Tag: regard

Big forward, little forward

When most teams play a front two, it comprises of a small quick guy (called the Number Ten) and a big guy (called the Number Nine). The convention is that when the team is defending, one of these two stays up ahead (just beating the off-side mark, wherever the opposition defence line is), while the other tracks back in order to help out with the defence. The worldwide convention in this regard is for the Number Nine to stay up front in anticipation of an attack while the Number Ten drops back to defend.

Liverpool, of late, however, have played differently. Their Number Ten (figuratively, since he wears seven on his back) Luis Suarez is the one usually left alone upfront when the team is defending, while the number Nine Andy Carroll tracks back to help out in defence.

The logic of this policy is two-fold. One, an additional big player coming back to defend means greater ability to win defensive headers within the box (think of it in terms of winning rebounds in basketball). Secondly, Liverpool under Dalglish have preferred a pass-the-ball-out-of-defence method rather than clearances. This means that when the offence breaks and a counterattack is to be launched, the ball is more likely to be played along the ground to the forward rather than up in the air. And Suarez is the more likely of the pair of forwards more likely to make use of that.

So what is the concept behind the conventional wisdom of leaving Nine upfront with Ten dropping back into defence? The typical strategy in English football is to clear the ball out of defence rather than passing it out, and the big number nine is well positioned to receive it upfront. The big nines usually also have the ability to ‘hold up’ the ball, to allow his team-mates to join him. The number ten, being quick, is able to quickly join the number nine in attack.

The other factor behind leaving the number nine upfront is that they are usually one-dimensional players, with the only abilities being to win headers and hold up the ball. They are either no good in defence, or have big strikers’ egos that prevents from joining defence effectively. Number tens, on the other hand are more skilled all-round and are more likely to come of use in defence.

In this sense, Carroll is not bad at defence, and more importantly he is young and out of form, which makes it easy for Dalglish to force him to track back while defending. So far, it seems to be working.

CTR

Ok this is a post that has been delayed by about a couple of weeks. One of those things that has been in my head now for a while so writing it. So some two or three Sundays back (more likely to be two) I went to the famous CTR in Malleswaram for breakfast. For the first time ever. Yeah I now it’s supposed to be a classic place and all that but it’s only now that I’m getting acquainted with north/west parts of Bangalore so had completely missed out on this so far.

So as per what several people had told me at various points of time in life, the Masala Dosa at CTR was brilliant. Unparalleled. The difference between CTR and Vidyarthi Bhavan is that the former makes masala dosa just the way that other restaurants do, but only much better and tastier. The dosa at Vidyarthi Bhavan is a different animal altogether and am told the has very different composition to what is made in other restaurants.

There is another important difference between CTR and Vidyarthi Bhavan and thats in terms of service and crowd management. Vidyarthi Bhavan does an excellent job in this regard, striving to “rotate table covers” as quickly as possible. Within moments of you taking your seat, your order gets taken, the dosa arrives, as does the bill and a look from the waiter asking you what the fuck you are doing there considering you have finished your tiffin. Extremely efficient from the point of view of the restaurant (in terms of maximizing capacity) and for customers looking for a quick dosa, but not so from the point of view of people who want to linger for a while and chat.

Unfortunately the one time I’ve been to CTR (2 sundays back) I was in a bit of a hurry since I had to go attend a quiz. Maybe the intention of the restaurant is to allow customers to sit for a while and chat up, but I don’t know if you can actually do that since at any given point of time (reports might be biased since this was a Sunday morning, 9am) there are four people waiting for you to leave so that they can grab your seat. This large crowd that is in waiting is also I think a result of slow service at the restaurant (simple queuing theory – for a given arrival rate, the slower the service rate, the more the average queue length).

There were some simple tasks in which CTR didn’t do so well. For example, making a customer wait for ten minutes before you take his order is not only ten minutes wasted for him, it is also ten minutes of absolutely unproductive “table time” – something that a fast food place like this can’t really afford. And then the ordered items also took a long time to arrive (again, most people at CTR have the same order – one “masaal” so I do hope the make dosas “to stock”) – but then their kitchen capacity may not match up to the capacity of the seating area (which isn’t too much). You pay bill at the table itself rather than at the counter which means you sit there for even longer. And so forth.

This post is supposed to be a part of this series that I was writing some four years back examining the Supply Chain practices and delivery models at various fast food restaurants in Bangalore. I have only one observation with respect to CTR and based on that I don’t give it very high marks in terms of supply chain and delivery efficiency. However, the dosa there is so awesome that I’m sure that I’ll brave the crowds and go there more often and might be able to make better observations about the process.

Arranged Scissors 12 – Rejection Sharing Agreements

This is similar to the Klose-Podolski corollary to the Goalkeeper Theory. To refresh your memory, or to fresh it in case I haven’t mentioned this earlier, the Klose-Podolski corollary refers to a case of two close friends who decide to hit on the same person. The implicit understanding is that they don’t regard each other as rivals but blade together, and first get rid of all the other suitors before they engage in one last showdown so that the bladee picks one of them.

