1. Bigger job market

Expect to see more businesses this year increase their full-time head count, making for a bigger and more competitive job market. According to Chad Brooks at Business News Daily, 36% of employers plan to expand their staff in 2015, compared to just 24% in 2014. That’s a big jump, and means that you’re going to have to be ready with clear job descriptions, competitive salary and benefits, and innovative recruiting tactics.

Stay up to date with 2015's hiring trends to make sure you're recruiting the best.

Stay up to date with 2015’s hiring trends to make sure you’re recruiting the best.

2. Video Interviewing

The time for conducting dozens of personal first-round interviews is over. More and more companies are discovering the time- and money-saving benefits of screening through on-demand digital interviews. Video interviewing can free you up to evaluate a dozen interviews in the time it would normally take to conduct one face-to-face. At TruHire, we utilize HireVue’s powerful platform to help companies hire smarter in a digital age. You will probably recognize some of the companies who hire with the HireVue platform — companies like GE, Under Armour, the Boston Red Sox, Ebay, and many more. If you want to screen more and better candidates more quickly, it’s time to consider on-demand video interviews.

3. Stricter education requirements

Another Business News Daily statistic shows that this year, as in recent years, education requirements will continue to get steeper. As four-year degrees become more prevalent and jobs continue to be increasingly technical, more jobs will require not just BA/BS degrees, but Masters degrees as well. This means that if you’re looking for an edge in your job openings, consider whether you might want to examine candidates without traditional education for your job roles. You might find some great employees that other employers are passing up.

4. Higher salary competition

You won’t be surprised to hear that in 2015 you’ll likely be paying more for new talent, according to Small Business Trends. It may sound like bad news for business owners at first, but don’t underestimate the value of happy, well-compensated employees. Employees who feel adequately paid, and thus highly valued, often rise to meet the expectations and produce stunning work. So while you may have to increase some salaries to get the best talent, it might turn out to be a good thing for your company.

5. Passive candidate recruitment

Vivian Giang of Business Insider notes that with the increasing use of LinkedIn, it is now easier than ever to find great candidates who are not actively looking for work. This kind of “passive candidate recruitment” can help you find employees who are highly valued by their employers, and therefore very likely to be of great value to you. Having your recruitment team shift some of their time looking for happily-employed, talented individuals rather than just sifting through incoming resumes can give you that much-needed edge.

What trends have you noticed, and what are you implementing in your business to adapt?


When you assess job applicants, what are the top things you look for? Mark Murphy, CEO of Leadership IQ, suggests that we should be giving more attention to attitude over skill. Skills, he says, are pretty easy to assess. Nearly every industry has a way to test a candidate’s proficiency, whether it’s IT, medical, marketing, or finance. Aptitude is slightly less easy to assess, but it is still a tangible thing. Does their past prove them to be avid learners? Do they retain information in the interview? But gauging attitude is far more tricky.

Where's the sweet-spot between hiring for skill, attitude, and aptitude?

Where’s the sweet-spot between hiring for skill, attitude, and aptitude?


The most common method for assessing a candidate’s attitude is simply to feel it out during an interview. How an applicant holds his/herself, whether or not they smile, and how positive or negative is their communication — all of these are important. But what tends to happen is the candidate has an in-person interview with a hiring manager, and that manager relies on their gut instinct. Sometimes it works, sometimes it doesn’t.

According to Mark Murphy, out of a pool of 20,000 new hires, 89% of the failures were due to attitude. Attitude matters, and clearly we don’t have the tools and training to assess it properly.

The Solution

Enter video interviews. I don’t mean Skype or Google Hangouts — I mean on-demand, pre-recorded video interviews. TruHire’s process uses the highly-acclaimed HireVue platform, which allows hiring managers and HR professionals to not only quickly screen interviews, but to evaluate, rate, annotate, and share their thoughts about each interviewee, and each question/answer.

Evaluation analytics allow you to gauge attitude like never before. When you set up your custom digital interview with TruHire, we recommend asking situational questions that can reveal the attitude and personality of the candidate. When the candidate responds to the questions, you can have up to five separate evaluators in your organization all view the same video response and share their opinions of it.

Once all the ratings are submitted, the platform charts out the ratings per candidate, and allows you to quickly and accurately predict who will fit best in your company.

It’s time to go beyond simply hiring for skills. Start hiring smarter, with TruHire’s custom, digital interviews. Contact us to get started today.

Want more information on hiring for attitude? Leadership IQ is a great resource, and they have published a ton of material on this, backed up by solid research. Check them out here.



Culture is the water in which we swim.

Culture is the water in which we swim.

