Google Assistant is integrated into EasyHire!

Google Assistant is integrated into EasyHire!

Searching on EasyHire via Google Assistant is available now.

Candidates can find and apply to any jobs via Google Assistant using any type of devices which support this technology. Manager just should publish a job on our EasyHire board and Google Assistant will find it.

Google assistant is provide quick job searching and applying absolutely for all candidates with different capabilities.

To take advantage of this, the candidate simply has to say the phrase “Talk to EasyHire”, “Find EasyHire” and etc. Google assistant will help to candidates find all the information he needs about the desired job.

Google assistant functions in EasyHire will expand in the future. Interview Transcription is Now Live! Interview Transcription is Now Live!

The team is thrilled to announce the launch of interview transcription!

With interview transcription, employers will now see subtitles when playing back on-demand interviews.

This feature is available as an option for Standard and Enterprise plans.

Key benefits of transcribed interviews include:

  • Increased Accessibility for Hiring Teams
  • Reduced Language Barriers in Global Hiring
  • Enhanced Interview Reports for Better Hiring Decisions


Interview Transcription is only $10 per job. To enable it, simply navigate to your Team’s Billing Configuration page and check the Interview Transcription option.

Transcribed text will also appear in interview report.


December 2019 4 U News

December 2019 4 U News 4 U!

Welcome to the December 2019 4 U News. Our goal is to provide you with tools and tips so that you can realize a greater return on your recruiting investment.

Tips to Modernize Recruiting

HR leaders are entertaining modern approaches to talent acquisition to broaden their talent pools, to better nurture candidate relationships, to shrink time-to-fil, and to build their employment brands.

Check out our recent article, Are you ready to cross the talent chasm? to learn how!

Learn & Contribute

What strategies will your peers use to enhance the talent acquisition process and what objectives are they trying to achieve?

Take our quick, 2-question poll to participate in this new market intelligence!

New, Hot Features

Check out these new, hot features designed to enhance recruiting processes for recruiters, managers and employers!

Inclusion of Salary Information in job postings improves the indexing and prioritization on Google Jobs and attracts qualified candidates.
Job Advertising within the platform now fully automates sourcing and integrates with our best-in-class screening process.
Mobile platform enables candidates to accept interviews on their mobile devices – and employers to review candidate recordings anytime, anyplace!
Ability for interviewers to include random questions within question sets to preserve quality and authenticity of responses.
Historical interview metrics to assess and improve desired candidate hit rates.
Practice interviews for candidates to ensure they can gain comfort with the video interviewing technology and process.
Entry Plan provides smaller organizations the opportunity to leverage video interviewing features, while larger organizations can drive results on a small-scale
The Road Ahead

Here’s what’s coming soon to modernize your recruiting experience in early 2020!

Google Assistant for candidate pre-screening will make it easier for applicants to apply from any device
Calendly integration to simplify live interview scheduling to include support of recruiting team calendars for load-balancing
Playback with text subtitles Interview Transcription will be in the interview report so recruiters and managers can read, evaluate, and easily compare responses
Enhanced candidate profiles for employer targeting and larger-scale promotion for the candidate
6 Benefits of Video Interviews

6 Benefits of Video Interviews

The hiring process has come a long way and technology is helping hiring managers and applicants. In our post on the ‘Future of Interviewing is Here – Mobile Video Interviews’ we outlined how mobile video interviews allow you to increase your exposure to new candidates by as much as 36%. As such, video interviews are becoming very popular and are particularly useful during the first stages of screening candidates where valuable time and resources can be saved by streamlining the hiring process.

Easier Scheduling

Trying to juggle multiple candidates for in-person interviews is a colossal waste of time for HR managers who can end up going back and forth with them over email or phone for days and even weeks. Trying to find a time that suits everyone can become a nightmarish puzzle of epic proportions. Embracing technology, therefore, and conducting recruitment interviews through video can save your company precious time. The Market Journal outlines how video interview tools not only save time, they are a great way to track candidates, with over 60% of recruiting firms depending on these tools. Through video interviewing hiring managers can get a good sense of what candidates are all about and a greater number of candidates can be screened in less time.

Cut to the Chase

With face-to-face interviews there will inevitably be some amount of time dedicated to small talk and other chit-chat. While this can be a good way to get to know the candidate’s personality, for recruitment managers on a very tight schedule, small talk with each applicant can cause major delays. It can throw off the manager’s schedule and, in turn, generate extra costs due to the delay in filling the position. With video interviews hiring managers can cut right to the chase and be more direct, keeping the initial screening process short and to the point. Once the hiring manager creates a shortlist of the most qualified candidates, they can then devote more face-to-face time with them to get to know them and make an informed decision.

Save the Commute

Video and remote interview tools allow your company to establish itself as a progressive brand that keeps pace with the latest trends, like remote work. HR experts have claimed we can cut travel costs substantially, compared to conventional recruitment techniques. In fact, two-way video interviews can save as much as 67% on unnecessary travel costs. This becomes especially important when we consider that millennials make up the largest generation in the workforce today. The trend with this demographic is that fewer millennials are driving and they’re generally looking to avoid commuting to work. A feature by Marcus on ‘The Future of Transportation – What Should We Expect?’ describes how there were less than “9 million young drivers between 2012 and 2017 for the first time since 1994”. With transportation trends showing how more candidates prefer to avoid commuting, your recruitment strategy needs to take this into consideration. This is why starting your recruitment process with video interviews will increase your company’s chances of attracting and recruiting the top millennial talent.

Flexible Schedule

Many potential candidates looking for new jobs and career prospects are most probably already working or studying, so making time during regular business hours to come in for an interview can be a struggle or even impossible. It’s not uncommon for many who are already working to make up excuses to their employers or fake a doctor’s appointment to be able to attend an interview. This not only creates unnecessary stress but shows that your hiring process is inflexible and doesn’t take into account the needs of your candidates. What does that say about how you treat your employees? Using video interviewing then enables you to screen candidates at any time without having to take them away from previous commitments and demonstrates that you’re flexible and progressive.

Reduce Costs

Hiring managers know that the costs associated with recruiting and hiring can easily skyrocket. Especially when a company is scouting potential candidates who are not in the same city or even the same country, bringing in this talent will involve flying them in and paying for lodging and meals. Companies are already facing high costs to replace employees, up to four times their annual salary, and bad recruiting can cost companies over $50,000 on average. With video recruiting, companies can easily avoid the above pitfalls by inviting potential candidates for video interviews and from there gauge whether the opportunity cost of bringing these people in for face-to-face interviews is worth the trouble.

Improved Collaboration

Doing face-to-face interviews everyone on the hiring team has to be present and take time away from their schedules to meet for the initial screening interview. What’s more, they all have to wait until the end of the interview to voice their opinions. Additionally, key elements about the candidate, both good and bad, can be missed or overlooked. In this sense, video interviews can be recorded and re-watched later by the hiring team at their own convenience, allowing them to collaborate in real-time and make observations about the candidate, their body language and responses. This enables everyone involved to make better assessments and in-turn make better decisions before calling the candidate in for a face-to-face interview.

Written for by Judy Erickson

It’s 2020: Are You Ready to Cross the Talent Chasm?

It’s 2020: Are You Ready to Cross the Talent Chasm?

The Reality of “Workforce 2020”

More than two decades ago, industry researchers and influencers – consultants, universities, the labor census bureau – made bold predictions regarding the massive changes our nation would experience in the next 20 years, referring to the phenomenon as “Workforce 2020”.  These thought leaders reported that the labor pool, which was dominated by white males, would become more demographically diverse in terms of gender, ethnicity and age, ultimately, creating a “minority-majority” workforce.

While these demographic projections have very much come to fruition, no one could have imagined the impact that technology would have on employment today, or could have predicted the effect of social, political, and economic influences on workforce models and behaviors.  Consider trends such as:

Historic low unemployment. Digital transformation. Skills gaps. Artificial intelligence (AI) and robotic process automation (RPA). Globally connected work communities. Cultural diversity. Gig economy. Millennial workplace demands. Workforce of the future.

To name a few.

These forces are very real and, as a result,  are keeping CEOs and CHROs up at night in this tight labor market. In the Conference Board’s C-Suite Challenge 2019™, more than 800 CEOs surveyed reported that talent acquisition and retention was their highest internal concern; while The Hackett Group 2019 CHRO Key Issues Study found that HR leaders have added the ability to address talent and critical skills shortages to their plate of top improvement priorities, but have not been able to give this crucial area the attention it deserves.

The Shift to Modern Talent Acquisition Approaches

As we enter a new decade, these talent challenges will quickly become more profound, since we will quickly move from trends to reality and organizations will feel the financial impact of unhealthy talent pipelines and unfilled critical roles. As HR, Talent and Recruiting professionals, we can no longer depend on the inefficiencies of a linear requisition-to-hire process. In fact, only 6 percent of respondents to the Deloitte 2019 Global Human Capital Trends survey believed their recruitment function processes and technologies were best-in-class, while 81% believed they were standard or below standard.

