The Talgo Blog

Curiosity isn't just a trait; it's an essential skill for interviewers. We all have an internal sense of when we are bored and when we are engaged, and you can actually channel this into an tactical compass for becoming a better, more precise interviewer.

First, a note on relevance. The interview...

Our hiring philosophy stands clear: source actively from your networks. Make this your primary strategy, enhanced by recruiters, and rely less on passive tactics like job postings.

Here are the advantages of a network-based sourcing approach for your company:

Higher Quality Candidates. Top...

One of the biggest dangers in hiring is that you end up swapping out a difficult question (is this the right person for the job?) for a much easier one (do I like this person?). It’s easy to see why that can lead to less-than-desirable hiring outcomes.

What’s more difficult is...

When generating a Target (Results Expected + Competencies) there are several questions that you can use to clarify what is essential for the role.

For Results Expected, you can ask questions like: “Imagine this person is a star in 6-12 months. What data would you rely on to make this...

Follow this checklist to scan for “low-hanging” fruit at your company’s hiring process, covering everything from role definition to closing the deal.

1. Using Generic Job Descriptions

Problem: Those boilerplate job descriptions won't tell you anything useful. They’re too...

Time management is one of the biggest differentiators between elite and average interviewers. You can expect a skilled interviewer to get 2-3x the number of actionable stories compared to a typical interviewer.

Obviously, those additional data points increase your hiring accuracy, as you will...

Good interviewing is paradoxically easier and harder than the typical way that most people interview.

The main reason it’s easier is because it turns out that you actually don’t have to ask convoluted, multi-part questions about ultra-specific topics in order to get great data from...

The amount of hiring advice can sometimes be overwhelming. You can reduce a lot of the noise by focusing on the two types of errors that are possible and then working systematically to reduce them.

1. There are two types of selection errors in hiring: hiring the wrong person (false positives) and...

A cornerstone of our hiring philosophy is the Target: a document with a discrete list of Results Expected and Competencies.

Taking the time to create this document has many benefits that we’ve discussed before: getting internal alignment, informing your external communications to...