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.



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