The Talgo Blog

This is the second part of the series. If you haven’t already, you should read part one first.

Divide and Conquer Approach

One of the benefits to a new interviewer of a divide-and-conquer approach is that it lets people form a data-driven judgment of a specific slice of the candidate rather...

You know hiring the right people for your company is crucial. You also understand the central role that interviewing plays to that end. But how do you make high-quality interviewing a sustainable process?

You need a reliable, consistent approach for leveling-up your new interviewers. Here are...

Recently on Twitter, one of the accounts I follow posted:

What’s interesting is that this advice actually applies to the other side of the table—the Hiring Manager—as well. If a candidate meets 100% of a long list of qualifications you’ve created, this may actually be a...

Our guidance and training is aimed at helping you maximize your hiring accuracy. (And creating a great candidate experience so that those people who do receive an offer from you are excited to say yes.)

One way you do this is—the main way—is by minimizing false positives. Think of the...

Your goal is to hire great people. That decision requires reliable data of which the interview process is a crucial component. You obviously want to gather as much relevant data per unit of time as you possibly can, subject to also ensuring that the candidate has a fantastic experience.

Given...

Great leaders and investors know the unique power of hiring exceptional talent—the proverbial “best of the best.” A few outstanding hires, particularly in leadership roles, can change the destiny of a company. But how do you differentially attract these top 5% performers?

...

This is the latest in our series about how to unpack various types of stories in candidate interviews—see blog.talgo.io for other story archetypes!

For many human beings, effort itself is intrinsically rewarding. When you interview these people about their proud moments or accomplishments,...

Interviewing is a massive pain point for most high-growth companies. “What questions should we be asking? What information should we be seeking in our follow-ups? How do we improve time management, get past the candidate’s ‘spin’, interpret the data we’ve gathered,...

(And How To Ask Instead)

Closed-ended questions are ones that can be answered with a simple “yes” or “no.” Questions like: “Did you…?”, “Could you…?”, “Was there…?” etc.

In candidate interviews, closed-ended...