致时以尊重的态度挑战决策，即使这样做会让人感到不舒服或筋疲力尽。领导者要有坚韧不拔的信念。他们不会为了社会凝聚力而妥协。一旦决定了，他们就会变得神圣。示例问题包括告诉我您与经理发生分歧的时间，或者您如何处理困难的对话并取得成果。领导者专注于其业务的关键投入，并以正确的质量和及时的方式提供这些投入。即使遇到挫折，你也能应付自如，永不停息。示例问题包括描述你参与的一个具有挑战性的项目，以及为什么它具有挑战性，或者你如何优先努力成为地球上最好的雇主？
Leaders work every day to create is safer, more productive, higher performing, more diverse, and more just work environment. Believe with empathy have fun at work and make it easy for others who have fun. Leaders ask themselves, are my full employee is growing? Are they empowered? Are they ready for what's next? Leaders have a vision and are committed to their employees personal success, whether that be a, amazon or elsewhere. Sample questions for this one include tell me about a time when you have to motivate a team after demoralizing events, or tell me about the time when an employee give you negative feedback, success and scale, bring broad responsibility, we started in a garage, but we're not there anymore.
领导者每天都在努力创造更安全、更高效、更高效、更多样化和更公正的工作环境。带着同理心去相信，在工作中享受乐趣，并让其他享受乐趣的人也能轻松工作。领导者扪心自问，我的全体员工是否在成长？他们被授权了吗？他们准备好下一步了吗？领导者有远见，并致力于员工的个人成功，无论是A、亚马逊还是其他地方。这个问题的例子包括，告诉我在发生令人沮丧的事件后，你必须激励团队的时候，或者告诉我员工给你负面反馈的时候，成功和规模，带来广泛的责任，我们从车库开始，但我们已经不在那里了。
We're big. We impact the world and. We're far from perfect. We must be humble and thoughtful about even the secondary effects of our actions, our local communities, planet and future generations needs to be better every day. You must begin each day with the determination to make better, do better, and be better for customers. Our employees are partners in the world at large, and we must end every day knowing we can do even more tomorrow. Leaders create more than they consume and always leave things better than how they found them. Sample questions for this one include tell me about the time you had a problem and had to discover the real cause or describe the time when your project failed.
我们很大。我们影响世界。我们离完美还很远。我们必须谦虚，甚至要考虑我们行动的副作用，我们的当地社区、地球和子孙后代每天都需要变得更好。你必须以决心开始每一天，做得更好，为客户做得更好。我们的员工是整个世界的合作伙伴，我们必须在每一天结束时都知道我们明天可以做得更多。领导者创造的比他们消费的多，并且总是留下比他们发现的更好的东西。这个问题的例子包括告诉我你遇到问题的时间，必须找出真正的原因，或者描述你的项目失败的时间。
That was a lot of information. We went over what behavioral questions are and amazon 16 leadership principles. Before we end the video, i'll leave you guys with 3 pieces of advice. Don't repeat stories, share tradeoffs, and be a good storyteller. Don't repeat stories. At the end of your amazon interviews, your interviewers will get together as a committee, possibly trade notes and come to a hiring decision. If your interviewers start to realize that you're repeating stories that might be a red flag and they might think that european stories due to a lack of experience. Second, share tradeoffs. Anytime you give an answer, you feel the surface, any tradeoffs you consider when making a decision. This could be as simple as a few pros and cons about the decision that you had to make, or the approach took on a project.
那是很多信息。我们讨论了什么是行为问题和亚马逊的16条领导原则。在我们结束视频之前，我要给你们三条建议。不要重复故事，分享权衡，做一个好的故事讲述者。不要重复故事。在你的亚马逊面试结束时，你的面试官将作为一个委员会聚在一起，可能会交换意见，并做出聘用决定。如果你的面试官开始意识到你在重复故事，这可能是一个危险信号，他们可能会认为欧洲的故事是因为缺乏经验。第二，份额权衡。任何时候你给出一个答案，你都会感觉到表面，你在做决定时考虑的任何权衡。这可以简单到你必须做出的决定的一些优点和缺点，或者在一个项目上采取的方法。
And lastly, try to be a good storyteller. This can be a video in and of itself. But my piece of advice here is the surface. Any conflicts you had or obstacles that you faced. Success is never a straight path, and it's kind of like watching a good movie. There's always twists to the plot. There you have it. This is what you need to nail your amazon behavioral interview.
最后，努力成为一个好的故事讲述者。这本身就是一段视频。但我在这里的建议是表面。你遇到的任何冲突或障碍。成功从来都不是一条笔直的道路，这有点像看一部好电影。情节总有曲折。这就对了。这就是你需要搞定你的亚马逊行为面试。