One day, Fred the Fish was swimming to work. He passed his neighbor who called out “How’s the water today, Fred?” Fred replied, “What the heck is ‘water?’”

Company culture is the water we swim in, and savvy managers will not only be able to identify it, but will recognize its importance in the hiring process.

When interviewing candidates to fill positions in your company, it’s easy to neglect culture. But if they’re not the right cultural fit, you’ll face unending friction. The best time to gauge culture-fit is during the interview process. Here are five ways to find out if a candidate will integrate into your team with minimal friction:

1. Ask how they handle conflict.

Every company, from the owner down to the team leads, has its own way of handling conflict. Some work smoothly with an email to HR, preferring the accountability and formality that qualified conflict-resolvers bring to the table. Others prefer employees to face the conflict directly. Give your candidate a scenario: would they be more direct, or prefer to go through the system? Are they delicate and kind, or do they lean toward bluntness?

Finding out how they have handled conflict in the past can be a great indicator if they are going to fit well into your current team. There’s nothing like differing conflict-resolution styles to cause discord in a company!

2. Have them define “teamwork.”

There are teams, and then there are teams. Some teams are groups of experts in silos, whose efficiency is reliant on each member being masters in their fields. Other teams are cohesive project-based squads, designed for collaboration and innovation. Does your candidate hold that “iron sharpens iron,” or do they prefer autonomy and room to excel in their area while others focus on theirs?

If you hire a factory worker into your squad, you may be in for a rough ride. Asking how their previous employers structured their teams, and whether they enjoyed working in that environment or not, can shed a lot of light on how seamlessly the candidate would integrate into your team.

3. Ask if they want advancement or growth.

Some companies want employees who are looking to quickly climb the ladder, and others want employees to dig into their areas and become an unparalleled expert. Which do you want? Which do they want to be? If you’re looking to fast-track a candidate into management, make sure that’s the kind of job they’re looking for. Many organization are built almost completely on vertical growth, and others on expansion. Digging into your candidates job history can help you determine whether they would fit into your culture of growth or advancement.

4. Give them a scenario with more work than there is time.

A classic interview question asks: “you have more work than you can get done in a day, but it’s due by 5pm. What do you?” Some candidates will ask for help, some will prioritize and tackle the most important tasks, and others will come in early. There are even candidates who will simply say “what I can’t get done will have to wait until tomorrow.”

Your company has a culture that addresses this situation. Do you know how? Make sure you know what you’d prefer before you judge a candidate on this question. Will their approach to too much work fit into how your team operates, and, more importantly, how you want it to operate?

5. Ask yourself and your peers: are they likable?

Of course you can’t hire completely on likability, but it definitely goes a long way. If you don’t like them, and if your colleagues (and their potential future colleagues) don’t like them either, you’re probably going to have a problem. Teams need to like each other! Teams who don’t like each other are less productive, less creative, and less fun to manage. See how it’s easy to get peer-rankings on digital interviews with TruHire.

Guidelines, not rules

There are many other factors in hiring a new employee, but as you gauge competency don’t make the mistake of leaving culture behind! When you are intentional about creating a maintaining a company culture, your organization can increase employee retention and satisfaction, and grow your candidate pool as it becomes a more desirable place to work.

Spend less time on better candidates

With so many job-seekers on the market, it’s easy to spend an extraordinary amount of time on candidates who just aren’t the right fit. TruHire makes it easy to spend less time on better candidates with on-demand digital interviews. Work with our team to create a custom interview with a hybrid of essay, multiple choice, and video questions, then send your interview link to your candidates. Our digital interview process allows you and any evaluators you choose to quickly rank candidates and questions, narrowing down your pool to the best candidates to bring in for a face-to-face interview.

See for yourself how much time and money TruHire can save you with a FREE 30-day trial. There’s no catch—sign up for your free trial today.



Passion vs. Purpose – finding the perfect balance between these two means finding the perfect job… or at least close to it.

Finding this balance can be a difficult task – to find that equal balance of passion and purpose in your work life. It’s the happy middle that so many search for, but few find. Passion vs. financial support – love vs. dread – skill set vs. learning curve: these are all items you have to take into consideration when determining the perfect balance for the perfect job.

So, how do you get to this point? How do you determine if you should move forward in your current position or make a move in your career path?

Take these eight questions into consideration when determining passion and purpose, and by the end we bet you will have your answer.

1. What is the first thing you do when you walk into your office every day? Are you going straight to your desk to knock out things ASAP or do you grab a cup of coffee and catch up real quick with co-workers before hitting the to-do list for the day? Your environment is everything. Growth, excitement and passion are a reflection of your state of happiness and a piece of it should be visible every day.

