ANNUAL VIRTUAL WORK SURVEY 2014 SURVEY RESULTS VIEW THE RESULTS

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1 ANNUAL VIRTUAL WORK SURVEY 2014 SURVEY RESULTS VIEW THE RESULTS

2 WE HAVE THE STATS YOU RE LOOKING FOR Virtual Work is working its way into corporate life. Tools that offer employees, workers, managers and HR professionals an easy way to collaborate, hire, manage and yes work across the city or across the globe are rapidly increasing in adoption. This year s results delve into just how different industries are using the virtual tools available to them and touches on things like video interviewing, project management and telework preferences, giving unique insight into the kinds of industries leading the charge into virtual and which types of positions and companies are using these technologies. Many factors influence a company s decision to begin adopting virtual technologies along the talent acquisition and management spectrum. In some cases, the talent within the enterprise is dispersed, forcing virtual collaboration. Recent economic fluctuations and often restrictive hiring budgets have created lower travel budgets for recruiting teams and put more importance time to hire (right). The survey also studied how people refer to the concepts of virtual interviewing and other technologies, with the very apt video interviewing remaining the most popular term. We sent the survey questions to thousands of Talent Acquisition and hiring professionals all over the globe and asked them which tools or processes they were most interested in exploring. For those who answered that virtual work wasn t even on the radar, we asked them specifically why NOT. We hope that like us, you ll find these answers as revealing of the talent management landscape as their counterparts. Virtual technologies have become quite competitive in the talent acquisition and management vertical. One reason for this is the quick rise of technical capacity for many of these tools, video interviewing being the most obvious example. A relatively low barrier for entry combined with the decreasing cost of communicating and storing information across great distances has created a great deal of choice for the business consumer. Here, we present a small sample of what your colleagues are doing, thinking and planning in 2014 when it comes to virtual technologies, we hope it makes your choice easier. Share this report:

3 TERM MOST PREFERRED TO REFERENCE VIDEO INTERVIEWING 33.1% PREFER VIDEO INTERVIEWING VIDEO INTERVIEWING VIRTUAL INTERVIEWING 14.1% 33.1% 15.5% SAY VIDEO INTERVIEWING DISTANCE INTERVIEWING DIGITAL INTERVIEWING 2.1% 2.8% IS NOT IN THEIR VOCABULARY LIVE INTERVIEW 6.3% 14.1% PREFER VIRTUAL INTERVIEWING VIRTUAL JOB INTERVIEW NONE OF THE ABOVE OTHER TERM 14.8% 11.3% 15.5%

4 Have you or has your company ever used virtual interviewing to place a candidate? YES THE WORLD OF RECRUITMENT IS UNDER CONSTRUCTION, BEGINNING WITH VIDEO INTERVIEWING HERE S WHY, BELOW With the costs of travel and the amount of time Technology is greatly changing the face of it takes to interview a candidate, somethings human resources and recruiting departments. gotta give. Things are changing when hiring Virtual interviewing is become the norm as new talent. 59.1% of companies use virtual interviewing while hiring great talent. NO

5 WHY HAVE YOU NOT USED VIRTUAL INTERVIEWING TO PLACE A CANDIDATE? 35.9% DON T KNOW 17.9% UNSURE CANDIDATES ENOUGH ABOUT IT CAN UNDERSTAND 33.3% HAVE 7.7% UNABLE NO NEED TO AFFORD 14.1% WAS 5.1% WORRIED ABOUT OTHER REASONS DISCRIMINATION ISSUES

6 SOMETIMES, PEOPLE JUST DON T LIKE CHANGE HERE S WHY, BELOW As hard as it is to accept, the world is changing. Adaptation to the development of technology is key so organizations don t become outdated. But some misgivings are understandable. Changing the hiring process can reduce spend, wasted time, and carbon footprint. Still, some worry about lengthy implementation of a virtual interviewing program, others just don t understand it.

7 WHAT OBJECTIONS DO YOU SEE IN YOUR ORGANIZATION TO IMPLEMENTING VIRTUAL INTERVIEWING? 33.3% WORRY ABOUT COSTS COST LENGTHY IMPLEMENTATION 25.6% 33.3% 25.6% WORRY ABOUT LEGAL OBLIGATIONS 14.1% HAVE LEGAL OBLIGATIONS LEARNING CURVE LACK OF VALUE LACK OF UNDERSTANDING 25.6% 20.5% 15.4% 30.8% A LACK OF KNOWLEDGE OTHER 12.8%

8 DO YOU PLAN ON USING ANY SORT OF VIRTUAL TECHNOLOGY IN YOUR WORKPLACE NEXT YEAR? 55% OF COMPANIES PLAN ON USING VIRTUAL TECHNOLOGY 45% OF COMPANIES SAID NO

9 DECISIONS, DECISIONS. PRIMARY REASONS TO CHOOSE VIRTUAL INTERVIEWING HERE S WHY, BELOW When it comes to changing company protocol, it s a big deal. But it s an even bigger deal when the company is losing out on time and revenue. Wasting time on interviews that can be shorter,more convenient, and with candidates who just don t pan out, are the main reasons some companies have already implemented virtual interviewing platforms.

10 WHAT WAS YOUR PRIMARY REASON FOR CHOOSING VIDEO INTERVIEWING? REDUCE TRAVEL COSTS REDUCE/ELIMINATE TRAVEL COSTS 68.4% INCREASES CANDIDATE FIT 10.5% INCREASE CANDIDATE FIT INCREASE SCREENING EFFICIENCY BETTER CANDIDATE EXPERIENCE BRANDING OPPORTUNITY DECREASE TIME-TO-HIRE INCREASE SCREENING EFFICIENCY INDUSTRY MANDATE 13.2% 3.9% 31.6% 3.9% 32.9% GLOBAL WORKFORCE 19.7% OTHER 2.6%

11 TALL HURDLES: WHAT WAS THE BIGGEST HURDLE IN SELLING THE IMPLEMENTATION OF VIRTUAL INTERVIEWING INTERNALLY? BIGGEST HURDLE TO IMPLEMENTING VIRTUAL INTERVIEWING: COST LENGTHY IMPLEMENTATION LEGAL OBJECTIVES 1.3% 9.2% 21.1% LACK OF UNDERSTANDING LEARNING CURVE LACK OF VALUE 6.6% 21.1% LACK OF UNDERSTANDING 38.2%

12 NUMBER OF POSITIONS FOR WHICH VIRTUAL INTERVIEWING HAS BEEN UTILIZED IN THE LAST YEAR 44% PLACED 1-10 CANDIDATES % 21.1% WITH VIRTUAL INTERVIEWING % OVER % ALL OPEN POSITIONS 38.2%

13 TYPE OF POSITION FOR WHICH VIRTUAL INTERVIEWING HAS BEEN UTILIZED IN THE LAST YEAR 52.6% PLACED MID LEVEL MANAGEMENT INTERNSHIPS ENTRY-LEVEL CONSUMER FACING MARKETING & SALES TELECOMMUTE-POSSIBLE 25% 39.5% 28.9% 32.9% 14.5% WITH VIRTUAL INTERVIEWING MID-LEVEL MANAGEMENT VP EXECUTIVE LEVEL OTHER 22.4% 23.7% 18.4% 52.6%

14 DO YOU PLAN ON CONTINUING TO USE VIRTUAL TECHNOLOGY TO PLACE CANDIDATES NEXT YEAR? 96.1% OF COMPANIES WILL CONTINUE TO USE VIRTUAL TECHNOLOGY 3.9% OF COMPANIES SAID NO

15 SOME COMPANIES WON T BE USING VIRTUAL INTERVIEWING TECHNOLOGIES NEXT YEAR HERE S WHY, BELOW The results came back pretty even across the board for this particular question: What are the reasons for not using virtual interviewing next year? Whether they didn t need the technology, or the company team was just too small to justify the technology, some companies just didn t see the benefits.

16 WHAT ARE THE REASONS FOR NOT USING VIRTUAL INTERVIEWING NEXT YEAR? NO NEED DON T SEE VALUE 23.8% OTHER 19% NO VALUE 28.6% NO NEED FOR USING IT TEAM IS TOO SMALL 28.6% TEAM IS TOO SMALL

17 INDUSTRY: TYPES INVOLVED IN THE SURVEY SEE TYPES, BELOW A majority of the companies who participated in the survey are part of the healthcare industry, followed closely by those in the technology field. A total of twenty four industry fields were involved in this survey.

18 INDUSTRY: TYPES INVOLVED IN THE SURVEY Agriculture Apparel Banking Biotechnology Chemicals Communications Construction Consulting Education Electronics Energy Engineering Entertainment Environmental Finance Food & Beverage Government Healthcare Hospitality Insurance Machinery Manufacturing Media Not For Profit Other

19 WHICH TYPE OF VIRTUAL INTERVIEWING IS CURRENTLY USED? 75.7% CURRENTLY USE VIRTUAL SCREENING 40% VIRTUAL INTERVIEWING VIRTUAL INTERVIEWING 76.7% TELEWORK / VIRTUAL COLLABORATION 32.9% VIRTUAL PERFORMANCE MANAGEMENT 18.6% VIRTUAL COACHING 18.6% VIRTUAL PROJECT MANAGEMENT 14.3% OTHER 7.1%

20 WHICH TYPE OF VIRTUAL INTERVIEWING WILL BE IMPLEMENTED? 63.2% WILL IMPLEMENT VIRTUAL SCREENING 15.8% TELEWORK / VIRTUAL COLLABORATION VIRTUAL INTERVIEWING TELEWORK / VIRTUAL COLLABORATION 42.1% 63.2% VIRTUAL PERFORMANCE MANAGEMENT 15.8% VIRTUAL COACHING 42.1% VIRTUAL PROJECT MANAGEMENT 26.3% OTHER 10.5%

21 HOW LARGE IS THE COMPANY? 66% 14% 500+ EMPLOYEES EMPLOYEES 33.3% 8% 1-10 EMPLOYEES EMPLOYEES Companies that have about 500 or more employees make up 66% of the organizations that participated in the survey.

22 THE BIGGEST PAIN POINT FOR ORGANIZATIONS HERE IT IS, BELOW The biggest problem companies seem to have when going through the hiring process is by far sourcing qualified talent, resulting in 41.6% Following in second place is a small budget for new talent at 10.9%

23 THE BIGGEST PAIN POINT FOR ORGANIZATIONS 41.6% SOURCING QUALIFIED TALENT COST OF RECRUITING 7.9% 41.6% SOURCING QUALIFIED TALENT COMPENSATION CHALLENGES 7.9% REGIONAL ISSUES / CHALLENGES 7.9% 10.9% TOO MANY APPLICANTS NO BRANDING 5.9% 2% TIGHT TALENT BUDGET TIGHT TALENT BUDGET 10.9% NO BUDGET FOR NEW TOOLS 6.9% OTHER 8.9%

24 ABOUT THIS SURVEY About This Survey: Launched this year, the Virtual Work Study is designed to get a pulse of how talent professionals are reacting to virtual work across the entire spectrum of sourcing, acquisition and management. The survey was conducted over a six-week period in early Hundreds of HR and Talent Acquisition professionals completed the survey in response to an or social media invitation. Share this report: About GreenJobInterview GreenJobInterview provides cloud-based virtual interviewing solutions that help employers dramatically reduce the time and costs associated with scheduling and conducting interviews. The GreenJobInterview Suite includes a robust and easy-to-use live, recorded and mobile solutions which enables organizations to reach a global talent pool, strengthen their employment brand and reduce their environmental impact. More than 300 of the world s leading organizations (including Walmart, PepsiCo, UCLA and Mayo Clinic) have chosen us, and we continue to gain recognition for developing technology that literally transforms the recruitment process for employers and job seekers alike. To find out more, take our 2-minute tour. Connect with us: greenjobinterview