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.


now-hiring-stockThere will be millions of US jobs posted this year, which means that as you post new job openings for your company, you need to be strategic about how you get your positions in front of the right people. Everyone is vying for the best talent, so how do you get discovered, let alone stand out? Here are five ways that can help:

1. Think about your brand

This is a long game, but it’s worth the effort. Your brand identity really matters; remember, interviews go two ways! Yours needs to be a company which can be immediately established as not only “legitimate,” but desirable to work for. Having a great website, consistent branding across your channels, great customer service, and established social presence–all these things will go a long way in helping the right candidates find you.

2. Candidate experience

The candidate’s application experience should be consistent with your brand image. Are you a tech company? Make sure your application system isn’t outdated and glitchy! The application process is often a candidate’s first touch point with your company, and like all other touch points, you will want to make sure it’s a smooth, efficient process.

3. Utilize your current team

If you have 500 people in your contact list, and you have an organization of 80 employees, each with 500 more people in their lists, well… chances are, someone who works for you already knows the perfect fit for your opening. Why not leverage that connection? It’s likely that your most remarkable employees know other remarkable candidates in their fields. Ask your team to spread the word through social media, and personally introduce you or your HR team to the superstars in their networks.

4. Appropriate job title

When candidates look for jobs, they use standard job titles they know to find the right fit. So let’s call a duck a duck! If you’re looking for sales staff, “marketing coordinator” probably isn’t going to land you the right hire. Do the research, talk to your current staff, and find the perfect job titles that not only fit the position, but are industry-standard. Your chances of being discovered by qualified people will go way up.

5. Embrace social media

This should go without saying, but when it comes to the job search, social media is your best friend. LinkedIn is the platform most commonly utilized for job-seeking purposes by candidates, so make sure your job postings go up there with great descriptions and clear titles–but don’t neglect Facebook, Twitter, and other platforms! Letting your followers know you’ve got an opening is a great way to hire people already familiar with, and fans of, your company. And a tweet from on organization to someone who looks like they’ve got real talent can go a long way in wooing them to your company.

The 7 Best Hiring Practices for Successful Businesses
Photo Credit: basketman

Tips and Tricks for Best Hiring Practices

hiring practices

Photo Credit: basketman

There is no doubt that the job market pool of qualified applicants is abundant these days. With a plethora of candidates to choose from, the process of choosing the right candidate can seem overwhelming. So what can you do to make that search more fruitful? Here are 7 of the best hiring practices for successful businesses.

1. Seek Out Candidates Who Are Not Seeking You

The most talented workers tend to work in jobs they like, with people they like, and on projects that they like. If these candidates are already working in a job they enjoy, chances are they are not seeking out employment elsewhere. This means that an open job posting is likely to attract  “active job seekers” which might consist of candidates who are less content with their work and therefore mediocre performers. In order to find the “passive job seekers”, you are going to have to work hard to persuade them to come work for you. This becomes less daunting if you create a recruiting culture within your company. This means people in all parts of the organization, not just human resources, are on the lookout for new talent to bring to your company.

2. Look for Potential Employees Even if You Do Not Have Any Openings

Even if you do not currently have open positions in your company, do not miss the opportunity to meet with anyone who comes recommended by someone you respect and trust. It does not have to be a formal interview, but talking with people who are recommended is important because it builds a relationship with them before it comes time to hire. This can benefit you in a few ways. First, you won’t be starting from scratch in the process. If you have a prospect in mind already, you can move the interview process along more quickly when a position becomes open. Secondly, the candidate feels valued right from the beginning.

3. Include Other Employees in the Decision Process 

Don’t leave the entire hiring process up to just one person. You will have far more success hiring the right candidate if you involve multiple people in the decision process. Bring in other members of the team to screen potential candidates, conduct interviews, and take part in post-interview discussions and decisions. Try to get more than one employee involved at each stage of the process. This helps you get different perspectives on potential hires rather than relying solely on your own. Make sure to emphasize to your interview team prior to the interviewing process that new hires should share the company values.

