New analysis of a recent global survey conducted by Redshift Research on behalf of
. (Nasdaq: PLCM) has found that HR executives who use video at work today say they will prefer video collaboration over email as their top method of business communication within three years. The majority of those respondents (56 percent) indicated video would be their most preferred method of business communication, surpassing email (49 percent) and voice conference calls (32 percent).
Proving that the benefits of video for HR functions are well understood, the survey of business decision makers in 12 countries revealed that almost all (98 percent) of the HR executives participating in the survey believe video conferencing removes distance barriers and improves productivity between teams in different cities and countries.
The survey also showed that video is becoming more pervasive for Human Resources teams across the globe. When asked to choose their preferred methods of business communication today, HR respondents ranked video conferencing as a top-three tool for communications, placing third (46 percent) after email (88 percent) and voice/conference calls (62 percent). Other methods of business communications these HR executives said they use included Web conferencing, instant messaging and social media.
The views of the HR professionals polled are supported by Aberdeen Group’s 2013 report on video talent acquisition that found 32 percent of organizations were investing in video interviewing, compared to 21 percent of organizations in 2012. The top three reasons identified by Aberdeen for this growth in adoption were:
- To reduce travel costs
- To shorten the time to hire
- To reach geographically dispersed candidates
“Advancements in technology and telecommunications are allowing organizations large and small to operate seamlessly from anywhere,” said Mollie Lombardi, Vice President and Principal Analyst, Human Capital Management, Aberdeen Group. “HR leaders require a new understanding of how technology can help them bridge geographical boundaries and rethink their talent strategies to take full advantage of a broader talent pool.”