Talent: How to Identify Energizers, Creatives, and Winners Around the World

In general, be wary of candidates who use a lot of negative words; it is a sign of possible future troubles and lack of cooperativeness in the workplace.

As you assess candidates, you need to figure out what is “wrong” with the particular candidate who might accept your offer, and until you do so, your mind should not rest easy.

In essence, skinless scouting games boost variety at the expense of precision. You can engage a broader set of actors working on other things to send you their deal flow in exchange for value. This is a good idea if your filtering costs are low. Conversely, if deal costs are high, you might want to consider some element of risk. Either financial ri

Here are a few somewhat more unusual questions we recommend—again, depending on context—with more questions coming in the section on how to get “meta”: “What are ten words your spouse or partner or friend would use to describe you?” “What’s the most courageous thing you’ve done?” “If you joined us and then in three to six months you were no longer

Here are some questions that not only will elicit stories but also might yield relatively interesting answers: “How did you spend your morning today?” “What’s the farthest you’ve ever been from another human?” “What’s something weird or unusual you did early on in life?” “What’s a story one of your references might tell me when I call them?” “If I

Elon Musk personally interviewed the first three thousand employees at SpaceX because he wanted to make sure the company was hiring the right people.

see stamina as one of the great underrated concepts for talent search, especially when you are looking for top performers and leaders and major achievers.

Or when conscientiousness truly does matter, make sure you interview the person’s references as well,

We both find during interviews that “downtime-revealed preferences” are more interesting than “stories about your prior jobs.”