4. Be Up Front About the Challenges of the Job

It makes sense that you would want to make the job seem as glamorous as possible, but don’t be shy  about the challenges of it and areas that need improvement in your company. If you fail to be upfront about these things in the interviewing process, candidates are more likely to experience dissatisfaction and disappointment once they are hired. If they feel you withheld information from them at the start, it might make them eager to seek out employment elsewhere. Being honest about the challenges also allows you to see how the candidate responds and get a sense for how they may be part of the solution.

5. Pay Attention to Email Exchanges

Paying attention to the manner in which candidates express themselves through email exchanges, as well as noting their timeliness in follow-up emails, can give you a good indication of their level of interest in the job. It can also provide you with a sense of their communication style.

6. Be Honest with “Leap of Faith” Candidates

You may interview someone who doesn’t have all the skills you are looking for, the preferred years of experience, or maybe just isn’t the ideal fit for the company, but yet they spark an interest in you. They are not your perfect candidate for the job, but you decide to take a “leap of faith” and hire them anyway. This can be a perfectly rational course of action and might even pay off big time for you. You should be as up front as possible about areas in which you would like to see them improve or develop. This will allow you to set clear expectations from the beginning and give the candidate the opportunity to step up to the challenge.

7. Check References

DON’T FORGET TO CHECK REFERENCES! Get in touch with a potential candidate’s previous bosses and co-workers. Sure, most people are only going to list reference who will speak highly of them, but it’s still important to make contact with those people. Listen for nonverbal cues, such as their tone of voice, which can be more telling than what they’re actually saying. Don’t be afraid to ask the tough questions. If you feel a reference is being vague in their response, try to pull more out of them by asking open-ended follow-up questions.


Great tips to recruiting the right employees for your company culture

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Photo Credit: sheelamohan

Recruiting the right employee for your unique company culture takes time and patience. While there are many people searching for jobs and talent can be abundant, it is also important to focus on recruiting the right fit for your company. Does your company prefer to work from coffee shops a few days a week or do your employees find a strict in office work schedule favorable?

By planning ahead you can help attract, recruit, and retain the best fit and talent for your company. Here are a few ideas to get you started.

1. Know who you want to recruit.

Having a defined idea of your ideal candidate will help you during recruiting and when are narrowing down your search. You can do this by having a well thought out job description before you begin recruiting, detailing the job duties, requirements and office culture. If you are not the one writing the description, when you receive the description, scan the job description and ask the hiring company for any clarification on any requirements or duties that are confusing.

2. Move beyond traditional recruiting means.

Here is your chance to be creative – time to think outside the box, especially if you are trying to recruit Gen Y candidates. Networking, LinkedIn, Twitter, Facebook, and even Youtube could be used to your advantage to recruit top talent. Find out what works best for your company and industry. If you are recruiting for a company in a creative industry, have candidates create a video highlighting their skill set and why they would be a great fit for the position. If you are using twitter to recruit, make sure you use appropriate hashtags to gain attention in your desired field. This is a great opportunity for you to harness your networking skills. You never know what amazing talent pool you have at your fingertips, but you can discover it by doing a little word-of-mouth.

3. Review applications very carefully.

After you have received plenty of applications from your recruiting efforts, take the time to review them carefully. To help narrow your search and weed out candidates who are not the right fit, try creating a checklist with the required basic qualifications. This will help move the process along and narrow your candidate pool down to those with the requirements you posted in your job description. This could be as simple as narrowing down only those candidates with certain college degrees or more complex as candidates with certain skills such as Photoshop or blogging.

4. Take the time to pre-screen.

There are many candidates who look good on paper, but not so much in reality. This is the perfect opportunity to narrow your applicant pool down even further so you can focus on the top talent. While pre-screening may seem like it takes a long time, it will save you much more time in the long run. Conduct a simple phone interview with pre-determined questions to help you narrow down your applicant pool. The pre-screening will also give you a good idea as to whether or not the candidate’s personality will be a good fit with your company.

5. Are you asking the right questions?

When the time has come for the interview, it is imperative that you have a list of quality questions ready for the interviews. This is your opportunity to learn more about the personality of the applicant and whether or not they are going to be a good fit for your company’s culture. It may be a good idea to assemble a team of employee’s to help with the interview process in addition to the interview with higher level executives. The feedback you will receive from the employee’s could help you determine the fit of the candidate even more than the interview with the higher level executives.

