Why keep referring good people if less than one in twenty actually got hired?
Laszlo Bock • Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead
Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead
Laszlo Bock • 1 highlight
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A promotion packet that has no constructive feedback is actually a warning sign to review committees.
Laszlo Bock • Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead
When reviewing any candidate’s background, you must identify whether they have demonstrated themselves to be extraordinary in some way. The most obvious demonstration is outstanding performance within an outstanding peer group. If you’re less than excited to hire someone for a particular job, don’t do it. The two of you will probably make each othe
... See moreRay Dalio • Principles: Life and Work
Consider a manager selecting between two applicants, the first with a Harvard degree and the second without. Even if the manager has learned that the second applicant is more qualified for the job, in many workplaces it would be more prudent for the manager to choose the first applicant. If the manager passes up the first applicant in favor o
... See moreSamo Burja • Intellectual Legitimacy | Samo Burja
These preparations should take you half an hour or so, a small investment that can make a significant difference in the quality of the people you hire. To avoid halo effects, you must collect the information on one trait at a time, scoring each before you move on to the next one. Do not skip around. To evaluate each candidate, add up the six scores
... See moreDaniel Kahneman • Thinking, Fast and Slow
Don’t pay people for the number of people they lead or the lines of code they write. Pay them for the results they generate.
The above philosophy is powerful and liberating. It doesn’t matter if you are an individual contributor (IC), a technical lead, or a team lead. What matters is how much your contributions affect the bottom line of the busines... See more
The above philosophy is powerful and liberating. It doesn’t matter if you are an individual contributor (IC), a technical lead, or a team lead. What matters is how much your contributions affect the bottom line of the busines... See more
Elliot Graebert • An impact-based level system for engineering organizations
Hiring is all about probabilities. When we evaluate a candidate, we are basically just trying to predict whether that candidate will be a success in the position being filled. We're trying to know the future, but we have no prophets and no Oracle.