Justin Musk, who has been married to Vision Teacher Elon Musk for almost a decade, once shared a fascinating insight into the mind of former Shoshana.
“When Ayalon and I were traveling and had to fill out these forms at customs who wanted to know your occupation, Ayalon never registered ‘CEO’, ‘King of the World’ or ‘Playboy International,'” Musk says.
Yes, in his heart, the famous CEO and technological vision Ayalon Musk has long preferred to see himself, not as a great business leader or a rich man.
He sees himself as a solution to problems.
As such, Musk’s friendships attract a similar consciousness. This is why some of the smartest people in the world are looking for roles in Tesla and SpaceX: they want to crack into solving what they see as the most challenging problems in the world.
But how do Musk and society determine who to hire? When it comes to top elite solutions, how do they differentiate the best from the best?
Musk recently shared a hint.
Via Twitter, Musk has invited “Ace Engineers” to apply for a job at the “Giga Factory Berlin”, Tesla’s European battery manufacturing plant, which is currently under construction in Germany. Along with the public invitation, Musk included the following request:
“When submitting your resume, please describe some of the most difficult issues you have solved and how you solved them.”
When submitting your resume, please describe some of the most difficult issues you have solved and how you solved them
– Elon Musk (@elonmusk) November 6, 2020
On the surface, this investigation seems to be similar to a popular interview question used by countless companies around the world. But four subtle differences differentiate it and increase its value by leaps and bounds.
1. He receives it in writing.
“When you submit your resume …” Note that Musk asks candidates to provide examples of problems they have solved in writing – before entering the interview.
This is a key request. In today’s work environment, writing skills are more essential than ever. Engineers (and everyone else) need to be able to communicate their thoughts, not just through drawings and presentations, but more importantly through email, laxity and other chat platforms.
In addition, the opportunity to submit these examples in writing allows candidates time to think about the application without the pressure of a personal interview, when introverted people and deep thinkers do not often do their best work.
2. He asks for some examples.
Musk asks the candidates to “please describe some” of the difficult problems they have solved.
Smart minds may be able to solve a difficult problem or two. But the most intelligent minds are actually looking for difficult problems to solve – giving them a large pool of examples.
By request to see some of these, Musk & Co. Set the continuum high. They are looking for the best and most brilliant candidates – those who can show a pattern of ability to solve difficult problems.
3. He speaks in superlatives.
Moreover, Musk not only asks for some trouble; He asks for some of them hardest Boll.
Another subtle but important difference. Because once you concentrate on the first 1-2% of candidates, it becomes more challenging to differentiate from each other. One way to do this is to look at the types of problems that have already been solved and their level of complexity.
4. He wants to see the process.
Finally, Musk asks the candidates to show “exactly how they solved” the problem. This is how he shows his interest, not only in the solution, but in the process by which the candidate found that solution.
In other words, Musk and Tesla want to see how the potential employee thinks.
Many leading companies use a similar technique. Technology companies ask candidates to produce live coding solutions during the interview. Management consultants ask potential tenants not only to provide a solution to a case (or situation) live, but to move the interviewer through their process.
But I like Musk’s technique even better. Because although there is value in seeing candidates solve stress problems, all the problems used in these interviews have already been identified and solved by countless previous interviewees.
In contrast, by asking candidates to present examples of the most difficult problems they have solved and The processes they used to solve them, Tesla gets insights on many areas of interest, including the candidate:
- Ability to identify unique underlying problems and root causes
- Reasons to focus on specific areas of these issues
- Strengths, weaknesses and individual tendencies
Using this technique, Tesla can analyze how candidates’ problem-solving methods can be applied to similar problems faced by the company.
Therefore, if you are responsible for major rental decisions, take out a page attached to Elon’s game. Do not just ask candidates to provide examples of problems they have solved.
- Get it in writing
- Ask for some examples
- Talk about superlatives
- Ask to see the process
Performing these steps will help you find the best of the best – and set your company up to solve the most complex problems.