The Talgo Blog

“Where do you go with this story?” It’s a question we are often asked in our interview coaching. This post is the next in a series that will discuss common “story archetypes” that candidates share, and what kinds of information you are seeking with your follow-up...

“Where do you go with this story?” It’s a question we are often asked in our interview coaching. This post is the third in a series that will discuss common “story archetypes” that candidates share, and what kinds of information you are seeking with your follow-up...

“Where do you go with THIS story?” It’s a question we are often asked in our interview coaching. This post is the next in a series that will discuss common “story archetypes” that candidates share, and what kinds of information you are seeking with your follow-up...

In your journey from good to great as an interviewer, there's an unlikely obstacle in the path: your own politeness. Being polite is fine, but it needs to take a backseat to something much more important: curiosity.

Here's the common pattern I see with new interviewers I coach. They are too...

“Ok Jordan, where do you go with this story?” It’s a question we are often asked in our coaching work. This post is the first in a series that will discuss common “story archetypes” that candidates share, and what kinds of information you are seeking in each. More to...

Business conversations are full of playback. A colleague tells you something (insights from an analysis, a requested action, etc.) and you “play it back” to ensure you got it right. In most business interactions, playback is a great thing—it helps us eliminate confusion.

Many...

Have you ever been in an interview that was a struggle from the very beginning? You start late, and find yourself in “apology mode?” The candidate asks an unexpected question, and you find yourself hogging airtime for the first 5 minutes? You share too much information about yourself,...

We’ve all sat across the table from candidates who aren't forthcoming with their mistakes and weaknesses. It’s never a good sign, and it’s usually a deal-killer, especially when the issue is consistent and pronounced.

But sometimes we see only slight signs of this concern....

I am often asked some version of the following question, based on my experiences as an executive assessor and interviewing coach:“What factor correlates most strongly with success in a role? What’s the most important trait to assess?”

Unfortunately there is no single factor...