As a result, HR and Talent leaders are entertaining modern approaches to talent acquisition to broaden their talent pools; to better nurture candidate relationships and connect with prospective employees; to shrink the time-to-hire to avoid losing skilled talent to other opportunities and competitors during the recruiting cycle; and to build their employment brands.  As organizations compete for the same top talent, their recruiting tactics will need include next-gen execution strategies.

Watch-list of Talent Trends

 Some trends to watch out for in 2020 include…

  • Alternative interviewing techniques, incorporating live video and on-demand video interview technology to improve speed, quality and the candidate experience
  • Recruitment automation to eliminate waste and improve processes and productivity such as screening, scheduling, and feedback loops
  • Collaborative recruiting to identify candidates via a combination of traditional and new sources that build talent networks and communities to sustain a healthy and diverse pipeline
  • Online structured interviews to accelerate interviewer competence and consistency, while ensuring equity in the process
  • Blended workforce models, including accessing freelance talent, to allow for efficient scaling up and down
  • Personal assistants and chatbots that create an on-demand, personalized candidate experience

With the war for talent at its all-time peak, it is not enough to simply refresh existing processes; it is time for organizations to reinvent their talent acquisition strategies. By leveraging modern tools and technologies, recruiting organizations can identify, access, and engage the right talent with speed and agility.

Share Your Talent Acquisition Plans for 2020!

What plans do you have to enhance your talent acquisition process? What outcomes are you trying to achieve? Take our poll to build cross-industry knowledge of the top next-gen recruiting strategies!

Click here to take our quick poll

Introducing The New Entry plan!

Introducing The New Entry plan!

We are very excited to offer a new convenient plan for customers just starting with video interviews or small businesses and teams with occasional interview patterns. For just $20 per job monthly, this new Entry plan will offer all of the same features and integrations as the Standard plan. Subscribers will be able to conduct up to 10 interviews on-demand or live interviews each month.

The Entry plan offers the following options:

  • Publish any number of jobs for only $20 per job monthly;
  • Create your personal database with an unlimited number of candidates. You can add CV, skills and all necessary information about your candidates;
  • Advertise your jobs on our job board, add automated Pre-screening and collect the candidate’s data with our customizable Application feature;
  • Schedule up to 10 interviews per job monthly;
  • Invite 5 team members to evaluate your candidates and discuss interviews with colleagues;
  • Create any number of question sets for your interviews;
  • Leverage our question bank of excellent interview questions;
  • Play, Grade and Share recorded interview;
  • Collaborate on interview feedback and make excellent hiring decisions!
  • Integrate your account with Zapier, Greenhouse, Comeet, SmartRecrutiers, and Slack.

Upgrade your plan to Standard any time if you once you need more interviews. Product Announcement Product Announcement

We are thrilled to introduce our latest version of! We have worked hard over the past year and made platform faster and easier to use. Additionally, we redesigned the user interface with a modern look and feel. 


Here the main improvements of the new version:

  •  page loading speed increased by more than 30%
  •  search and filters are now lightning fast
  • modern UX design
  • more friendly Interface
  • compliance with Material Design standards
  • advanced error handling

Let’s view how the HR account has been changed:

Dashboard section
We have removed unnecessary statistical data and made more clear flowcharts and reports

Interviews list page

For greater convenience of our users, we‘ve added the ability to view all the interviews within a single list, regardless of the interview status.


Candidate’s list

To display candidate cards, we tried to find the perfect compromise between convenience and modern design. While all functions of the previous version are still available, the speed of loading the general list of candidates on the Candidates page has drastically improved.


Teams – Billing page

We completely redesigned the Billing and Plans pages and added detailed information about the most recent usage

Question page

Now, creating your own perfect Question set is easier than ever! Adding a video “introduction” and «thank you» messages will greatly improve your candidate’s interview experience. Feel free to use our built-in question bank library and share sets with your teammates!

Interview playback rooms

The On-demand and Live interview playback room became more comfy to use! All options like candidate’s written answer, attachments, video questions are located in separate tabs, resulting in a simpler user interface.

If you’re taking advantage of our Assessment interviews, it’s now really easy to view and grade candidate’s answers: 

Your candidates will now enjoy the improved Live/On-demand and Assessment interview rooms. They are now more user friendly and easier to use.

We hope you will enjoy using the new version. 


As always, we’d like to hear from you and how we can further improve your experience with

6 Innovative Ways to Optimize and Scale Your Hiring Process

6 Innovative Ways to Optimize and Scale Your Hiring Process

In today’s fast moving economy, companies are now more than ever realizing the importance of who they are hiring and how they go about hiring them, whether for freelance, part time, or full-time employment.

