Recent TRG blog posts

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 However, this outdated way of evaluating that promote the competition between workers rather than bringing them together.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.

As we move into a new era of recruiting, the age of the resume may be drawing to a close. Social media is becoming increasingly popular as a way for recruiters to find the best possible candidates for open positions. According to a recent survey by Jobvite, 92 percent of recruiters are using social media to find new talent in 2012. The survey reports, “Social recruiting has become an essential resource in the war for talent as competition is fiercer than ever.”

If a stranger asks you to rank your management team on a scale of one to ten in areas such as communication, delegation, etc, what would you say? Most people would rank them unrealistically high for fear that their answers would get back to their boss. How many of you can say that you would answer 100 percent truthfully in your own opinion?

Do you know what is important to your prospective and current employees? Do you work hard to meet those needs? If you answered yes to both questions, then you probably have a low employee turnover rate. However, this is not the case for all employers and many companies struggle with the issue of employee turnover.

Leaders are catalysts for change in organisations and managers are necessary for managing change through the rank and file workforce. Unfortunately some managers resist change, especially if they have already lived through previous change initiatives that forced them to do more with less. Managers who are unwilling to embrace change have distinct characteristics that put them "at risk" for derailing in their careers.

Growth is a constant topic of conversation these days. Executives want to grow their leadership skills. Health-conscious folks want to grow their own food. Bodybuilders want to increase the size of their muscles. Companies desire to exponentially grow their sales numbers.