The Amazon working backwards method is an innovative product development approach that begins with the end in mind. The product team kicks off the process by imagining the product as if it were already available on the market. The next step is to create a press release announcing the product’s availability, with the intended audience being the product’s target customer.
The product team can customize the mock press announcement as they see fit. However, according to Ian McAllister, a former Amazon director and current head of product at Airbnb, the announcement should include essential details such as the product’s name, the intended customer, the problem the product solves, the benefits to the customer, a quote from someone at the company explaining why the product was developed, and a call to action for customers to take advantage of the product immediately. An optional addendum could also answer any business or tactical questions about building the product.
The product team should spend ample time revising and shortening the press release’s verbiage to ensure that it is clear, concise, and compelling.
The working backward method has several benefits for product development. First, drafting a press release is a more accessible and less resource-intensive method than building a minimum viable product or conducting customer surveys. The press release serves as a gut-check for the product team to gauge their enthusiasm for the product idea and identify any gaps in the product’s development.
The press release can become a useful guide during development, serving as a strategic product roadmap to keep the team aligned and focused on the product’s big ideas and plans. Finally, the working backward method supports Amazon’s customer-centric approach by compelling the product team to consider all the reasons for building the hypothetical product and crafting a compelling news release that convinces the target customer to purchase the product.
How to work backwards in the recruiting process?
Working backward in recruiting involves starting with the end goal in mind and then identifying the steps needed to reach that goal. Here are some steps to help you work backward in recruiting:
Define the end goal: Start by defining the end goal, which could be to fill a particular role in your organization. This will help you determine the skills, qualifications, and experience required for the job.
Identify the target candidate: Once you have defined the end goal, identify the target candidate who possesses the skills, qualifications, and experience required for the job. This could involve creating a detailed job description and person specification that outlines the essential and desirable skills and qualifications for the role.
Develop a sourcing strategy: Once you have identified the target candidate, develop a sourcing strategy that enables you to reach out to the right candidates. This could involve leveraging your organization’s network, using online job boards and social media platforms, or partnering with recruitment agencies.
Conduct candidate assessments: Once you have identified potential candidates, assess their skills, qualifications, and experience to determine if they meet the job requirements. This could involve conducting interviews, skills assessments, and reference checks.
Select the right candidate: After assessing candidates, select the best candidate for the job based on their skills, qualifications, experience, and cultural fit. This could involve making a job offer and negotiating terms of employment.
In summary, the working backward method can be an effective tool for the recruiting process by ensuring a thoughtful, intentional, and strategic approach to product development. By starting with the end goal and working backward, recruiting teams can identify the right candidates with the necessary skills and qualifications to deliver a product that meets customer needs and achieves business success.
Want to learn more? I recommend reading my book: “Working Backwards in Recruiting” available on amazon
Recommended Reading:
Interview with David Puente
Persuasion techniques in recruiting
Time management in Talent Sourcing
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