2. Do you struggle to pick a path or to get things done? When you make your “to-do” list via calendar, notepad or computer – what’s on your list? Is your list determined by “what can I do to get through the day?” or “what’s going to make this the most successful/productive day?!”

3. Do you think about quality or quantity? With a job, quantity can often be a mark of success in the eyes of leadership; however, a focus of both quality and quantity far surpasses the numbers game when it comes to being productive and getting things done in the most efficient way. Growth and profit can happen, but will only continue to happen if the brand is reliable and trustworthy.

4. Do you stress about meetings or enjoy meetings?  Do you dread going to meetings and just try to give the shortest, most politically correct answers or do you enjoy meeting and discussing ideas, issues and solutions? Don’t get me wrong- there can be disagreements and they can sometimes be frustrating, but if the overall flow & mutual goals aren’t there, it will never work.

5. How much does your personal and work life intertwine? Yes, there should always be a good separation between the two; however, if you truly love your job, you will see an intertwining of the two as well. Do you have have friends or couples over for dinner that you’ve met through work or do you bring your husband/wife to company barbecues? If you love your job, you will want to intertwine the two, but if you have bitterness or resentment building up, you will want to keep them completely separate.

6. Do your moods change or stay the same?  Work can sometimes be stressful, but let’s be honest… being at home can sometimes be stressful too. If you are dreading coming into the office 3 or more days a week and you can tell you are “clamming up”, but you are happy at home, this could be a sign that maybe it’s not the best place for you.

7. Do you think about surviving or being successful? Are you working for the paycheck or are you working to make the most of your position and the company you are working for? Do you truly have a passion for the mission & goals of the company?

8. And finally… Are you happy? I mean truly happy. Work can be stressful, but if it taking a toll on your physical and emotional health, then it’s definitely time to consider making a move.

There will never be a “perfect job,” but in order to do great work, be successful and be truly happy, you have to find a job that is not only financially supportive, but also something that you are completely passionate about, and if you don’t have the skills, you will be able to learn the skills.

“Choose a job you love, and you will never have to work a day in your life.” –Confucius


To shy to be on camera?

Photo Credit: pat138241

Photo Credit: pat138241

The world changes and evolves daily, and one evolution within the human resources world is happening rapidly. The days of traditional interviews have long sense passed, and digital interviews are taking over the hiring world. Because of this, interviewees are having to adapt to their camera shy ways to ensure they book the job. In today’s article we’re going to take a look at 5 digital interview techniques that will ensure you’re hired. After all, your resume doesn’t speak to your abilities quite like the interview.

#1 – Look at the camera

While it may seem very uncomfortable, you’ve got to remember to look at the webcam. This is to avoid your face being lowered and the interviewer unable to look into your eyes. Look directly into the webcam and maintain eye contact with that. Sure, you’ll be seeing yourself on the screen below, and if it’s a live digital interview, you’ll be seeing the other person, but maintaining eye contact is key. When the other person is talking feel free to look down at the screen.

#2 – Speak very clearly

There’s no secret computers don’t have the clearest of microphones. Still, it’s important that you speak up and clearly to ensure your answers are heard. When you’re asked a question, take a breath and answer slowly. Don’t feel you have to rush through the questions to get to the end of the interview. The best thing you can do it take your time and develop your answers in your head. There’s nothing worse than rambling on and on for 2 minutes off topic and having to bring it around full circle.

#3 – Sit still

Don’t make a lot of movements as it becomes very distracting to the person watching your interview. Instead, sit still in a chair that you are comfortable in and don’t move too far side to side. Also, you may find it tempting to lean in to the camera, but you shouldn’t. On the other end, this gives off a sort of “fish eye” effect. When you remain still you’re allowing your interviewer to focus on you and the things you’re saying, not on why you’re rocking from side to side occasionally.

#4 – Be careful of your location

You may think it clever to film your digital interview in your bathroom, but it’s not. It raises serious questions about your level of seriousness. Instead, pick an empty room with no background noise and a blank wall behind you. Don’t have anything distracting on the walls. Your black-light poster from 8th grade does not show that you are mature enough to handle the job functions.

#5 – Stay calm

Digital interviews can be scary. They’re new, they’re unexpected, and it can be uncomfortable to watch yourself answering questions. Still, it’s important that you stay calm and relax. There’s nothing to worry about. Think of this as the pre-interview. Chances are you’ve been chosen to take the digital interview because you’re talented, dedicated, and have a superb resume with all the skills you need to thrive When you are completing your digital interview relax and know that you can do this.

If you’re on the job hunt chances are you’re going to have a digital interview. It’s time to master these techniques and book the job. If you’re a Human Resources Manager, let us help you bring digital interviewing into your process to make your life easer. Contact us today to try out the platform!


