Johanna

The optimal time to make a decision about the candidate is about three minutes after the end of the interview. (...) I ask interviewers to write immediate feedback after the interview, either a “hire” or “no hire”, followed by a one or two paragraph justification. It’s due 15 minutes after the interview ends.

I'm talking about hiring people who are serious about constant learning. These people don't spend their time trying to convince you of how much they know. They don't focus on their past very much. They are always focused on their future. As you interview them, they are interviewing you, trying to figure out how much they can learn from you.

But even with project managers, cascading failures remain a risk due to the nature of construction. Construction has the unfortunate combination of building mostly unique things each time (even similar projects will be built on different sites, in different weather conditions, and likely with different site crews) and consisting of tasks that are... See more

In the final analysis, Nucor probably didn’t have any core attributes that were unavailable to its competitors. It simply made better choices and was more fanatical about sticking to them. The resulting success was deserved. This is why culture eats strategy.

Scientists often bemoan the state of originality in their field. New ideas are getting “harder to find.” Progress in large fields of science and technology is “slowing down.” Scientific knowledge has been in “clear secular decline.” (One wonders about the originality of their bemoaning.) But today’s researchers aren’t getting worse at coming up... See more