Talgo.io

Most people are shocked when they see how much 💰 they are leaving on the table by setting for "good enough" in their hiring. Let's look at a simple thought experiment where we compare what *most* companies do and what you can do instead. ↓ ↓ ↓ Let's say we're hiring a VP of Sales. (The logic works for any key role). A top 2% candidate (an "A-Player") would add $10M of value to your biz over 5 years. A top 10% candidate ("B-Player") would add $6M in that period. This is a reasonable estimate for an important hire at the Series A stage. (The numbers and performance gap will only increase as the company grows.) Five candidates have made it through your initial interview screens. One is an A-Player and the other 4 candidates are B-Players. What is the rational investment in selecting the A-player instead of leaving it to chance? (There is a real answer.) Most interview processes cannot distinguish among these five candidates. As a result, they will choose more or less randomly (with plenty of bias thrown in). 20% of the time, you get lucky and hire the A-Player. The rest of the time, you hire the B-Player. The expected value of this hire is $6.8M. For the math nerds in the audience... 🤓 .2(10) + .8(6) = 6.8 But why settle for random in any mission-critical process in your business? World-class talent assessors make the right call around 90% of the time. Let’s be conservative and say that—with great interview training—your team can get it right 80% of the time. How much is that improvement worth? If your team selects the A-Player 80% of the time, your EV is $9.2M .8(10) + .2(6) = 9.2 Your company just increased—on average—by $2.4M by having an elite interview team and process. And that's for this *one* position! You can multiply this number by however many key hires your company needs to make over time, but it's not difficult to see the takeaway message: Investing in making your teams great at interviewing has a massively high ROI. It can make or break the trajectory of your company. World-class interviewing is one of the reasons Palantir Technologies built such an incredible company, and it's why I'm so passionate about helping other founders get their hiring right. Good luck building towards your mission 🚀

What Are The Best Questions To Ask In An Interview? It’s in the top 3 most pressing issues on the minds of the investors and management teams we train. It’s one of the most frequent search terms used by frustrated hiring managers. Everyone wants to know the "magic question." And everyone has an opinion! It’s such a big deal that we are doing a whole (free) webinar on it, this Thursday—see details below. Here’s a preview of a new framework we will unveil in that webinar—a framework that will enable you to judge the value of ANY interview question. (1) When you ask a question, you have a goal in mind—i.e., the kind of information you want to learn about the candidate. Let’s call it your INTENDED GOAL. (2) Then there is the information you are actually likely to get. Let’s call that the EFFECTIVE GOAL. Sometimes the intended goal aligns with the effective goal, sometimes it does not. Let’s look at one of the most common interview questions of all time: “Why are you interested in this job?” For the vast majority of hiring managers asking this question, the intended goal is simple. INTENDED GOAL = determine how well the job aligns with this candidate’s passions/motivations. Having seen hundreds of candidate responses to "why do you want this job," the real data you are likely to get—the effective goal—is quite different. EFFECTIVE GOAL = determine how well the candidate prepared for this interview. Candidates know this question is coming. They’ve seen the job description—and your website. All that’s left to do is to spend some time preparing a dazzling response. So what is a better question for gauging how well the job aligns with the candidate’s passions/motivations? Here are three of our favorites: > What led you to leave (prior job)? [GET DETAILS] > What options did you pursue thereafter? [GET DETAILS] > What factors motivated you to choose (new job)? [GET DETAILS] When you ask about the actual decisions a candidate made in the past, it’s much harder for them to weave a misleading narrative. The proof is in the decision itself! Our webinar will walk through the 5 "worthwhile" Effective Goals of an interview question—and 5 misguided ones. We’ll throw a whole host of magic questions against it, and see which ones make the cut. If you have a favorite interview question, send it our way—let’s give it a run! Here’s a link to sign up to the webinar: https://lnkd.in/g7_qBTkY See you Thursday! #Talgo #HiringMastery

Please join us on March 7 for a live webinar where we'll dispel common myths surrounding interview questions. Discover the underlying psychology, learn how to effectively evaluate any question, and improve your interviewing skills. Register below and share with your network! Register here: https://lnkd.in/gem62hmz #interviewquestions #talgo #hiringmastery