In the corporate world, where conformity and predictability often reign supreme, Tony Hsieh, the former CEO of Zappos, dared to challenge the status quo. His unconventional approach to interviewing candidates has become the stuff of legend, leaving many scratching their heads while others applaud his ingenuity. Through his offbeat questions, Hsieh sought to uncover the true essence of potential employees, ensuring they were a perfect fit for Zappos’ unique culture.
The “How Weird Are You?” Conundrum
Perhaps the most infamous of Hsieh’s interview questions is the one that has baffled countless job seekers: “On a scale of 1 to 10, how weird are you?” At first glance, this query might seem like a random curveball, but it serves a profound purpose. Hsieh wasn’t necessarily looking for a specific numerical answer; rather, he wanted to observe how candidates reacted to such an unconventional inquiry.
Zappos, as a company, prides itself on fostering a culture of individuality and embracing the quirks that make each employee unique. By asking this question, Hsieh aimed to gauge whether a candidate possessed the self-awareness and comfort level to be their authentic self in the workplace.
In Hsieh’s own words:
“Our whole belief is that everyone is a little weird somehow, so it’s really more just a fun way of saying that we really recognize and celebrate each person’s individuality, and we want their true personalities to shine in the workplace environment, whether it’s with co-workers or when talking with customers.”
The “how weird are you?” question serves as a litmus test, separating those who are too “strait-laced” (a 1 on the scale) and those who might be “too psychotic” (a 10) for Zappos’ culture. It’s a delicate balance, and Hsieh wasn’t necessarily seeking a specific numerical response but rather a glimpse into the candidate’s authentic personality.
Unveiling Misperceptions and Self-Awareness
Another thought-provoking question Hsieh posed to potential hires was: “If you had to name something, what would you say is the biggest misperception that people have of you?” This query was often followed by a probing follow-up: “What’s the difference between misperception and perception?”
By asking candidates to reflect on how others perceive them, Hsieh sought to uncover their level of self-awareness and honesty. As he explained, “If someone is self-aware, then they can always continue to grow. If they’re not self-aware, I think it’s harder for them to evolve or adapt beyond who they already are.”
This line of questioning cuts through the carefully crafted façade that many interviewees present, forcing them to confront their own biases and assumptions. It’s a testament to Hsieh’s belief that self-awareness and growth are essential for success within Zappos’ dynamic and evolving culture.
Revealing Hidden Complexities
In addition to probing candidates’ self-awareness, Hsieh also aimed to uncover their hidden complexities through a unique hypothetical scenario. The question posed was: “Let’s assume we’ve worked together now for six months. There’s something that I’m going to observe of you that I have no idea about right now. What would that be?”
This question, as explained by Wendy Lea, a fellow CEO who admired Hsieh’s approach, “forces them to clean out their closet a little bit.” It invites candidates to acknowledge their own flaws, quirks, or unexpected traits that might not be immediately apparent during the interview process.
By encouraging candidates to reveal their complexities, Hsieh sought to gauge their level of authenticity and whether they would be a good cultural fit within Zappos’ dynamic environment. As Lea aptly stated, “The human condition is so complex. I’m not a zipped-up girl. I have moods. I have emotion. I need people to show me their own complexity, because if they don’t have any, they may freak out with me.”
Unveiling Growth Potential
Finally, Hsieh’s interview arsenal included a question designed to assess a candidate’s growth potential and self-awareness. As described by Seth Besmertnik, CEO of Conductor, the question goes like this: “I ask people where they want to be in the future. They tell me, and then I say, ‘Do you think you’re going to be different then than you are today?’ And they’ll usually say, ‘Of course I’m going to be different.’ Then I’ll say: ‘So how are you going to grow from the person you are today to the person you are then? Where do you most need to grow to achieve where you need to go?'”
This multi-layered query is a masterful way of indirectly probing a candidate’s weaknesses and areas for improvement. By framing the question within the context of future growth and aspirations, Hsieh disarms the defensive mechanisms that often kick in when candidates are directly asked about their flaws.
As Besmertnik explained, “From that answer, you get a strong sense of a person’s confidence. If people are confident, they’re willing to admit weaknesses and insecurities. And you get a sense of how self-aware they are.”
Embracing Authenticity and Growth
In a world where many interviews are reduced to rehearsed scripts and carefully curated personas, Tony Hsieh’s unconventional approach stands out as a breath of fresh air. Through his thought-provoking questions, he sought to peel back the layers of pretense and uncover the true essence of potential employees.
By encouraging candidates to embrace their quirks, acknowledge their misperceptions, reveal their complexities, and confront their areas for growth, Hsieh created an environment where authenticity and self-awareness were not just valued but celebrated.
In the end, Hsieh’s interview tactics were not mere gimmicks but rather a reflection of Zappos’ core values and commitment to fostering a unique corporate culture. By challenging candidates to step outside their comfort zones and engage in genuine self-reflection, he ensured that those who joined the Zappos team were not only skilled professionals but also individuals who possessed the courage to be their authentic selves – quirks, complexities, and all.
Why the Number One Priority of Zappos is NOT Customer Service | Zappos CEO Tony Hsieh
FAQ
Which is an open ended interview question?
What leadership style does Zappos use?