6. Highlight the perks of working at your company.

During the interview you will have the chance to highlight all the benefits of working at your company. Do you have a gym for employee’s use? Do you have “work from home Wednesday” or Hawaiian shirt Friday? As silly as it may sound, you have to remember that you want to make sure you point out WHY you are the best company to work for – just as the candidate is trying to tell you why they are the best candidate for the position.

It is important to remember that every company has a unique culture and by being upfront with who you are looking for you can, and will, find the best talent!

Negotiating Salary
Photo Credit: Stuart Miles

The Do’s and Don’ts of Negotiating Salary Properly


Photo Credit: Stuart Miles

Negotiating salary can be a nerve-wracking experience at any time. But with the economy in such rough shape, the process can seem even more daunting. Many candidates feel it’s not worth the risk of trying to negotiate a higher salary when it’s become so difficult to get a job offer at all. They tend to think, “If I don’t accept their first offer, there are six other candidates outside the door who’ll gladly accept it.” While it may seem like your potential employer has you over a barrel, remember that you do still have some leverage. The key is in knowing how to negotiate smart.

1. Negotiate In Person.

In today’s technology-laden world, we have a tendency to do all our communication through email or other non-personal means. But negotiating your salary is not something you want to attempt via the web. Make sure if you are going to negotiate your salary, you do it in person where you can make a better impression. It’s easier to refuse a request when the person is not standing right in front of you. People feel more of an obligation to other people when they’re physically present. So do your negotiating in person.

2. Do Your Research. Know What You’re Worth.

Before the interview takes place, do your salary research. Gather outside information on the current market value of your position. Find out what other people in your field with your experience level are making in your area. That last part is key. You need to research your value in the area where you live. You won’t be able to negotiate very well if you live in Charlotte, NC but are basing your market value on that of someone who does your job in San Francisco. Visit credible websites such as Salary.com, Payscale.com, LinkedIn.com, Jobstar.org and Indeed.com to get a good market rate for the salary of people in your position, in your local area.

3. Monetize What You Do. Prove Your Worth.

They best way to ensure more compensation from a company is to show how you’ll compensate the company by achieving its goals. Ask yourself “How will I make or save the company money?”. Keep volunteering ideas and strategies for tackling challenges in your new job. Cite specific situations where you have contributed to the bottom line, and explain how your examples relate to the position you’re being offered. The more value an employer sees in you, the more they will be willing to pay. Negotiating salary can be difficult, but this is where you can’t afford to back down.

4. Leverage Other Offers.

Don’t be afraid to tell employers about conversations you have had with other hiring managers and about any offers you may have. Some people don’t like to mention other job offers in an interview for fear of not seeming fully vested in the job for which they’re interviewing. However, that information can only boost your bargaining power. If you have received other offers, mention them.

5. Postpone It.

Some interviewers may jump the gun and ask for your salary expectations early in the interview. If this happens, you’ll want to postpone that conversation until later in the interview, if possible. You don’t want to inadvertently put a potential employer off by suggesting a salary higher than they are hoping to pay without having had the chance to show them what you are worth. There are a couple things you can say to help you out of this sticky situation, should you find yourself feeling obligated to provide an answer. You might try saying something like: “The salary I’m looking is “X”, but I’m flexible.” Or you might try something like: “That’s really not the defining factor driving my interest in this position. I’m most interested in learning more about how my qualifications and experience will be put to use for the company. I value being in a position where I know I can make a difference.”

6. Offer To Complete a Project BEFORE You Take the Job.

If the hiring manager balks at your salary request, offer to do a project on a prorated basis. This gives you the opportunity to prove your worth to the company by giving them concrete evidence of what you are capable of. Once you’re in the door and are able to showcase your abilities, your employer will be more likely to meet your salary request.

7. Negotiate Perks.

While all companies are looking for ways they can cut back on dollars spent, they might be more flexible with non-cash perks. These are things such as time off, flex hours, work from home, office size, etc. Your goal is to negotiate the best possible compensation package. If they are not able to offer you more money, see if you can negotiate other perks. Don’t be afraid to let them know which other compensation means are most valuable to you.


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?