We came up with this corollary to the Goalkeeper Theory shortly after the 2006 Football World Cup, during which Klose and Podolki formed a cracking strike partnership for Germany. Later on, they were to play together for Bayerrn Munchen, but like most Klose-Podolski arrangements, they too ended up in bitterness with Poodolski (who scored the lesser number of goals among the two) publicly voicing his bitterness and finally transferring to his “native” Koln.

Now that the crazy digression is out of the way, let me get to the point. Today is the first day of Navaratri, and with the inauspicious “Mahalaya Paksha” having gotten out of the way, arranged scissors is back in full earnest. This also means that I re-enter the market, though I’m still yet to list myself (don’t plan to for a while at least. OTC is said to give superior valuations). And some casual conversation and some not-so-casual phone calls this morning, I have been thinking of the arranged marriage equivalent of the Klose-Podolski arrangement.

So basically, as part of this arrangements, two parties who are looking to hit the same side of the deal strike a deal to share “rejection information” with each other. “Rejection information” can be of the following two types:

  • Today I found out about this girl. She seems to be really good in most respects – good looking, rich, good family background, virgin and all that. But for some (usually random) reason, my son doesn’t want to marry her. Why don’t you try her for your son?
  • Today I found out about this girl. Talked to her, her parents, etc. Doesn’t seem like a good prospect at all. She is either ugly or too “forward” or her family background is bad. I think the chances of her getting along with your son is quite low. Don’t waste your time with her.

Note that both of this is extremely useful information, especially in an illiquid market. What is important here is the nature of people with whom you strike such agreements. The basic thing is that your correlation with them should neither be too low nor too high. Ideally, they should belong to the same/similar caste, should have a fairly similar family background, etc. but the boys shouldn’t be too similar. Yeah, I think that is a fair criterion – they should be as similar as possible in terms of “arranged criteria” but as different as possible in terms of “louvvu criteria”.

Basically if the correlation is too low, then you can’t really trust their judgment on counterparties. On the other hand, if the correlation is too high, then it is extremely likely that they turn out to be “rivals” and that if one party rejects a girl, it’s unlikely that the other party will like the girl. I supppose you get what I’m talking about.

One downside to such agreements that I can think of – it might cause bitterness later on in life, long after the goal has been scored. The feeling that “this guy married a girl that I rejected” or the other way round might come back to haunt you later on in life.

Interview length

When I interviewed for my current job four months back, I was put through over twelve hours of high-quality interviews. This includes both telephonic and face-to-face processes (on one day, I was called to the office and grilled from 1030am to 630pm) and by “high quality”, I’m referring to the standard of questions that I was asked.

All the interviews were extremely enjoyable, and I had fun solving the problems that had been thrown at me. I must mention here that the entire process was a “stud interview” – one that tried to evaluate me on my thought process rather than evaluating what I know. I’ve also been through a few “fighter interviews” – ones where the interviewer just spends time finding out your “knowledge” – and I don’t remember taking a single job so far after passing this kind of an interview.

So recently I read this post by Seth Godin that someone had shared on Google Reader, where he says that there exists just no point in having long interviews and so interviews should be kept short and to the point. That way, he says, people’s time gets wasted less and the candidate also doesn’t need to waste much time interviewing. After reading that, I was trying to put my personal experience into perspective.

One thing is that in a “stud interview”, where you throw tough problems at the candidate, one of the key “steps” in the solution process is for an insight to hit the candidate. Even if you give hints, and mark liberally for “steps”, the “cracking” of the problem usually depends upon an insight. And it isn’t fair to expect that an insight hits the candidate on each and every question, and so the way to take out this factor is by having a large number of questions. Which means the interview takes longer.

The other thing about the length of the interview is signaling. Twelve hours of hardcore problem-solving sends out a signal to the candidate with regard to the quality of the group. It gives an idea to the candidate about what it takes to get into the group. It says that every person working in the group had to go through this kind of a process and hence is likely to be of high quality.

Another thing with the “stud interview” is that it also directly gives the candidate an idea of the quality of the people interviewing. Typically, hard math-puzzle based interviews are difficult to “take” (for the interviewer). So putting the candidate through this large number of math-problem-solving interviews tells him that the large number of people interviewing him are all good enough to take this kind of an interview. And this kind of interviews are also ruthless on the interviewer – it is usually not hard for a smart candidate to see through it if he thinks the interviewer has just mugged the answer to a question without actually solving it.

All put together, when you are recruiting for a job based on “stud interviews”, it makes sense for you to take time, and make the candidate go through several rounds. It also usually helps that most of these “stud interviews” are usually fun for the candidate also. On the other hand, if you are only willing to test what the candidate knows and are not really interested in the way he thinks, then you might follow Godin’s suggestion and keep the interview short.