A company’s human resources department has weathered many challenges and changes over the past decade. A major shift in the way work is being done, changes in the preferences of employees, and the COVID-19 pandemic are just some of the factors that necessitate changes to the workplace and most HR functions. In this article, we’re giving you a rundown of the important benefits administration statistics you need to know.

Some challenges that human resources departments and professionals must consider and endure are employee engagement, talent hiring and retention, establishing and maintaining relationships, diversity and inclusivity, and an ever-changing landscape.

Are there areas that are a challenge?

Employee engagement has been a challenging aspect of the workplace. Employers’ success has fluctuated in this aspect, with gains attributed to improved transparency and communication. Still, the effects of the pandemic, as well as the after-effects, have caused diminishing returns.

Focusing on clear and constant communication can aid team members in contributing to and achieving the company’s mission, vision, and values.

Highlighting the relationship between employees’ daily tasks and business strategy would make staff feel more accomplished, engaged, invested, and appreciated. Employee benefits and compensation packages are instrumental in encouraging talent to join an organization.

Focus on workplace relationships has always been inadequate and lacks changes to the workplace, including support for healthy relationships. This is crucial considering how companies adapt to hybrid or remote working arrangements.

The remote or work-from-home setup undeniably affects the dynamics between teams and teammates. With no physical office and interaction, it is even more essential to foster alternative channels for communication.

Recent changes and challenges have given focus to the well-being of the workforce of an organization. These readjustments have placed customized benefit plans front and center, and addressing the staff’s concerns and issues may still be considered among the top HR issues. Companies are challenged and pushed to provide varied and enhanced benefits.

Important Benefits Administration statistics

This section presents a rundown of the latest HR statistics that may affect benefits management and may correlate to benefits management software’s importance and use. This information and statistics are taken from SHRM, Hartford, LinkedIn, WTW, and Paychex.

General Benefits Statistics:

• 93% – the percentage of organizations that provide telehealth and telemedicine as a benefit

• 83.2% – the percentage of employers that have given or would like to give focus on communication, employee education, and engagement for benefits delivery

• 90% – the percentage of employers that utilized a benefits marketplace to simplify benefits enrollment and administration process

• 88.8% – the percentage of employers that employ guided decision support, cost calculators, and plan comparison tools

• 51% – the percentage of employers that aimed to implement more virtual solutions for healthcare and benefits in 2019

• 47% – the percentage of employers that identified managing employee benefit costs as a priority

• More than 50% – the percentage of small businesses that use digital benefits process solutions

• 64% – the percentage of HR managers that are of the mindset that their companies offer satisfactory/very satisfactory pay and benefit expectations setting when it comes to a job listing

• 46% – the percentage of employees with plans on using financial applications and online platforms for benefits delivery

• 34% – the percentage of organizations that implemented benefits offerings

• 70% – the percentage of employees who prefer human benefits advisors

• 53.33% – the percentage of employees prefer desktop computers to access benefits portals; 10.96% prefer using their desktop computers at home; 18.62% prefer using laptop computers; 12.54% prefer using mobile gadgets and smartphones

• According to organizations, the following are the main factors in evaluating HR technology platforms:

  • Low cost (23.9%)

  • Employee empowerment (51.5%)

  • Ease of use (61.4%)

• 52% – the percentage of employers that believe virtual care will be important in the future of healthcare delivery

• 24% – increase in the cost of employee benefits as part of an employee compensation package between 2001 and 2015

• 77% – the percentage of employers with plans to implement a digital system in managing benefits delivery in a central platform

• More than 1 in 10 HR managers (13%) are already seeing evidence of artificial intelligence (AI) becoming a regular part of HR

Employee Recruitment, retention, and Engagement Statistics:

• 70% – the

  percentage of employers with employees that underutilize the services, benefits,

  and programs that are being offered to them

• 79% – the percentage of workers that value benefits

• According to employees, here are the essential benefits:

  • Health insurance (79%)
  • Retirement plan (79%)
  • Dental insurance (72%)
  • Disability insurance (72%)
  • Paid time off (71%)
  • Life insurance (63%)
  • Health savings account (48%)
  • Financial wellness (41%)
  • Legal services (34%)

Benefits Management Statistics:

• 56% – the percentage of lower attrition for companies with excellent compensation and benefits packages

• 137% – the percentage of headcount growth for companies with flexible work arrangements

• 3 main factors to quitting jobs: lack of career advancement opportunities, low pay, and the absence of a salary pay raise

• 43% – the percentage of workers that would be willing to leave their companies for a 10% salary increase

• 72% – the percentage of employees who believe that more work benefits would increase job satisfaction

• More than 50% – the percentage of employees that would leave their current jobs for new jobs with better benefits

• 55% – the percentage of employees that prioritize a more robust benefits package over lower compensation

• More than 35% – the percentage of 18-34-year-olds consider compensation as the prime reason for leaving a job

Top reasons for enhancing benefits: retention (72%) and recruiting (58%)

• 71% – the percentage of employees that would exchange their current jobs for another with flexible schedules

• 80% – the percentage of employees that consider benefits satisfaction as a top priority

• 79% – the percentage of employees that deem competitive benefits plan as a deciding factor

• 36% – the percentage of employers that offer flexible work arrangements for talent retention

• 23% – the percentage of employers that offer additional recognition programs

• 58% – the percentage of business leaders who think their benefits related to technology and platforms lead to candidates’ decisions to work for them

• 83% – the percentage of employers that cite retaining employees as the top benefits enhancement objective

• 50% – the percentage of adults willing to resign from their current jobs for better employee benefits

• Nearly 40% of employees indicated that a wider selection of employee benefits and perks would result in more loyalty to their employer.

Salary and compensation statistics:

• 64% – the percentage of employees that identify a significant increase in pay or employee benefits as a very important factor in considering a job

• 29% – the percentage of workers who feel their pay didn’t meet their needs

• 50% – the percentage of U.S. workers that did not receive a pay boost in some form over the past 12 months

• 38% – the percentage of employees that received extra compensation for their performance

• 49% – the percentage of employees who think that they get just compensation

• 32%-35% – the percentage of employers who allow variable pay for executives and HR managers

26% – the percentage of employers that consider higher healthcare costs as the reason for keeping salary increases in check

• Almost 57% of employees would trade any employee benefits offered for a salary increase.

• 41% – the percentage of employees who think a higher salary would lead to higher job satisfaction

• 25% – the percentage of workers who consider themselves very well-paid

• 80% – the percentage of workers that deem money as a major pain point

• 27% – the percentage of employees who think their current employer does not care about their financial status and wellbeing

Healthcare, retirement, time-off, and wellness employee benefits statistics:

• 72% – the percentage of organizations that offer a fully insured health plan

• 82% – percentage of businesses that consider retirement savings as a very important benefit

• 70% – percentage of employers who think family care benefits are essential

• 91% – the percentage of organizations that offer mental health coverage

• 22% – increase in the number of programs that provide support for employees’ wellbeing

• 67% – the percentage of organizations that facilitate social activities

• 82% – the percentage of employers who think they provide their workforce with access to mental health resources

70% – percentage of employers with no changes or enhancements to their employee benefits programs

• 58% – the percentage of organizations that provide wellness programs

• 51% – the percentage of employers that automatically enroll their employees in their company’s retirement plan

• 57% – the percentage of employers that provide retirement investment advice

• 42% – the percentage of employers that automatically enroll their newly hired employees into a contribution retirement savings plan

• 36% – the percentage of employers that provide non-retirement financial advice

• 62 – the average age of retirement

• 26% – the percentage of organizations that offer paid leaves for volunteering

• 98% – the percentage of organizations that allow paid vacation and medical leave to employees

• 6% – the percentage of employers who offer unlimited leaves

• 40% – the percentage of employed Americans who prefer companies that encourage the use of their allotted paid time off

What is the true cost of employee benefits packages?

Employees who value their most important resource, the workforce, know that taking care of the employees is an essential investment, and this entails ensuring that the proper employee benefits are considered and offered to them.

One way to ensure that the employees go above and beyond their duty and responsibilities is to be able to supply and provide for them the compensation and benefits that they deserve. However, fulfilling this need, especially benefits comes with a cost.

A company must review what their employees want in benefits!

This highlights the need to identify and assess what benefits resonate well with the employees, in other words, what provides value and appeasement to the employees. Employers need to design their strategies for benefits administration properly.

According to a recent study by the Bureau of Labor Statistics during the first quarter of 2022, the average cost of benefits per employee for private organizations averaged USD 38.61 per hour, including salary costs. For employee benefits alone, the average cost is $11.42.

For civilian workers, the average cost of benefits plus compensation averaged USD 40.90 per hour; for pure benefits, the average cost is $12.74.

Finally, for state and local government workers, the average cost of benefits per employee for private organizations averaged USD 55.47 per hour, including salary costs and $21.45 for benefits alone.

According to the Bureau of Labor Statistics, total employee benefits costs are comprised of 5 major categories and include 18 costs:

1. Paid leave – vacation, holiday, sick, and personal leave;

2. Supplemental pay – overtime and premium, shift differentials, and nonproduction bonuses;

3. Insurance – life, health, short-term and long-term disability;

4. Retirement and savings – defined benefit and defined contribution;

5. Legally required benefits – Social Security [refers to Old-Age, Survivors, and Disability Insurance (OASDI) program], Medicare, federal and state unemployment insurance, and workers’ compensation. For benefits alone, costs averaged $21.45.

What benefits do employees value most?

Based on a study that was done by JustWorks, here are the employee benefits that help attract new hires and retain top talent in an organization.

Regarding employee benefits, 88% of employees consider the options and quality of health benefits as important over other types of benefits. Moreover, 41% of companies include health insurance in their compensation packages. Benefits concerning health and well-being are the most desired and sought-after employee benefits.

But what about mental health?

15% of organizations consider mental and physical health when designing and determining what employee benefits will be included in their packages. In recent years, more awareness and focus have been given to the importance of mental health. And this makes sense, as official studies, along with non-official tests like the anxiety disorder indicator, have shown an uptick in individuals diagnosed with mental health disorders. 

Although the figures are still low, the percentage of companies offering perks for their employees’ mental health is on the rise. 26% of job applicants list gym memberships and flexible work arrangements as nice when looking for jobs.

On paid time off, 88% of employees consider vacation leaves and paid time off as necessary. However, in contrast, only 36% of employers offer paid time off. This disparity might be attributed to resources and budget issues, especially for small companies.

Regarding gender statistics, 50% of female employees consider paid time off as important, in contrast to males, where only 25% deem this benefit as necessary.

The top five benefits that are important for employees are:

1. Health and wellness – 45%

2. Paid time off and leaves – 38%

3. Retirement and pension plans – 37%

4. Extra perks and fringe benefits – 26%

5. Paid parental leave – 20%

What are the employee benefit trends that are shaping the foreseeable future?

The labor force has undergone many changes in recent years, with the COVID-19 pandemic and the Great Resignation affecting all aspects of our work life and causing unprecedented disruption to businesses with a lot of job offers and positions to fulfill.

One means that has sprung up for employers in retaining employees and attracting recruits is through enhanced and increased benefits offerings. Year after year, the list of benefits that employees consider essential is growing.

Based on a MetLife study, more than half of employees list health and wellness programs as important for jobs that they will consider. This number has increased significantly compared to how it was pre-pandemic.

Remote and flexible work environments focus on employees’ mental health, additional time off, and emphasis on work-life balance are other employee benefits that employees consider when looking for new companies.

What is the ideal cost and price range for benefits administration software per market sector?

Like any other software, the following are the three main factors when considering the apt software for an organization: subscription price per employee per month, implementation fees, and carrier integration fees.

The last one is needed when facilitating integration, exchange of required data, and enrolment processing with third-party systems, insurance carriers, and vendors.

According to the Benefits Administration pricing and buyer’s guide of MyShortlister.com, here is the average cost of purchasing and implementing a stand-alone benefits administration solution:

1. $3 – $5 per-employee-per-month subscription price

2. Implementation fee – may range from 5% to 20% of the overall yearly cost

3. Carrier integration fees

One advantage of using an HRIS platform with built-in employee benefits administration is the opportunity to save up on some of these costs.

Visit our post on The Top Benefits Administration Software to learn more about benefits administration products.

The Wrap

Offering benefits will go a long way in helping organizations ensure that employees will be taken care of and provided with attractive salaries and employee benefits packages.

Utilizing benefits administration software can alleviate the issues of both employers and employees in understanding the benefits being offered and navigating the processes of monitoring and availing them.

Employees and employers who have a clear grasp of the real value of their benefits and all the processes that usage entails can help retain employees, streamlining business processes and keeping all stakeholders satisfied.

It is safe to assume that employee benefits are becoming more popular enough to sway their next employment move. Providing and administering employee benefits is crucial for your business because this is one way of making staff feel that an organization is invested in their well-being, overall health, and future. 

After all, the workforce constitutes the essential system of a business that enables it to function, grow, and thrive.

Companies rated highly on compensation and benefits saw 56% lower attrition (LinkedIn)

Employee benefits are also known as fringe benefits or employee perks. These are supplemental provisions given to staff besides the salaries and wages. 

Employee benefits packages may include medical insurance, overtime pay, time off, profit sharing, and retirement benefits. 

This article will delve into employee perks, administration, and software applications that can support your business.

What are the benefits and benefits of software?

Employee benefits, fringe benefits, benefits in kind, gratuities, or perks comprise several non-wage compensations given and granted to personnel above and beyond the normal salaries and wages. 

One benefit is when an employee exchanges cash or their salary for another form of benefit, referred to as salary exchange or packaging.

Some examples of this type of benefits include:

• Housing,
• Group insurance,
• Parental leave,
• Retirement benefits,
• Income protection,
• Daycare for staff’s children, 
• School tuition reimbursement,
• Medical,
• Vacation,
• Child care,
• Solo parent leaves,
• Social Security,
• Profit sharing,
• Employer student loan contributions and;
• Long service leave

With these benefits, the economic security of staff members may be improved and increased, and in doing so, improved worker retention and employee satisfaction may be achieved. In other words, it is one form of reward management.

Admittedly, these employee perks are discretionary. More often than not, these perks are awarded to workers loyal to the company’s seniority to celebrate the number of years that they have stayed with the company or as a reward for achievements and successes. 

From the corporate or management perspective, benefits are considered indirect expenses. Managers could consider compensation and benefits as a means to attract and retain talent and their ability to motivate and keep employees engaged.

Staff, from prospects to new talent and existing workforce, may view benefits into two main categories: those mandated by laws and regulations and those not mandated but aim to make an employment package more attractive.

Benefits that are mandated by law could be considered part of employee rights. Discretionary benefits, on the other hand, are designed to inspire loyalty and increase job satisfaction.

What is employee benefits administration?

Employee benefits administration, or benefits administration process, is the activity of designing, controlling, organizing, overseeing, and maintaining the benefits program for an organization’s workers.

Normally, the role of benefits management falls under the jurisdiction of the human resources department and entails managing health insurance, vacations, and leaves, among other benefits. The main essence of benefits management is the day-to-day oversight and administration of the benefits package for employees.

What does it cover?

Benefits administration covers the entire and complete process of employee benefit planning, from the designing, pricing, and determining compliance, as well as the dissemination, implementation, and day-to-day management of the benefits.

Prudent and effective benefits management encapsulates an organization’s culture and values and demonstrates a company’s focus on the welfare of workers. 

A business that presents and offers an attractive and competitive employee package could make it stand out; this differentiates an employer in the recruiting marketplace, providing stability and a sustainable financial standing. 

This is a proven benchmark of business success.

At the most essential and basic level, benefits administration is the productive and beneficial management of benefits that could encompass monetary and non-monetary benefits.  

It is essentially and traditionally categorized as part of an organization’s human resources function. Benefits management could cover employee onboarding and offboarding, information documentation and training, and benefits usage tracking. Sometimes, it would also entail facilitating an open enrollment process. 

In essence, this administration is not just limited to aiding an employee with concerns about a family health crisis or developing a system to track the number of available leaves. The key to having an effective benefits platform is balancing the company’s goals while serving its employees’ welfare. 

To attain this, employers should be able to develop a benefits package that is affordable for the company and attractive to personnel, upholding benefit costs and beneficial for an organization’s long-term goals and investments. 

What is employee benefits administration software?

Benefits administration tools are software used to manage an organization’s benefits and benefits program, allowing the efficient, productive monitoring and availing of benefits packages and providing an extensive means of determining what benefits are available and tracking usage.

Employees, if resources and budget permit, may use software with benefits management capabilities or may avail of the services of a benefits broker. 

Employing such services and systems may help organizations have administrative procedures, ensure with laws and regulatory bodies, and an efficient means of measuring and attuning based upon metrics.

At The Business Blocks, we recognize and value the importance of having a benefits management platform and have listed the industry leaders for the benefits management domain. 

Visit our post on The Top Benefits Administration Software to learn more about benefits administration products.

What are the most common types of employee benefits?

There is a wide array of benefits that businesses provide for their workforce. Some are in monetary form, while some come in incentives and other non-monetary aspects that aim to keep staff happy and loyal to the organization. 

A comprehensive list of benefits offered to workers could ensure that an organization’s workforce will be satisfied and engaged. This article includes a list of common benefits.

There are three basic groupings for employee benefits:

1. Benefits that are mandated by the law and labor governing bodies

2. Benefits that are not mandated by the law but are considered standard for a certain industry or group of organizations

3. Benefits that are offered as fringe benefits

Types of Benefits Mandated by the Law

There are a lot of laws that protect staff and the labor force in general, and that grant them basic benefits and protection. An example worth citing is the Affordable Care Act. These are standard across industries and are common for organizations in a certain geopolitical domain. 

All businesses and organizations must comply with these laws; enforcing and compliance with these are being monitored by labor governing bodies.

• Social Security and healthcare and other government-mandated contributions

Social security and healthcare contributions are long-term benefits that both workers and employers pay for. Pension, salary loans, and expenses incurred due to illnesses can be attributed to these benefits.

• Compensation insurance

Compensation insurance is a form of insurance from which the workforce may benefit when they get injured or sick while performing their duties at work. This may provide income and other medical benefits for the employees who lost the ability to report to work or fulfill their responsibilities.

• Basic salary and overtime pay

The rate for minimum wage is set and defined by government regulations. An employer is expected to pay workers at the mandated minimum wage. There could be exceptions and varying rates based on employee arrangements, locations, and type of employment. Still, all of these should be considered when determining the minimum salary an employee should receive.

• Paid time off

Paid time off or leaves are benefits for workers that allow them to receive payment even if they don’t report to work. This may include vacation time, medical or sick leave, company holidays, and other types of leaves such as a solo parent, child care, etc.

Types of Benefits That Are Not Mandated by the Law But Could Be Considered as Industry Standards

Here are some benefits that are not mandated by the law but are being offered by most, if not all, organizations for a particular industry.

Health Insurance

Health insurance provides personnel with free health care that covers basic health insurance, optical needs insurance, and dental needs insurance.

Family leave

Some employers may provide staff with additional leaves that they can use for purposes such as caring for a sick family member, family-rated emergencies, or maternal or paternal leaves.

Disability Insurance

Disability insurance is a form of wage protection that could ensure that staff who cannot report to work due to short-term or long-term illnesses or disabilities may still have some form of compensation.

Life insurance coverage

Group life insurance is a supplemental insurance benefit on top of employees’ existing life insurance plans to ensure that an employee may receive monetary disbursements in case of dismemberment or may grant financial support to the family of workers who may suffer accidental death.

Retirement savings

Retirement savings is one form of pension plan wherein an employee can have some savings that were incurred during the employee’s tenure.

Types of Fringe Benefits

These are additional benefits that employers may offer staff to help retain top talent and attract new hires.

1. Wellness programs

2. Relocation, secondment, and housing options

3. Commuter benefits

4. Work-from-home or telecommuting options and remote work flexibility

5. Student loan repayment

6. College grants, scholarships, and paid training

7. Investment opportunities and retirement accounts

What are the challenges to HR when it comes to the benefits administration process?

As work culture and environments change, HR roles and functions have also continually evolved over the years with their domain changing to include tasks involving the management of employee salary, compensation, and benefits. 

This entails additional challenges and struggles for HR personnel, such as the additional role of benefits administrator, when it comes to time and resources in considering laws and regulations when dealing with responsibilities concerning benefits.

When dealing with benefits management and the tools that are needed to effectively manage these, it’s crucial also to consider how the benefits management and all the processes that it encompasses influence HR partners and the concerns and issues that they may encounter when performing their functions and responsibilities.

The list below is some of the issues that benefits administrators may face:

Benefits administration as an additional responsibility

HR departments handle a whole spectrum of functions, including hiring, workplace safety and inclusion, payroll and compensation, compliance and regulations, and employee engagement.

The benefits administrator is an additional function to this long list. Admittedly, managing and monitoring benefit strategies, from planning, designing, and administration might become burdensome, especially for a team already struggling with many tasks and responsibilities. Benefits processing presents a whole new sub-system of tasks that need to be controlled and managed.

One possible solution for this is nominating and identifying a benefits partner, or benefits administrators /administrators, who will be tasked with administrating and managing benefits.

Another option is outsourcing the responsibility of administering benefits so that other HR partners will be free to attend to other tasks. The benefits partner must have the specialized skills and expertise in handling the organization’s benefits.

Ensuring the workforce’s awareness and knowledge of benefits

Becoming aware and familiar with a company’s compensation packages, benefits, and mandated rules may be too much for workers. 

To ensure that staff would know the benefits available to them, HR professionals are tasked with disseminating information to staff to make employees understand so that they will be aware of the benefits that could be useful for them and their families.

HR partners also have the daunting task of having all the needed information for them to force employees to determine what packages, benefits, insurance policies, and other aspects are beneficial and apt for the personnel’s needs.

This is where benefits administration utilities could become useful. The main goal of benefits management is to simplify aspects by providing innovative and useful technologies and solutions that could help HR professionals perform these tools that could help HR provide a better benefits experience for the company.

Keeping in sync with the latest changes

Because some benefits are mandated and governed by laws and regulations, constant revisions and changes are expected. Ever-changing rules and regulations should always be considered; organizational policies should always be up-to-date, especially for aspects where employers might become liable for penalties and lawsuits. 

HR partners should always be attuned to the latest policies and rules that are being released and implemented by labor governing agencies.

Getting hold of and subscribing to legal mandates, and industry publications, using the latest HR tools and systems, or even hiring a benefits broker may help an organization stay on top of the latest regulations and compliance laws. 

An integrated application ecosystem could also help streamline employee-related processes and functions.

Considering available solutions against the specific needs of the organization

HR partners need to be fully aware of the demographic, intricate, and detailed needs of all the employees as they are equipped to determine what benefits package should be offered by the company.

Knowledge of how diverse a company’s workforce is and the awareness of every individual’s needs and priorities will help HR and benefits administrators in determining a complete and efficient set of benefits that would address most if not all of the concerns and requirements of the company’s workforce.

It would be great if a company included employee preferences in their decisions on the benefits offered.

Balancing organization and employee needs in making employment decisions

HR professionals should be able to balance the needs and concerns of employees and the goals and directives of the company. HR partners are, after all, expected to be unbiased advocates for both the employees and the organization, often serving as the link between rank-and-file and entry-level employees and management.  

They should understand the right mix for best retaining talent and provide several options.

It is a tough position to be in, but it is essential; HR partners of a company should be able to weigh properly, given the employee information that they hold and the data about the company’s performance, the costs of employees, including their benefits as well as their contribution and use to the company.

A company must implement strict policies and enforce clearly defined job responsibilities. Data privacy and maintenance of confidential information are crucial in avoiding conflicts and issues.

When these factors are considered, an organization could be more properly equipped and be in a better position to come up with informed decisions and plan benefits that will be strategic in ensuring that both the company and employees will benefit and grow. Benefits administration software could play an important role in easing the burden on HR personnel.

How can organizations administer benefits through different work setups?

Digitalization and digital transformation have affected changes to the workplace how employees consume corporate and administrative services, and how HR managers perform employee welfare-related functions.  

The traditional way of doing things is when an HR partner manages and acts as the go-to person for benefits management.

However, another option is through tools and digitalization that allows organizations to use portals and systems and even implement self-service utilities for employees. 

The COVID-19 pandemic can also be considered a catalyst in boosting and promoting the role of technological advances in enhancing benefits administration.

Tools specializing in benefits administration can streamline processes, communication, and conduction of benefits usage, tracking, and monitoring. Automating processes under the benefits domain can optimize the functions, ensuring consistency, efficiency, and compliance.

Why should companies invest in benefits administration software?

Modern and technical benefits administration plays a big role in enabling organizations to offer a model of offerable compensation packages and benefits. 

Towards the end of the last decade, new technologies and tools have been instrumental in transforming employee experience and ensuring that companies are equipped with the needed software to handle management, moving away from the tedious and manual processes of the past. 

Digital convenience and availability became the norm and the goal and will likely influence the plan for most companies and benefits administration software providers.  

The tools that enable this shift have to facilitate the availability and tracking of benefits and should also cater to decision support and metrics that elevate benefits administration into an important process. 

Consolidating multiple functions and integrating these features into an accessible central hub can make it convenient and easier for employees to become aware of and track their benefits, as well as make it less cumbersome for HR professionals and management to administer and control these benefits.

How important is technology in managing employee benefits administration capabilities?

Technology specifically benefits administration software, could allow personalized and enhanced HR functions by allowing companies to design and provide digital benefits tracking and availability. This could help meet the expectations of management employees and internal stakeholders such as regulators when it comes to benefits management.

Constant changes and fluctuating prices of health care can also be easily addressed with a system that is fine-tuned and designed to easily adapt to changes and an influx of requirements.  

Mobile device accessibility will also be needed as more and more important day-to-day functions are expected to be utilized through smartphones and mobile gadgets.

It is worth noting that when dealing with job satisfaction, benefits are one of the factors in assessing and determining employee happiness and engagement. 

Benefits administration tools make it easy for employers to ensure that employees can easily access information about their benefits, engage with what is due them, and ensure that staff can completely and clearly understand what they are being offered through a personalized, well-thought-out, well-designed experience. 

With a comprehensive and powerful solution, enrolment can be simplified, and communication of offerings and benefits information can be facilitated, removing confusing processes and cumbersome forms.

Some HRIS systems already come equipped with benefits administration capabilities. Those that do not include this function can be easily integrated with third-party digital benefits administration software that could eliminate the need for paperwork and manual intervention, making processes streamlined, efficient, and fast.

FAQ’s

Workforce management software is a broad term that is used to describe the various types of software and solutions used by organizations to manage their workforce effectively. Workforce management software features include:

1. Recruiting, hiring, and creation of a roster of employees,
2. Creation and management of schedules, shifts,
3. Tracking of work hours, and;
4. Verification of work on remote workers or the field.

This type of software is often incorporated into the payroll system, accounting system, and other software solutions for the management of employees. 

A company’s workforce management solution should be able to support the following requirements or features:

1. Time tracking

Time tracking is the method of recording how much time a person spends on a specific task or in a specific project. With workforce management systems, this can be done digitally.

Time tracking is a common tool in the office to help an organization understand how its employees spend their time, and to increase productivity. 

It can also help individuals to manage their time better and identify areas that need improvement.

1. Time-Off Management

Time off management refers to the monitoring and management of the time employees have taken off from their work. This may include vacation time, medical leave, sick leave, and other types of time away from the workplace.

Just like digital timekeeping, this can also be done digitally and automatically through workforce management software. 

The goal of a time-off management system is to assist organizations in ensuring that employees are given enough time to recharge and rest while ensuring that the workplace is adequately covered for the work to be completed.

By tracking and coordinating the time off from work, the organization can also prevent situations in which employees are underpaid or burnt out

1. Labor forecasting

Labor forecasting refers to the process of predicting how much work an organization needs to be able to provide. This includes estimating the number of employees that will be needed to meet future demands, tasks, and projects in the pipeline, as well as identifying the skills and work experience that those employees will need to have. 

Forecasting of labor is often based on a combination of analysis of data and expert judgment; the result of this estimation can be applied to a wide range of decision areas including the selection of employees, identification of needed training, and setting of budgets. 

When the labor needs of the organization are accurately planned, the company can ensure that the proper skillset and the correct number of employees will be allocated and assigned to meet the goals and milestones of the organization.

1. Scheduling

Staff scheduling is a process of preparing and properly allocating the work of employees in an organization.  This may include the setting and identification of the time of the work, the list of tasks, and the allocation of responsibilities in order to address the needs of the organization.

Staff scheduling can be done using workforce management software; by using such tools, managers can be quicker in creating schedules and managing work. 

The goal of a staff scheduling program is to guarantee that the company has the correct people at the correct time and place, taking into consideration important resourcing factors such as the availability of employees and their individual preferences.

By properly scheduling staff, organizations can improve productivity and reduce the potential for errors and conflicts.

1. Overtime management

Overtime management is a process of determining and managing overtime work that an employee incurs.  This may include the monitoring of the total count of hours that employees serve in a week, as well as the amount earned from overtime pay.

Overtime management can be performed using workforce management tools, helping businesses keep track of employee hours and ensure that employees are paid accurately and on time. These utilities also help companies comply with labor laws and regulations, while also avoiding overwork and burnout among employees.

By properly managing overtime hours and costs, the organization can increase productivity and reduce the cost of labor, and the workplace environment can remain healthy and balanced.

1. Analytics

Real-time data through platforms and tools can provide management with instant and accessible means to monitor, manage, and apply necessary changes to staffing. Data and other integrated reporting analytics can be utilized to provide and monitor a variety of key indicators with the help of trend analysis functionality. 

1. Regulatory compliance

Regulatory compliance is defined as the process by which an organization is required to comply with all relevant laws, policies, legislation, and regulations applicable to its activities.  This includes compliance with industry-specific regulations and broader requirements, such as employment, safety, and employee data protection. 

Regulatory compliance is a key part of the successful operation of a responsible business; failure in compliance could lead to penalties, legal action, and damage to a company’s reputation. 

Organizations can ensure compliance by keeping up with and being aware of the relevant laws, regulations, internal procedures, and policies. 

Workforce management tools can be utilized, in addition to the use of HRMS systems, to ensure a company’s compliance.

What are the top functions that make workforce management software effective?

Workforce management software solutions can automate many of the necessary functions that staff and HR personnel perform such as forecasting workload volumes, designing work, and staff schedules, allocating and assign resources, and administering all aspects of running and managing a business. 

They come with a set of utilities, tools, and functions that can be used to elevate workforce productivity through strategic employee allocation.  

According to payroll service provider ADP, workforce management software can be defined as “a suite of tools that helps ensure employees are in the right place, at the right time for maximum productivity.”

Some of the most important and core features of the management system of the workforce may include the following:

• Optimized time and attendance tracking: 

Employee time tracking refers to the recording and monitoring of the time that an individual employee spends on a specific task or project.  Time tracking and attendance management are used to monitor the employees’ productive time. 

Employee time tracking helps organizations understand the way employees spend their time identify areas of inefficiency or inefficiency, and increase overall productivity.  It can also help employees better manage time and prioritize their tasks. 

By accurately tracking the time spent by employees, organizations gain valuable insight into the workforce and can make better decisions about the allocation of resources and the improvement of performance in the future.  This is essential for companies that monitor timesheets and projects budgets.  

• Time off workforce management: 

Leave and absence management, also known as time-out management, involves the management of time-out requests – such as vacations, sick days, vacations, emergencies, and parental absences – in accordance with a set of rules, policies, and guidelines specific to the business you operate. 

These planned and unplanned leaves factor into the schedules of day-to-day operations and project plans.  Workforce management software considers all of these facets in order to provide managers and HR personnel with accurate resource capacity information.

• Labor forecasting

Workforce management software uses statistics and organization data especially with regards to performance management and benchmark data in order to estimate and forecast the resource needs of the business at any given time.

With this data, an organization will be able to schedule and determine the needed resources for allocation.  Many systems allow the managers to explore variable factors, and to create different provisions for the strategic planning process. 

Schedule monitoring is possible in real-time to respond to changing resource needs. With the ability to track resources precisely, businesses may avoid under-staffing and overstaffing, thus helping them avoid risks of customer displeasure, additional costs, economic losses, and negative effects on the businesses’ reputation.

• Staff scheduling

After labor forecasting, employee scheduling is the actual implementation of resource plans in order to address business and project needs.  Employee scheduling refers to the process of arranging the work of the company in order for it to be best able to carry out its daily operations.

• Regulatory compliance

Workforce management software can be utilized to ensure that the organization will not violate any rules, policies and laws.  Compliance with all regulatory bodies helps businesses from incurring penalties and sanctions. 

In addition to these basic features, many workforce management systems also provide additional functions such as reporting and analytics, integration with new workforce management systems, and support for mobile access.

These features can assist organizations in gaining valuable insight into their employees and in making informed decisions on how they can manage and optimize their staff.

What evaluation criteria should be utilized in selecting workforce management software?

The development of software for the management of the workforce was designed so that organizations could be efficient and promote a productive workforce.  This also allows the recording and maintaining of employee and project data.

These tools aid in automating day-to-day human resource tasks that would have otherwise been done manually or through paperwork.  Automation of these critical processes also eliminates human errors, which can become costly and can potentially damage the reputation of the companies.

To be productive, organizations must have the correct and appropriate tools. Choosing and deploying the right manager of the workforce may improve the efficiency of administrative processes, help with the performance management of employees, track the hours of work, ensure compliance, and maintain a streamlined process.

Here are the factors that should be considered:

1. User Friendliness and Ease of Adoption

If software has a user-friendly interface and gives an intuitive user experience, businesses can be assured that adoption and implementation will be a breeze. It can also guarantee that it will be easy to roll out with minimal resistance from the employees. 

In addition to this, if the functions are easy to use, and data and other relevant information are easy to obtain, employees will be more motivated to keep on using the tools.

Mobile and cloud access also provide the opportunity for improving employee productivity. Making the tools and services accessible everywhere can greatly improve the processes and ensure that the utilization of the platforms can be maximized.

1. Excellent Tools for Managing Employees Such as Time and Attendance Tracking

One advantage of implementing a workforce management solution is its capability to enable businesses to track employees’ attendance conveniently. Having this data readily available can also be used for payroll processing, leave management, and staff scheduling. 

Not only does this type of platform allow automation, it also mitigates issues with payroll processing and time off administration.

1. Reports and Data Analytics

With a good workforce management platform in place from which reports and data analytics can be automatically generated, employers can easily determine trends and issues when it comes to temporary staffing systems, schedules, and resource allocation. 

It would also help if the tools could be used to create customized reports and bespoke inquiries that can easily address company-specific requirements.

1. Integrations and Interconnectivity

Admittedly, there will never be perfect software, and it is almost impossible to acquire a platform that can address all of the needs of an organization without customizations or change requests. 

To address this, the chosen platform of an organization should be able to support software integrations and interconnectivity. By allowing connection to other delivery channels, value is added to the platform, and workforce management solutions that are being provided are enhanced. 

This adds to the flexibility and native capabilities of the platforms. Therefore, it’s important to choose software for workforce management that can easily integrate with other applications to ensure a seamless operation.

1. Compliance  

Compliance is one of the most important reasons why organizations switch to a software-based workforce management system. One advantage of having a platform is the ability to automatically subject processes to compliance checks to ensure that all policies are being followed. 

Platforms also provide a secure means of capturing and keeping data. Through easy task management capabilities, employees can be reminded of tasks that should be completed, as well as be provided with accountability checks.

The choice and implementation of the right software for the management of the workforce is crucial since it is designed to improve the efficiency of the business.

1. Task and Process Automation

Workforce management software aids employers in automating a wide variety of core Human Resource systems and functions, thereby ensuring efficiency and promoting productivity. Automation of tasks can cover automated alerts for task deadlines, automatic payroll management, tracking and monitoring of timesheets, and streamlining of other important processes.

1. Promotes self-service

With the implementation of self-service capabilities, tasks are distributed to the staff, easing the burden on managers and HR practitioners.  As an example, leave management, time tracking, and timesheet maintenance can be allocated and delegated to the staff so that managers can focus on other activities. 

This also empowers the individual employees by providing them with the option on performing administrative tasks on their own and keeping them engaged since they also participate in some of the HR functions.

Visit our post on the Top Workforce Management Software to learn more about the popular WFM software and how they can enhance employee experience while ensuring your business can be productive and efficient.

The Wrap

WFM software and business management tools, just like any other productivity technology, is constantly being improved and enhanced.

Businesses interested in exploring new territory and improving the way they perform and handle tasks can find endless ways and means to enhance their operations and productivity through the use of technology that is meant to alleviate pain points.

A video interview is a type of job interview that takes place remotely and uses video technology.  It is important to ensure your business utilises the right video interviewing software features and take advantage of the benefits.

Over the past three or more years, recruiters and hiring agents undoubtedly had to strikingly transform and adapt to the changes in hiring and recruitment strategies, especially due to the COVID-19 pandemic that has brought everyone to an unprecedented and extraordinary time. 

Our comprehensive guide on video interviewing is available here if you want to start from the basics.

If you want to get straight to the action and check out our top 10 video interviewing software platforms, you can check them out. We also have our statistics page where you can find out everything you need to justify moving towards implementing video interviewing into your hiring process.

The most common video software features include:

Here are some key features that are commonly found in video interviewing software:

• Live video and audio streaming

• Recording and playback capabilities

• One-way or two-way interview modes

• Scheduling and calendar integration

• Automatic or manual recording uploads

• Secure data transfer and storage

• Integrated communication tools (chat, annotation, etc.)

• Customizable branding and interview templates

• Mobile compatibility

• Access control and permissions settings

• Integrations with applicant tracking systems (ATS) or other HR software

• Artificial intelligence-based evaluation tools

• Option for real-time collaboration with team members

• Live subtitles/closed captions

• Automated interview scheduling and reminders.

Video Software is now critical to business operations

Indeed, there was a time, when everyone was clueless on what to do during lockdowns and as the Covid-19 virus ravaged through the entire world, in-person interviews were difficult to schedule and conduct and posed risk to all parties involved.

Consequently, companies utilized online screening and employed the use of video chat tools, video conferencing and video interview software for business continuity.  

According to the site OnRec.com in an article that was published in April 2021, before the pandemic, only 22% of employers are conducting interviews via video. 

From the time the pandemic has hit the globe up to the time the article has been written, 79% of employers have started utilizing video software as an integral part of the recruiting and hiring process. 

This method saves time for both the facilitator and the applicant and streamline an organisation’s hiring process.

How is virtual or video interviewing different from the traditional way or in-person method of conducting job interviews? 

Some key differences are highlighted in the following aspects:

Interview Venue

With a video interview, both the interviewer’s or facilitator’s and the candidate’s location does not matter; they could be anywhere in the world and can be far apart from each other as possible.

What is important is that they both have the proper devices and tools and a stable internet connection to conduct a live video interview.

This allows for a much wider pool of job candidates to be considered for a role because unnecessary factors such as geological location are eliminated. 

It also enables companies to hire top talent from a distance, without the need for the applicant to move nor for the company to provide housing benefits for the new hires.

Video Interview Software

Video interviews can be facilitated with the use of video conferencing, video interviewing platforms or other video interviewing technology to facilitate communication between the interviewer and candidate.

Of course, it would help if both parties would familiarize themselves with the right video interviewing software.  It is also imperative for both to ensure that they have the necessary hardware, best video interview software, video call utility and access to the internet.

Visit our post on the top video interviewing software to learn more about the popular video interview and communication tools.

Communication

Video interviews can pose a more difficult communication challenge than in-person interviews as you’re not conducting just one way video interviews.

Reading nonverbal cues or picking up on subtle body language might be challenging with virtual interviews. 

A smooth and conducive interview may also be hampered by issues with audio or video quality or even internet connectivity that can negatively affect the flow of the conversation.

Preparation and logistics

Preparation for a virtual interview may be different from preparation for an in-person interview. 

What can be common for both are the need to prepare oneself for questions about the position, knowledge on the industry as well as research on the company. 

In addition to these, candidates should ensure that they have an appropriate location for a video interview.  All gadgets and video interview software should also be checked in order to guarantee a smooth and technical issue-free interview.

Format

Video interviews can take on a variety of formats.  These include virtual one-on-one interviews, pre-recorded interviews, and panel interviews with multiple interviewers.

Each format may have its own set of challenges and requirements, and candidates should be prepared for the specific format they will be participating in.

The main types of video interviews are asynchronous and live or synchronous video interviews.

With asynchronous interviews, the facilitator and interviewee need not meet virtually during the actual interview.  These could also be referred to as on-demand or one-way interviews. 

Questions are pre-recorded in advance by the team that is responsible for handling hiring and recruitment. 

These may be in the form of text or embedded videos. 

Once the interviewee starts with the interview session, he or she will be guided through the pre-recorded interview and will be given time to record the responses to the interview questions, in the form of a video. 

The employer sets and defines the duration of the whole interview, the number of questions, the amount of time given to the interviewer to prepare for each response, the length for each response, and if re-recording a response will be allowed.

For live or synchronous interviews, these are just like any video call that is done through Zoom, FaceTime, Skype or Google Meets or Hangout. 

Virtual live interviews link employers to job applicants at a convenient time for both parties; everyone will still meet each other, albeit virtually, but because they do it from afar, it eliminates concerns with logistics and meeting planning and the need to travel and commute is completely eliminated. 

This allows organizations to look for and hire top talent without considering location as well as living arrangements, secondment and other staff mobility requirements.

The video interview software that is used for video calls also makes setting up and arranging a panel interview easy and convenient.

What are the important features to look for in video interview software?

 The list below highlights some of the common features of video interview software:

1. Video teleconferencing:

   This is the primary function of video interviewing software.  It is the ability to conduct video interviews over the internet. This typically involves a video call between the interviewer and the candidate. 

   Some supplemental features may include screen sharing and chat or real-time messaging.

2. Integration with scheduling interviews and calendar:

   A lot of video interview software platforms allow users to create scheduled interviews, block calendar time and manage calendars directly within the video interview platform.

   This can help to streamline the scheduling process and ensure that all parties are aware of the time and date of the interview.

3. Pre-recorded questions:

   Some video interviewing software platforms allow users to record and save a series of pre-recorded questions that can be used during the interview.This is ideal for conducting asynchronous video interviews, or a structured interview wherein pre-recorded videos are part of the interview and hiring process. This can help to ensure that all candidates are asked the same questions and that the interviewer can focus on the candidate’s responses rather than having to worry about what to ask next. It also displays the amount of time that is spent in preparing for the interview.

4. Live transcription:

   Some video interview software includes a live transcription feature that automatically converts the audio from the interview into written text done in real-time. This can be useful for creating a transcript of the interview or for providing a transcript to individuals who may have difficulty hearing the audio. This function is very useful as well for persons with hearing disabilities. Some video interview software also includes the ability to translate a video into different languages, making the content more accessible to a wider audience and improving its SEO by targeting non-English speaking users.

5. Feedback and evaluation system:

   Most video interviewing software platforms provide tools for evaluating and providing feedback on candidates after the interview. This can include features like grades, rating, notes.  Some platforms even allow comparison of multiple candidates side-by-side.

6. Security and privacy:

   Video and recording are very hot topics, especially since privacy and identity are involved.  A good video interviewing software must include security and privacy measures to protect the privacy and security of both the interviewer and the candidate.This may include features like end-to-end encryption and the ability to password-protect recorded interviews.

In addition to these points, it could be beneficial for organizations to be able to incorporate video interviews in their hiring process by allowing:

1. Designing synchronous or asynchronous interviews in the platform.

One-way interviews can be utilized as another option for job interviews.  It may also serve as part of the initial screening process for candidates.

1. Creating structured interviews.

Organizations may opt for a live virtual interview with pre-recorded material to give the interview structure.  These can ensure that the video interview will be controlled and organized while giving the interviewers time to properly assess the candidates.

1. Involving the whole hiring team for virtual panel interviews or an efficient review process.

Video interviewing software may allow an efficient means of scheduling a panel interview without the participants needing to be in a single room. 

Even the panel interviews could be located in different rooms, offices or geological locations.  

Post-interview functions like group review and comparison of candidates may also help organizations in screening the applicants.

1. Integration with an applicant tracking system

Integration with other systems that are needed for the whole hiring and recruitment process could help streamline most of the HR functions.  Having a video interviewing platform that is part of a core system used for hiring could even be better.

When all information pertaining to hiring and applicant data is located in one software ecosystem, and all functions can be recorded and linked in one central repository, it makes it easy for the HR partners and all team members involved with the hiring in identifying and hiring top talent. 

What are the benefits of incorporating video interviewing software into the hiring process?

In-person interviews, when compared to virtual interviews, might be considered inefficient and may incur costs, not to mention will require planning, logistics and synching of schedules. 

Consider your hiring managers time and cost when implementing a solution over the entire hiring process. Live video interviews can get you the best candidates over traditional interview processes.

These types of interviews necessitate commuting and travel time – these would lead to other costs and inconveniences.

All the functions that an in-person interview may serve could also be provided by virtual interviews. 

A video interview may provide a candidate with the chance to demonstrate a personal pitch that would display all of their abilities, experience and personality, providing the hiring team with all the right opportunities to scrutinize and screen applicants.  

Virtual or video interviews provide hiring managers with an alternative medium wherein they could obtain information on the applicants faster.

Video interviewing tools have functions that allow collaboration, providing instant feedback and communication.  These features steer the company into better alignment on hiring needs and an elevated recruitment process.

These types of interviews may also improve the applicant’s job search and interview experience. Job hunters are given the chance to attend and participate in the online candidate screening process without the need to travel and commute. 

In the case of applicants that are still employed or have other concerns, attending virtual interviews could easily be done without taking time off. 

Finally, if video interviews will be utilized as the initial step in the entire video interview process, having video interviews could help the hiring process in screening individuals that are the right fit for the job and the position.

What are the Pros and Cons of using video interviewing software?

Here are some advantages of using video interviewing software:

1. Decrease in the time it takes to hire an applicant: video interviewing software makes it easy for organizations to screen and interview applicants through automated processes.

2. Remove conflicts in scheduling and make it easy to plan interviews: This is true especially for platforms with incorporated scheduling functions. 

   With the use of tools to properly schedule interviews and tasks, conflicts can be avoided.

3. Conduct more interviews and screen more applicants in less time: Due to the ease of conducting interviews plus having a streamlined process, organizations may be able to conduct and screen more interviews, increasing the chance of hiring top talent.

4. Remove hiring biases: If video interviewing platforms will be utilized to conduct structured interviews, biases may be removed or avoided.

5. Location and time zones are not needed: With video interviews, there is no need to consider time zones and the location of applicants.

On the flipside, here are the disadvantages of using video interviewing software:

1. Choice of the appropriate video interviewing software: Choosing the appropriate and apt tool for an organization will depend on the technology stack and needs of the organization.

   This will be key in determining the experience that the hiring team of a company will have on the video interview software.

2. Internet access and connectivity issues: As is true for all online activities, the performance of an online tool or service will only become effective if there is a reliable internet service that is available. 

3. Distractions, noise and background issues: Using the right room, space and environment for both the facilitators and interviewers are crucial in order for a video interview to run smoothly. 

   Even if the interview will be done remotely, care should still be taken in ensuring that the space that will be used for the interview is favorable for the video interview, away from distractions and unnecessary noise. 

4. Getting an idea of the company culture might be difficult for applicants: The elimination of being physically in the presence of each other is a trade off with this requirement. 

   The participants will only be limited to what they will see on their screens via the video interviewing platform. 

   For applications, they will miss out on seeing the office and the culture that the company has that may be observed if one will go to the office physically for an in-person interview.

7 Video Interview Tips for Success

For facilitators, the following guidelines may serve as a guide in preparing for and conducting a virtual interview:

1. Design the video interview process with an organized and clear flow and structured questions.

2. Communicate clearly the points that should be covered with the hiring team.

3. Inform all participants clearly of the agenda, expectations and schedule.

4. Choose the correct video interviewing platform and prepare all devices that will be used.

5. Include in the interview information about the company and the team.

6. Provide feedback to the applicant post-interview.

7. Prepare the space where the interview will be conducted including virtual backgrounds if necessary.

The Wrap

Video interview platforms offer many benefits to both job seekers and the hiring managers alike. It’s a very useful tool that makes the hiring and recruitment process more convenient and efficient for organizations.

Now that these platforms have become prolific and accessible, video interviews have surely gained favor and popularity. 

Video interviewing utilities have become agreeable and affordable even for small companies, giving opportunity to businesses regardless of size to harness their capabilities.

Any business, big or small, can easily scale up and hire talent from any location with the use of this technology. 

Undoubtedly, the way a video interview is done has been forever changed for the better.

Companies didn’t need to research any video interviewing statistics before making the decision to implement these job interview process changes. The writing was on the wall with everyone working remotely and the pandemic in full flight.

It’s not difficult to see why videos are such a popular medium as they are beneficial for both interview facilitators and applicants.  Video interviews can provide the same functions and serve the same purposes as in-person job interview but with the advantage of virtual capabilities. 

Employers or interview facilitators can conduct the interviews from the comfort of their own homes or in the office premises. 

Applicants do not need to travel or commute to the interview venue just to attend and participate in the interview.  It is a win-win situation.

Our comprehensive guide on video interviewing is available here if you want to start from the basics. If you want to get straight to the action and check out our top 10 video interviewing software platforms, you can check them out.

What are the important job interview statistics?

Doing job interviews admittedly is a stressful but essential activity and demands a lot from applicants.  There is this need to appear and look professional, impress the facilitators, exude confidence and convince the interviewers that one is the right fit for the job.

There have been several changes to the job interview process in the last few years, in part driven by technological advances and the changes on the market for jobs.  Job seekers now should rethink their skills and how they can better their chances in the hiring process with the hiring managers.

Some of the key changes that have affected how interviews are conducted are:

1. Increased use of teleconferencing and video call options: with the widespread use of teleconferencing tools such as Zoom, Google, Webex and Teams, it is becoming more common to conduct job interviews remotely, whether entirely online, or with the combination of teleconference and online interaction.

2. Changes in the type of questions posed: In order to be inclusive and more diverse, employers are steering away from the traditional questions of interviews, which may be biased or discriminating.

   Employers are more conscious and aware of things that are acceptable for everyone.  Instead, they use structured interviews, which focus on particular skills and skills, and can include behavioural questions or questions based on a case.

3. A greater focus on the fit and alignment of cultures:  In addition to the evaluation of candidates based on their experience and skills, employers now seek candidates who fit well with the culture of the company and the values of the company. 

   Indeed, employers now put focus on the company culture in addition to capabilities.  As such, the interview may also delve on the values and objectives of the candidate, and the interview may involve the interaction of multiple members of the team to find out how well he will fit into the group.

4. Use of online assessments: Some employers use online assessments, or challenges, to assess candidates before an interview or after a meeting.

Important Video Interviewing Statistics in 2022

Here are some important and interesting job interview statistics that pertain to trends and updates on job interviews, virtual interviewing and video interviewing software.  These statistics, facts and figures have been compiled by LegalJobs.Io.

Job Interview Statistics in the United States

• 77% – percentage of recruiters that get turned off by grammatical mistakes and typos

• 45-90 minutes – the average duration of job interviews

• 40% – rough estimate of people who lie on their resumes

• 7 seconds  – time it takes to make a good first impression

• 75%, year 2025 – percentage of millennials and Gen Z employees that will be part of the global workforce

• 3.5% – percentage of unemployment in the United States as of September 2022

Job Interview Statistics

• 118 – average count of applicants vying for a single job

Having some competition is part of job hunting. Based on recent statistics, there are about 118 persons on average that are applying for a single job position; only 20% of these applicants proceed to the next level of the hiring process. 

• 45-90 minutes – average duration of in-person job interviews

45 to 90 minutes is just the right time in order to have a conducive and successful interview.  This is an ample time for facilitators and interviews to get to know each other. 

• 90.6% – percentage of employers who prefer candidates with work experience 

Almost 91% of employers have indicated that they prefer candidates with work experience. Out of this, 64.5% stated that they would choose candidates with work experience relevant to the job opening, but only 26.1% declared that any type of job experience will suffice. 5.1% of employers indicated that work experience need not be a factor

• 77% – percentage of recruiters that consider typos and poor grammar in resumes as dealbreakers

The resume is the very first thing that a recruiter will have that will give an impression of an applicant, so it is imperative for resumes to be professionally presented and neatly prepared. Proofreading is a must; typographical errors, misspelled words and issues with grammar are among the most frequent reasons for rejections. 

• 47% – percentage of recruiters that would reject candidates that did not research about company where they are applying for

Research about the company or organization as well as the job or position are essential.  Showing up to a job interview prepared and well-researched gives a nice impression and shows that an applicant is keen on getting the job.  Lack of knowledge about the company where they’re applying for the job is one sure way of getting rejected.

• 47% – percentage of job seekers that get invited to one or more interviews after giving out 10 applications

According to the Bureau of Labor Statistics, submitting 10 applications led to 47% of applicants progressing to the next phase of the hiring process, 14.4% getting more than three interview invitations.  38.3% of the applicants who submit at least 10 applications don’t get invites at all. 

• 27% – percentage of applicants who get a job offer with 10 job applications 

• 23.8 days – average length of the job interview and recruiting process 

According to Glassdoor, it takes about 3 to 4 weeks for one interview process, on average, in the United States.  The shortest interview process occurred in India where the whole process took 16 days.  As for the longest duration, the longest interview processes were recorded in France and Brazil where it could take up to 39 days.

• 92% – percentage of companies that utilize social media platforms in looking for talents to be hired 

Almost all companies and organizations have social media accounts.  As a matter of fact, it would be hard to find an established company without social media presence. 

One advantage of this is that social media platforms can be utilized by recruiters to look for applicants.  87% or recruiters use LinkedIn as the job market.

For job hunters, it might be beneficial for them to keep profiles up to date as it might help in the search for jobs and companies. A hiring manager will conduct interviews straight after a job post.

• 40% – percentage of people who lie in their resumes

Most people who furnish resumes that are not 100% accurate do so due to 2 main reasons: they either lack the skills that are needed or they do not have enough work experience. 

• 7 seconds – time it takes to make an effective and strong first impression

Applicants only get a limited time and chance, roughly about seven seconds, to make a good impression on the interviewer.  

• 71% – percentage of employers that will reject applications who do not follow the appropriate dress code 

Applicants that may have great qualities but fail to consider and follow a specified dress code may not be successful in getting an offer and landing a job. 

Although many leaders have tried to reduce this type of bias in the selection process, it is not necessary to take into account how other employees dress before your interview.

• 67% – percentage of recruiters who stated that eye contact is part of making a good impression

It would be of great help for applications to have a reasonable amount of eye contact with the facilitator or interviewer; this could demonstrate how engaged the applicant is. 

This is also a good indicator of confidence and self-esteem as well as sincerity and temerity of character.

• 39% – percentage of candidates that make a bad impression due to issues with confidence level, vocal quality and unpleasant demeanor

• 94% – percentage of increase in the number of managerial and teaching jobs which require analytical and social skills

With regards to employment and management, a lot has changed since the 80’s A lot of jobs demand better social and analytical skills, especially for the education and management domains. This is the reason why jobs nowadays require more extensive preparation.

• 63% – percentage of recruiters that have a hard time identifying suitable candidates to fill up open positions

According to MRINetwork, hiring statistics show that there is a serious issue of lack of talent and suitable applicants; in fact, the number has gone up to three times the figures 10 years ago. 

Nearly 70% of employers reported a lack of subject matter experts and employees proficient in their fields in the late 2010’s.

• 5 times – chance of referred candidates to be hired

Based on studies, referred applicants have a higher chance of being hired.  Chances of a referred applicant to be hired: five times more likely than the chance of an average applicant. 

When compared to an applicant who chanced upon the position through a job listing, 15 times more likely.  78% of recruiters think that with referrals, more qualified candidates could be hired. 

Having somebody vouch for the applicants goes a long way in speeding up the hiring and interview process. Job seekers should take advantage of referrals or friends of hiring managers.

• 10.1 million – job openings in the United States in 2022

Based on the data that was released by Trading Economics, there had been 10.1 million job openings that were reported as of August 2022.  Admittedly, there are disparity issues between the positions and applicant qualifications.

It is not uncommon for multiple panel interviews and a in person interview round.

• $4,700.00 – average cost per hire

Based on the data from the Society of Human Resource Management, close to $5,000 is the average cost per hire, pushing employers to look for more cost-efficient ways of hiring.  This cost also comes into play when a company has a high turnover rate.

• 75% – percentage represented by millennials and Gen Z workers, out of the total number of workers in the global workforce

By 2025, the headcount of workers that belong to the millennial and Gen Z groups will reach 75% by the year 2025.

• 60% – percentage of hiring managers that have used or that continue to use virtual interviews and video interviewing platforms in the hiring interview process to interview candidates remotely

Video interviewing has helped organizations improve the hiring experience of their candidates. VidCruiter, MyInterview, SparkHire, AllyO, HireVue, OutMatch, Harver, RecRight, and Interviewer are just some of the popular software solutions in the video interviewing domain.

• Six times faster – the speed by which video interviews are conducted when compared to phone interviews

According to virtual job interview statistics, video interviews are gaining in popularity in the field of recruitment.  They are deemed to be much faster and more efficient when compared to voice or phone interviews; video calls, after all, are more conducive. Video interviews have helped in improving and streamlining the interviewing and hiring process.

• 84% – percentage of applications that schedule an interview within a day of receiving an invite

Based on job interview statistics, applicants are keen to schedule an interview as soon as possible after receiving an invitation.  In this case, swiftness is not beneficial; a day will not be sufficient for all stakeholders to prepare for a job interview.

• 49% – percentage of increase in online job interviews in a decade

Virtual job interviews were on the rise and have been slowly gaining popularity.  Due to the COVID-19 pandemic, more organizations have turned to virtual interviewing as the prime solution when conducting interviews.  Based on interview method statistics, at least 60% of recruiters find video interviews more convenient and effective in shortlisting candidates.

• 82% – percentage of hiring managers, employers or HR practitioners that use virtual interviews

A study that was conducted at the height of the COVID-19 pandemic has shown that there has been a steady rise in the number of recruiters that prefer virtual interview over traditional way of interviewing.

• 67% – increase in the usage of video interviews

• 86% – percentage of organizations that use video interviews to screen and hire applicants

• 27% – percentage of applicants who worry about connectivity issues 

How much do video interviewing software cost?

This section provides a sample cost comparison of a sample of video interviewing software.  Note that this just presents a small sample from the video interviewing software market.

Some platforms use quote-based pricing only while some charge per video interview.  Prices range from $1.00 to $500.00 monthly fee.

For platforms like Harutaka, Talview, Fidio, Mercer, and Snap Inview, subscription is offered at annual rates.  Subscription or software fees range from $90.00 to $1,000.00.

For products such as InterviewMe, VideoBio, ScreenIt, RecRight, Recruitee and Hireflix, monthly subscription or payment plans are available.  Fees range from $7.00 to $500.00.

Famous products like SparkHire provide several subscription plans: from Lite Plan at $149.00 per month up to $499.00 for the Growth Plan.

With Willo, another popular provider, subscription prices range from $56.25 to $830.00 per month.

Who is the target market of video interviewing software?

Video Interviewing Software has helped recruiters and job hunters connect virtually with the help of tools that eliminate the need to be physically present in the same premises.

This media has rapidly become the preferred method of doing a job interview and is being utilized to perform screening and first-round interviewing job applications.

The video interviewing market is segmented, as is the norm for most SaaS and software these days, into two main implementation types: cloud-Based and web-Based. 

As for the market based on application, customers and users are segmented into small and medium enterprises to large organizations and enterprises.

The market share for these is predicted to grow further by 2027 as rising demand propels business growth for video interviewing service providers.

The major players in this market are Shine, Spark Hire, TribePad, Skeeled, HireVue, Yello, RecRight, Montage, VidCruiter, ClearCompany, Sonru, Jobma, Jobvite, LaunchPad Recruits, and Vieple among others.

The wrap

In this age of a global pandemic and even looking forward to a post-COVID-19 pandemic era, the rules that govern and the job interview process have been transformed to adapt to the present needs. 

The widespread use of video-conferencing platforms have made video-conferencing, and interviewing in general, more efficient and easier than ever to conduct video-based interviews.

Now that everything is shifting to a digitally transformed and virtual standard, it is possible that virtual interviews will become a normal and basic part of the screening and hiring process in the near  future. 

We all had experience getting interviewed for a job, or interviewing applicants in the company that we work for as we perform functions related to recruiting and hiring process. 

The most common interview type has now become the video interview. Indeed ran a study and found that 82% of respondents employ video interviewing in their process.

If you want to get straight to the action and check out our top 10 video interviewing software platforms, you can check them out.

We also have our statistics page where you can find out everything you need to justify moving towards implementing video interviewing into your hiring process.

What are the main types of interviews? Video Interviewing is King

There are several different types of job interviews; these include traditional one-on-one interviews, panel interviews, phone interviews, and video interviews.

One-to-one Interview

In a traditional one-on-one interview, the candidate meets with a single interviewer in person to discuss their qualifications and experience. This is the most common type of job interview, and it allows the interviewer to get to know the candidate and evaluate if they are the right fit for the job.

Panel Interview

In a panel interview, the candidate meets with multiple interviewers simultaneously. This type of interview is often used when the job requires a wide range of skills or expertise, and it allows the interviewers to assess the candidate from different perspectives.

Phone Interview

Phone interviews are usually used as the first step of the process of hiring, for hiring teams to screen the candidates before they are invited for an interview in person. In a phone interview, the candidate and interviewer interview over the phone, rather than meeting in person.

Video Interview

Video interviews are similar to phone interviews but are conducted over video conference software such as Teams or Zoom. This type of interview allows the interviewer to see the candidates and get a sense of their body language and communication skills.

This type of interview is becoming more and more popular, particularly for remote work.  It has gained more popularity over the recent years, and more so when the COVID-19 pandemic happens to do job interviews, replacing other methods in job interviews, replacing other modes of doing interviews. 

Now that a lot of organizations have adopted remote work, the process of hiring, including conducting interviews and recorded interviews, is also done remotely. 

Remote recruitment, hiring, and onboarding are part of the new methods that are being employed in this day and age, especially now that remote or hybrid modes of work arrangement are prevalent. 

We believe video interviews are the future of the interview aspect of recruitment and hiring for both employers and applicants. Your hiring team could benefit from this advancement in technology.

What is a video interview?

A video interview is one manner of conducting a job interview in which the interviewer and the job candidate communicate with each other using video technology, or more specifically, video interview software.

This provides real-time audio and visual communication even if the interview is being done remotely, and even from separate locations. Video interviewing is becoming increasingly popular and is starting to be prevalent; it provides a medium for companies to conduct interviews with candidates remotely. 

It is hard to deny the popularity of the use of video interviews and even recorded interviews.  

With the use of video interviews, time and money can be saved. In cases where both video and in-person interviews are used, video interviewing is often done in the early stages of the hiring process.  In-person interviews are done during the final stages of recruiting before the hiring manager or managers make a job offer.

When conducting or participating in a video interview, a video interview platform may be used. The interviewer may ask the candidate questions through the video platform or may have the candidate complete a recorded video or written exercise as part of the interview process. The interview may be conducted one-on-one or with a panel of interviewers.

The candidate must prepare for the video interview or recorded interviews as they would prepare for the interview in person. This includes researching the company’s website, practicing answering common questions of the interview, dressing appropriately, and making sure that the lighting is professional and the background is professional.

Video interviews provide an organization’s recruitment and hiring managers with as much insight into job candidates as in-person interviews, and more than resumes or phone interviews ever could.

They also help organizations trounce geographical and location limitations thereby providing companies with a more extensive roster or candidate pool.  With this, recruiters can locate and hire top talent anywhere. 

How does a video interview differ from an in-person interview?

Job interviews are very crucial in the recruiting and hiring process.  Interviews can be utilized to evaluate an applicant’s skills and determine how the applicant can play a part in helping the organization achieve its goals.  Video interviews present a more time-efficient method by allowing a virtual replacement to the traditional way of doing interviews.

Video interviewing is just like traditional interviews or face-to-face interviews, especially in this day and age.  They could both be used to hold formal meetings with interviewers.    

While in-person interviews could be time-consuming and may require travel time, virtual or video interviews are more time-efficient.  This difference also makes traditional interviews cost-oriented in terms of travel time, the cost of traveling or commuting to the interview venue, and other costs that physically going into the venue might entail. 

Virtual interviews, on the other hand, are more cost-efficient; these would only require the right device and an internet connection. Traditional interviews require reserving and using a meeting room; for the virtual counterpart, any quiet room with a neutral background will suffice. 

For traditional interviews, conducting and following the interview process might take time.  For virtual, a specified date and time that will be agreed upon by both interviewers and interviewees.  

In doing technical interviews, recruiters get more factors to assess the qualifications of the applicant such as the way the applicant conducts himself or herself, and how the applicant does a handshake, among others. 

Through these, employers may also assess and gain insight into an applicant’s communication and presentation skills.  It would be harder to assess other facets of an applicant’s personality through virtual interviews.  The interviewee would also have to maximize the limitations of the video medium to handle the interview.

What are the purpose and benefits of a video interview?

A video interview is one manner of conducting a job interview; this may take place remotely and can be done using video interview software or any video communication medium.

Video interviews are becoming popular tools for hiring and recruitment; as compared to traditional, face-to-face, or in-person interviews, video or virtual interviews can help an organization save on time, money, and other costs when compared to its traditional counterpart.

 Indeed, software and technology have played huge roles and created a big impact in helping streamline of the recruitment and interview process.  

The purpose of video interviews is to evaluate the suitability of the candidate for a job position that is being offered. It provides an alternative medium for the applicant to demonstrate his or her skills, knowledge, and experience, as well as his or her communication and presentation skills.

Video interviewing is often conducted as a way to screen candidates and narrow down the pool of applicants before inviting them for an in-person interview or making a job offer.

They can be an effective and efficient way to evaluate candidates, especially for companies with a large number of job openings or for positions that are located in different parts of the country or world. 

For companies that operate on a full remote work arrangement, interviews are being done for the entire hiring process.

Video interviews can also be an excellent option for candidates, as they allow them to demonstrate their skills and qualifications to potential employers without incurring the costs of travel.

Aside from its use for video interviews, it can also be used for other purposes, such as conducting performance reviews, training sessions, or remote team meetings.

You can check out our list of features and benefits of video interviewing software.

According to SparkHire.com, the following are the advantages of using video interviews as the medium of screening job applicants:

1. Eliminate scheduling woes

Scheduling job interviews, especially when dealing with multiple candidates across various departments could be cumbersome.  Arranging schedules and determining a convenient time for everyone will be challenging. 

This process, without the use of scheduling tools and interview platforms, will be time-consuming and stressful for HR practitioners, candidates, and the representatives who will participate in the interview.

Using one-way video interviews could be an option since these allow possible new hires to respond to questions at a time that is convenient for them. The entire process is done asynchronously. 

Once the applicants respond, team members are given the chance to respond and each step can be done when it’s conducive to each of their schedules.

Collaboration is easy because everyone on the hiring team can take notes about the interview, and rate the candidates. After the initial communication, the hiring managers can then schedule a live video interview. 

This allows an efficient way of scheduling interviews and allows a greater number of candidates to be screened where the logistics can automatically be handled.

2. Facilitate performance tracking

Utilizing a platform allows employers to determine commonalities that may help them choose top talent.  The previous applicants’ performance and data on video interviews could be utilized to determine patterns such as the replies given to similar questions, applicants’ body language, and how and the place where the interview was conducted, among others. 

These could provide flags and indicators to companies that may help improve the hiring and recruitment process. Having these bases could offer valuable insight and could serve as a guide for hiring personnel.

3. Promote consistency in interviews

Keeping consistency when conducting interviews could be challenging since it is easy for interviewers to miss covering particular points or go off-script.  Due to these inconsistencies, each applicant may be presented with a varying set of questions and may get different interview experiences. 

Without controlling how the interviews will be conducted, it might become difficult to properly assess the candidates,

Video interviewing technology can potentially mitigate this issue by providing the tools and guidance for interviewers to conduct consistent and on-script interviews. Predetermined queries can be asked from each candidate. 

The responses can also be recorded video responses so that the decision-makers in the hiring process can easily review and gauge using the same criteria.

This evens out the playing field for all candidates and allows the manager to make a more informed decision on the final stage of the recruitment procedure.

4. Provide an excellent interview experience for passive candidates

There are a lot of factors that come into play when considering job applicants.  A potentially great new hire might be discouraged from applying due to the demands and requirements of in-person interviews. 

How the interviews are conducted could also hamper the discovery of top talent.  With the use of live video interviews and a process that involves quality control, the interviews can be done remotely, giving a chance to a wider range of applicants, as well as giving the employers a chance to conduct a conducive interview that can be improved continually.

5. Gain insight through initial communication via video interviews

For companies that still prefer to conduct in-person interviews, especially for the final stages of hiring, video interviews can be utilized to narrow down the count of applicants, before proceeding to the other stages of recruiting.

6. Assess a candidate’s technical proficiency

Now that technology plays a big part in almost all of the positions and roles for any company regardless of the industry, having some degree of understanding about technology and technical proficiency is a necessity.

Video interviewing software and how interviewees conduct themselves using these technologies allow employers to gauge their level of proficiency.

This also provides hiring personnel with insight into the candidates’ attention to detail and preparedness. When a candidate faces difficulty in using such a video interview platform or has reservations about virtual tools and processes and the position demands the use of such facilities, it is an indicator that the candidate is not right for the position.

7. Minimize small talk

For some, engaging in small talk could be awkward and detrimental; often, it is not needed.

Using video interviews may help minimize the time that is spent on chit-chat that happens, and may allow hiring managers to go straight into the video interview; small talk can then be allotted and done for in-person interviews that will be done with the most qualified candidates who have passed the initial stages of the interview process, thus improving the process.

8. Put the focus on body language

Video interviewing is a perfect replacement for phone interviews for companies that rely on the latter for preliminary screening.  They allow hiring managers to observe an applicant’s body language, facial expressions, and overall appearance. 

9. Use video screening as a preliminary step

Interviewing software can be utilized as a preliminary step in hiring, allowing organizations to easily screen candidates before scheduling them for succeeding interviews.

10. Demonstrate how an organization sees and utilizes technology

When companies utilize technology to automate, streamline, and improve processes, and this includes video interviewing, it gives applicants the impression that these companies are invested in implementing the necessary tools to make things efficient and productive. 

Having a digital mindset is an advantage during these times, and more often than not, with the right combination of the right resources and right tools, productivity can be enhanced and employee engagement can be assured.

11. Show consideration to the applicants

Doing video interviews can be a form of breaking the ice, allowing the participants, both the interviewer and interviewee to be comfortable with each other, and get to know each other; they could help in minimizing the pressure and awkwardness that usually happens at the start of interviews.  

Video interviews could also be beneficial for an applicant as these may provide them with ample time to consider and provide their response, allowing them to provide the best answer to the questions that are asked of them. 

It also eliminates unnecessary stressors that could negatively affect the applicants such as problems that may be encountered on the way to the interview venue.  It accords them the convenience of not having to drive or commute, and this demonstrates the respect for the time and resources of the candidate, the hiring managers, and all the participants in the interview.

Video interviews could even allow calls and interviews that will be done after office hours.  For job seekers who are still employed but are struggling to find the time to look for new jobs and career opportunities, this is advantageous.

Video interviews provide several ways for applicants to find a new job and get interviewed; it also presents employers with options on how they can locate and hire top talent.

What is it like to be interviewed on video?

For employers, the process of conducting a video interview starts with identifying job listings and determining interested parties.  Then, the video interview can be scheduled.

Communicating the exact agenda and purpose of the video call with the applicant is crucial, as well as the time and manner of the interview.  The hiring team should properly communicate the date and time and the purpose of the interview.  

An organization should properly set and define the process by which interviews will be conducted.  This may involve the medium or video interviewing platform, calendar blocking, and means of communication.

The platform that will be used should also be identified.  There are a host of software that is available in the market.  Some of the notable ones are Zoom, Microsoft Teams, Skype, Cisco Webex, and Google Hangout.  It would also help to do a test run on the video interviewing tools and devices that will be used to avoid delays and hiccups during the interview.

Hiring teams may also share details about the meeting, expectations, schedule, and timelines, as well as all the participants so that the applicants can properly prepare. 

The facilitators of the interviews may also share a virtual background that can be used for the video calls.  The proper room or space where the interview will be done should also be considered and prepared.

Interview facilitators should also design and formulate standardized interview scripts, questions, and scoring systems.  After the interview, facilitators should clearly state details of the next steps and inform the applicants on how they will be informed about the result of the process and provide necessary feedback.  

For the applicants, they should be aware of the schedule and ask for clarifications if necessary.  Needless to say, they should be prepared and be online in time for the interview. 

Applicants should ensure that the device that they will be using is working fine; they should also check that they have access to the meeting link or video call platform. 

After the interview, they should also give feedback to the facilitators not just about the company but how the interview was done.  

What is video interviewing software?

Video interviewing software is one type of platform that allows individuals or organizations to conduct or participate in job interviews virtually using video conferencing technology.

There are two ways of conducting video interviews: one-way or two-way.  For two-way interviews, both the interviewer and the interviewee can see and hear each other in real-time.

Some of the best video interview platforms also offer additional features such as scheduling tools, the ability to record interviews, and integration with other recruitment tools and platforms.

These tools can help employers screen candidates from a distance, and job seekers can participate in interviews from any location with a connection to the Internet.

Video interview software can help companies streamline the recruitment process by reducing costs and time spent on the interview, and by allowing more candidates to be able to choose from a wide range of candidates, without the need to travel physically and be physically present in the office premises. 

It can be useful also for those who can’t attend an interview in person because of distances or other limitations.

Visit our post on The Top Video Interviewing Software to learn more about the popular video interview and communication tools.

Best practices and challenges with the hiring process and video interviews

Due to the convenience that video interviewing software provides for businesses and the high number of organizations that have adopted this technology, video interviews, and video interview platforms that foster these will most likely become a standard part of the screening process in the future. 

As with any video interviewing platform, preparation is the key to ensuring that issues and problems in using these tools can be avoided. 

The following are tips for employers to have an efficient and productive video interview experience:

Be familiar with the video interviewing tool or software.

It’s always best to be familiar with the video interviewing tool that will be used and this goes for any software or utility.  It is a good idea to explore all the functions and be familiar with the interface to make sure that a facilitator will be able to interview as few glitches as possible.

Choose a setting that is conducive and appropriate.

Even if a video interview can be done anywhere, it is still advisable to conduct interviews in a location that is conducive for conversations, even if it is virtual.  The area or room should be quiet, well-lighted, and devoid of possible causes of distraction.

Prepare the devices and equipment.

Before the interview, allot time to test the equipment to check for possible audio and video issues.  Make sure that the position of the camera is at the right angle and position.

Wear the appropriate attire.

Both the interviewer and interviewee should still dress appropriately, even if the interview will be conducted virtually.  Video interviews are just as formal and important as in-person ones.

Prepare the candidate.

Provide all the necessary information and links to the applicant.  Make sure that the applicant is fully aware of the type of interview, and this may entail providing how many will participate in the interview, what type of questions can be expected, etc.

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