{"type":"rich","version":"1.0","provider_name":"Transistor","provider_url":"https://transistor.fm","author_name":"Ecomm Breakthrough","title":"Five Secret Questions To Ask Candidates in Interviews To Identify A-Level Talent With Steve Cadigan","html":"","width":"100%","height":180,"duration":4023,"description":"Steve Cadigan is the Advisor and Talent Hacker at Cadigan Talent Ventures, a talent strategies advisory firm based in Silicon Valley. He’s also LinkedIn's inaugural Chief HR Officer and author of Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working. A luminary in talent advisory, Steve is sought after by esteemed organizations like Google, Salesforce, the Royal Bank of Scotland, and the BBC. His expertise also benefits top-tier venture capital and consulting firms, including Sequoia and McKinsey. Throughout his illustrious career, Steve has consistently excelled in team-building, shaping workplace culture, and transforming organizations into world-class performers. Acknowledged by publications such as The Wall Street Journal and Fortune Magazine, Steve was named one of the Top 200 Global Thought Leaders in People and Talent in 2021. Recently, he transitioned to assisting new businesses and entrepreneurs in shaping workplace cultures and building teams to scale their enterprises. In this episode… In the competitive world of recruitment, discovering A-level talent demands a strategic approach. To facilitate more informed decisions in assembling a high-performing team, what are essential questions to ask to gather a deeper understanding of candidates? Uncovering A-level talent necessitates a thoughtful approach. To build a high-performing team, former Chief HR Officer of LinkedIn Steve Cadigan advises defining the culture you aim to cultivate within your organization. Besides asking what sets you apart from industry giants, clarify why potential employees would choose your company. During the interview process, Steve says it’s vital to delve into the candidate's resumé to understand why they left previous roles and pinpoint their proudest achievements. Uncover their experiences with managers — both positive and negative — to gauge their expectations. Additionally, assess the environments where they've thrived or created. A critical...","thumbnail_url":"https://img.transistorcdn.com/rDugftpwArDFD3SFw7DwwtqqafzCU6Q6Bj5ulQ4oR64/rs:fill:0:0:1/w:400/h:400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS9zaG93/LzUwMjAyLzE3MDkw/Nzc0NzctYXJ0d29y/ay5qcGc.webp","thumbnail_width":300,"thumbnail_height":300}