Publications
TRU Q3 2020 Newsletter

In Q3 2020, the job market got hot again. Yes! But—what “hot” was a year ago and what “hot” is today look very, very different.

This quarter’s TRU Newsletter will help you reflect on and redirect your hiring and job search strategies in a now functioning post-pandemic outbreak job market. Clear trends, like the explosion of contract, contract-to-hire, and work-from-home employment opportunities are observed and analyzed in much, if not all of our Q3 content.

As always, our quarterly newsletter serves as a compendium for all TRU original content—and there was plenty of new content delivered from us to you in Q3 2020, including TRU’s launch of the “Starved for Content Tour,” featuring weekly webinars with partners like the IAPP, ACEDS, ILTA, Relativity, and more! TRU’s CEO is also now on a whirlwind national media tour advising everyone from specialists in our space to your average job hunter or hiring manager on how to staff smartly during the pandemic, how to reinvent your career, how to work and interview effectively from home, and most importantly, evangelizing the critical importance of our community and industries in legal technology.

Read the full newsletter HERE!

Event calendar
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Recent News & Events
Events

TRU and Electronic Discovery Resource Model (EDRM) will team up for a new master class that provides an update on the state of the data privacy, e-discovery, and cybersecurity job markets today as they adapt to the ongoing pandemic while keeping up with the ever-evolving legal tech landscape. TRU founder and CEO Jared Coseglia will join EDRM’s Mary Mack and Kaylee Walstad to break down where the hiring is now and where it will be later in Q4 and into Q1 2021, how legal tech pros can leverage certification and training to stay at the forefront of the industry in response to new questions about data management and protection, and what the larger trends that will define the following year will be.

Tuesday, 03 November 2020, 13:00
TRU Tips

“Lifestyle contractor” is the term for a candidate that is not interested in employment conversion to a direct hire role.

TOP 3 For Using Personality Testing In The Interview Process
  • If personality tests conducted at the end of the interview process cause you not to hire people you otherwise intended to, move the test to the beginning of the interview process.
  • Make the purpose of a personality test clear to a candidate and let them know how the results will be factored into the hiring decision.
  • Share the results with your new hire when they start. The discussion with an employee on the results are of greater value than the report results.
Wednesday, 28 October 2020, 10:17
Multimedia
TRU CEO appears on NY1
Monday, 26 October 2020, 11:59