Recent TRG blog posts

Recruitment is a series of challenges that the HR department has to continually solve, from sourcing candidates to screening, interviewing, choosing the best fit and persuading them to accept the offer. Each challenge can be solved, but how well depends on organisations’ willingness to look at each group of candidates and do the following as it pertains to the successful recruitment of each group’s members: 1) keep the effective solutions, 2) stop the ineffective ones and 3) start new strategies. This is called the K-S-S method.

Over the last three weeks, we have discussed about Millennials’ role in today’s business scene, the challenges facing them when working in team and some suggestions on overcoming generation gap. But eventually, you can’t solve the problem if you don’t touch the root cause. Millennials are usually described as intelligent, tech-savvy and creative. However, it seems like they want to show that either they are competent or possess leadership potential in team discussion. That explains why many young people tend to dominate the discussion, resulting in much more unnecessary tension.

In the last post, we pinpointed two factors that turn Millennials in to troublesome team players. We know that teamwork and collaboration activities are becoming an integral part in any organisation. And the talented, dynamic young people are playing more important role in the organisations than ever as well. But it will be a problem if these two essential elements are not on par with each other, especially due to such an external factor that three generations are working under the same roof. This time, we recommend six concrete advices for you to eradicate the differences between generations in your team.

In the last blogs, we proved that most traditional job interviews are unreliable, and explained why companies like Google are moving away from using this popular selection tool. This is not to say companies should abandon job interviews altogether. Job interviews have become an integral part of the recruitment process. It is the way interviews are conducted that must be changed.

Just in the past few years, the frequency of teamwork and collaboration activities at work has doubled, urging organisations to find people with good teamwork skill. Ironically, “lack of teamwork skill” is among the most common complaint about Millennials. But since more and more young people are entering the labour market, it’s time that they and even the employers identify and tackle the factors that make teamwork less thrilling but more challenging for themselves.

Nobody is naturally a good team player. What matters is the individual’s core behaviours as well as their surrounding environment. Therefore, don’t let the common misconceptions about Millennials cloud your judgement. There might be both internal and external factors that have an impact on their performance in a team setting.

Read more: Do we really know the Millennials?

Media has mentioned them thousands of time: the “We” generation, the multi-task masters, the smartphone generations, etc. They are Millennials. In this blog series for November, let’s zoom in the generation which has already garnered a lot of attention for their “invasion” of the global workforce.

Job interviews are arguably the most beloved employee selection tool. They are so widely used that interviews are synonymous with the hiring process. However, most job interviews are unstructured and prove to be unreliable and ineffective. That is, they fail to predict actual employee performance.

Learn more: Your complete guide to Psychometric Assessments

Cognitive biases are unintentional flaws in our ways of processing information and reaching judgements. We are all subject to some types of cognitive biases to a certain extent when making decisions.

Unstructured interviews are the most ubiquitous selection method. In spite of the fact that many studies prove the incredibility of unstructured interviews, many HR professionals still jump on the bandwagon.