Benefits Coordinator Interview Questions

This question directly addresses your candidate's knowledge on different benefit plans such as health, vision, dental and life. A benefits coordinator should have experience with various types of benefits plans that are essential for company employees. Their confidence when answering the question tells you whether they have a clear understanding of the industry and how to approach it. They should know how to create a suitable plan for employees within budgetary constraints. 

An appropriate response would include:

• Knowledge of different types of benefits plans
• Experience with several employee benefits plans
• Efficiency in creating benefit plans

A benefits coordinator who can express themselves clearly and adequately in front of large crowds is beneficial. They should be assertive and confident with sufficient knowledge of benefits packages. It should be easy for the audience to understand them and remain attentive for most of the session. 

Things you should look for in the candidate's answer are:

• Exemplary communication and interpersonal skills
• Ability to explain complex concepts in simple terms
• Excellent oratory and public speaking skills

This question assesses the candidate's knowledge of the laws that govern employee benefits in Canada. Testing your candidate's legal knowledge will help you avoid future lawsuits against your company due to ignorance. You can look out for red flags like hesitation or confusion when the interviewee is answering the question. 

Look for the following in the candidate's answer:

• Accurate and reliable legal knowledge associated with benefit plans
• Confidence when addressing legal issues
• Experience with handling legal matters

Renewal of employee benefit plans can be taxing. Therefore, the candidate should establish a working relationship with Human Resources so the process can flow smoothly. Also, benefits coordinators are expected to use statistical methods to identify required changes for the existing benefit plans. After, they should present their proposals to their employer for approval. 

A good answer should include the following:

• Teamwork skills when collabourating with human resources
• Understanding the insurance renewal process
• Time management skills when observing deadlines

Benefits coordinators arrange and plan meetings with individual employees to educate them on their benefit plan options. The coordinator helps the employee identify plans best suited for their specific needs. Whenever there are changes concerning benefit structures, the coordinator notifies all employees. The candidate should also explain how incentive programmes work to employees and inform them whenever premiums increase. 

A good answer should contain:

• Experience with one-on-one orientations of employees
• Knowledge on how to explain insurance options available to employees
• Understanding of incentive programmes and how to implement them

This question is essential in assessing your candidate's relevant experience as a benefits coordinator.  A benefits coordinator should collabourate with insurance firms to find appropriate plans for company employees, understand the operation of benefit structures and incentive programmes and teach employees about the available benefit plans. 

A candidate's answer should include:

• Understanding of job responsibilities
• Relevant experience as a benefit coordinator
• Excellent communication and interpersonal skills

This question tests your candidate's experience with different payroll software and their familiarity with the software your company uses. Benefit coordinators use payroll software to identify and plan the benefits they intend to apply based on the company's size, needs and budget. The software also assists the coordinator in implementing their ideal benefit strategies to the company's business model. 

A satisfactory answer should include:

• Knowledge of various payroll software
• Experience with the company's existing payroll software
• organisation skills

Benefits coordinators constantly revise their company's benefits packages to identify weak areas that require changes. A good coordinator is always aware of better alternatives to the existing benefit structures and takes an informed approach in implementing appropriate changes. 

In the candidate's response, you should look for:

• Initiative and self-motivation
• Good judgment when deciding what plan to implement
• Assertiveness

This question helps you know whether the candidate is passionate about their job or only makes a living. Personal interest in the position motivates the coordinator to improve the company's benefits structure even without supervision. Interest also cultivates a good work ethic and company loyalty. 

A good answer should contain:

• Passion for the position
• