Job interviews at tech giants like Google, Twitter, or Microsoft can be notoriously challenging with technical questions like "reverse a linked list" and brainteasers like “Why is a manhole round?” or "How many ping pong balls would fill a 747?" However, these interview questions are rapidly falling out of fashion in Silicon Valley because they can’t measure what they are supposed to.

Employee performance management used to be an end-of-the-year event for most companies, in which, people were rated and ranked based on the assessment results. However, this outdated way of evaluating that promote the competition between workers rather than bringing them together. This explains why the old “competitive evaluation” model is slowly being replaced by the “coaching and development” model, which is more consistent and more focused on the employees. Today, the majority of leading companies have chosen to apply continuous performance review practices.

The current job market is candidate-driven. This means the top quality talents now have in their hands the power to pick a particular employer based on their likings. As a result, acquiring skilled talents is becoming even more competitive, expensive and time-consuming. Fortunately, there are innovative recruitment trends in 2019 that can make the life of recruiters much easier. 

In 2014, LinkedIn embarked on the journey of recruiting 100 individuals over the course of 60 days. Many thought it was an overstretching goal but LinkedIn managed to overcome such a challenge. How did they do it? What are the critical steps to a successful mass recruitment campaign? 

Motivating employees can be one of your biggest challenges as an employer, but learning how to inspire your workforce is the key to a successful organisation. Constant pressure to increase productivity, profitability and revenue growth can often overshadow the importance of how an unengaged workforce can negatively affect corporate performance.

Our mindsets, the indicator of our belief and attitude towards our own abilities, are the key factor that affects how we behave and influence those around us. Researchers have concluded that one’s mindset can have great impacts on their future successes and that one’s belief can either makes them or breaks them.

Modern travellers expect a seamless journey, from destination research to hotel booking, flight confirmation, and local hangout suggestions, up until when they reach their homes. However, the hospitality industry has been slow in adopting new technologies. Hotel solutions are neither intuitive nor capable of making full use of the abundant customer data. Will the hospitality industry continue relying on Online Travel Agencies (OTAs) to bring in more revenue? Or there will be service providers confident enough to take on the challenges that hotels present?

Sustainability has been top of mind among hoteliers in recent years as tourists are increasingly concerned about the environmental issues. In fact, green practices adopted by hotels may soon become critical factors for travellers when choosing and booking accommodation to stay in.

One’s mindset is defined as the perception of achieving goals in both the professional and personal lives. In other words, a mindset helps define one’s personality. It reflects the way an individual views and acts toward life, how they perceive success and failure, as well as determining their emotional, cognitive, behavioural and neural responses to these experiences.

One definite thing about the hospitality industry is that the customer’s behaviours never stay the same and that they are easily affected by many factors. For customers, the new era of digitalisation has fundamentally transformed the customer experience.