What employers often forget is that the hiring process is typically the first “real” look a new employee has to see how a business operates behind the scenes, albeit from a limited scope. According to Career Builder, “68 percent of employees believe their experience as a job candidate reflects how the company treats its people.”

If your on-boarding process is careless and unkept, you may ultimately have employees leave before they even walk in the door. Regardless of the size or revenue of your business there are many ways to improve and excel in your hiring process using human resources software – creating both short and long term success for your company.

Study these six tips to develop and enhance your on boarding process.

Invest In Your Brand

Sure, companies can spend their budgets working with influencers and industry leaders, but why not invest in the influencers who are already working for you: your employees. Happy, invested, and proud employees can become your best brand ambassadors. While there are multiple platforms to share how great your company is, such as Glassdoor, LinkedIn, and a strong careers page, word of mouth and personal experience can help amplify this tenfold. In fact, according to LinkedIn, “72% of recruiting leaders worldwide agree that employer brand has a significant impact on hiring,” yet only “55% of recruiting leaders worldwide have a proactive employer brand strategy.”

Simplify Your Application Process

Applying to jobs should not be a headache but instead a creative way of telling potential employers who you are and what you have to offer them. Your application process should mirror this experience and not influence candidates to turn away. While some companies think more rigorous applications may weed out lazy applicants, this is certainly not always the case. For example, “One-in-five candidates give less than 10 minutes to a job application, or two to three pages on a mobile device” – otherwise they will clock out.

Organize Your Talent Network

What type of candidates are applying to your positions? What industries do they come from and what does their education background look like? Whether you are a digital marketing agency, a niche boutique, or an up and coming restaurant, it’s crucial to put in the extra time to make your company visible to the right candidates. Here are a few techniques to widen your network:

  • Social Media (i.e. Twitter)
  • Events (i.e. Meetups, Young Professional Orgs)
  • Referrals (i.e. Employee Referral Program)
  • Google Sources (i.e. Boolean Search)

Create An Internship Program

Interns are the perfect way to feel out incoming, entry level employees. Because most internships are only 3-6 months, they give employers time to see whether an intern can grow, advance, and add the company overall. “We look at our intern program as the best source of full-time talent,” says Kyle Ewing, the Head of Global Staffing for Google. “It is our hope that every intern who performs well will be able to find a full-time opportunity at Google.” If you are lucky enough to get a good batch of interns that you can later on hire, this will save you all the time you would have spent doing things like emailing, interviewing, and sorting through new applications.

Decide What Trends Are Impacting Your Industry

Trends have had a massive impact on various industries. If one company in tech offers one type of benefit, can you company keep up? By staying ahead of where the industry is going, you will have that much more time to acquire the same resources as your quickly moving competitors. The last thing you want is to give your rivals more opportunity to transform the industry by ignoring trends, explains Harvard Business Review. To identify these trends you must be audacious, consider what will matter in the future, explore, and conduct experiments.


Utilize The Best HR Technology Right For You

Luckily for us, recent technology has made both the hiring and interview process seamless for all types of businesses and industries. For example, businesses can utilize HR software such, especially a platform for video interviewing. Video interviewing can make the interview process more comfortable for both the candidate and the hiring manager. Additional aspects include creating an introduction and thank you message, both for comfortability as well as efficiency. allows businesses to automate with on-demand interviews, leverage team collaboration, and take a data-driven approach with advanced testing methods, increasing efficiency and scalability.

Video Intro and Thank you clips are now available

Video Intro and Thank you clips are now available knows how busy you and your recruiters are.  We also know how passionate you are about finding and screening talent for your team! In order to save your time, we created a special Introduction and Thank-you videos. They can be included in any of your question sets. The video is recorded in high quality and is accompanied by subtitles, which will help even the non-English-speaking candidates to understand.

The Introduction Video explains candidates about the interview process, the types of questions and how the recording works.
View Introduction video and add it to your Question sets:

You can add The Introduction video to your question sets by completing the following steps:
1. Go to the Questions section and select a question set;
2. Double click on Configure Introduction line;


3. Select Introduction video from the dropdown menu and Save

In the “Thank you” message, we thank candidates for their time and tell what happens after the interview.
Look at the “Thank you” message and feed it to your sets of questions:

You can add this video in the same way as Introduction, using the Configure Thank You message form and selecting the Thank You Message video. Team will add new video tutorials for candidates and managers to make our platform more understandable and easy for our users.

Introducing Practice Video Interviews!

Introducing Practice Video Interviews!

Job Seekers, do you want to ace your next job interview?

Take a practice video interview now. Watch how you did, share with friends, get feedback or request coaching for interview experts at

We’ll help you make sure you’re ready for your next interview.