Digital interviewsIt’s time to accept that regular old walk into the office, shake a hand, and sit nervously while answering mundane questions style interviews are dying, and quickly. With all the new policies and procedures being put into place almost on a daily basis, Human Resource managers have a lot on their plate. These three reasons are proof that digital interviews are the way of the future, and they’ll take over regular interviews soon. Are you prepared?

Interviews are time-consuming.

You’re a busy, busy person. You probably spend a lot of time sifting through resumes and attempting to find the right person to call into your office, but often you call someone that just doesn’t fit the job personality-wise, but fits the bill on paper. While qualifications are absolutely important, so is personality. So, how can you avoid wasting time on regular interviews? Digital interviews are on-demand. Take your time watching candidates and analyzing how they act on camera. Don’t waste your time setting up an appointment.

Interviews are costly.

This one really does go back to the time issue, but for your employer, this is your selling point. Let’s look at the average process for finding a candidate for any particular position. First, you’ve got to create the ad, put it out there (probably on a service that costs you hundreds of dollars per day) and hope that someone decides to send in their resume. This process might be an hour to two hours. Once you’ve received 20 resumes (in this economy, if you’re lucky, it will only be 20) you’ve got to go through each of them and determine which of these candidates is worthy of an interview. This maybe takes you three to four hours. Next, you’ve got to follow up with all of these candidates, schedule interviews, and email back and forth while working through details. Now, lets consider that maybe you won’t be the only person in the interview. Now you’ve got extra schedules to coordinate. Finally, you’ve got the interviews themselves. Total, we’re looking at a full time job finding the right candidate. Sure, this gives you job security, but what about your current work load?

Interviews add to your workload.

If you’re spending countless hours trying to find the right candidate for a position, you’re not able to work on other tasks, like running the entire Human Resources department of your company. Lets face it, you’re busy, busy person. Letting digital interviews take over the hiring process for you allows you to focus on the day to day projects that you’ve got to complete to keep things running smoothly.

We could certainly go on and on about how digital interviews will help make your job easier, but we think it might be time for you to experience it yourself. After all, you’ll never know the power of the HireView platform, as brought to you by TruHire until you experience it yourself. Once you’ve hired someone using digital interviews, you’ll never want to do impersonal, cold, face-to-face first-round interviews again. Contact us for more information on how you can see the power of digital interviews.


There are very few things worse than a bad first-round interview.

A bad, first round interview is a waste of time and money for both the employer and the job seeker.

Being a part of the staffing industry for almost 20 years, it became evident to me that the recruiting industry had failed to re-invent itself in 20+ years. It had become stagnant and inefficient. I was going to change all of this.

Sure we have Monster, Career Builder and plenty of local job boards, but at the end of the day all employers and hiring managers end up doing is looking at a piece of paper- nothing more.

Furthermore, all these pieces of papers… They are just that- PAPER. You can tell nothing about a candidate from a piece of paper. There is no true way to test skills, see work ethics or get to know personalities.

This is where the idea of TruHire was born. What better way to find the PERFECT candidate than to meet a candidates before they even come in for a first round, face-to-face interview?

Solution? My initial thought was video resumes.

When feeling out the idea of video resumes, I approached a very trustworthy customer and asked what they thought about video resumes. They answered, “video resumes, no- video interviews, yes!” So, back to the drawing board I went.

Enter: TruHire, the on-demand digital interviewing process… The solution.

Digital Interviews: The New Way To Hire

Digital Interviews: The New Way To Hire

TruHire is powered by HireVue, the leading provider of digital interviewing technology. Together, we are going to change the recruiting industry forever!

For candidates:

  • Say GOODBYE to scheduling & running around town trying to park for an interview with a company you may not even like, and you may realize this from the second you walk in the door!
  • Say GOODBYE to having to do interviews on your lunch break or after work hours!
  • Say HELLO to now being able to do a digital interview any time & anywhere!
  • Say HELLO to doing 10 digital interviews with 10 different hiring managers at once without even being present!

For the hiring managers:

  • Say GOODBYE to scheduling conflicts & the overall hassle of interviewing!
  • Say HELLO to 10 interviews in 20 minutes rather than 2 days!
  • Say HELLO to more time for all the other important things you have to do!

So, will this catch on?

In 2011, less than 1% of employers used video in the hiring process. In 2012, that percentage jumped to 53%. It’s just a matter of time before the on-demand digital interview becomes the norm and commonplace in the hiring process… Even further, the ONLY way to hire!

It will catch on. It is catching on. Are you ready to jump in?

TruHire is where our story begins. Where will your story begin?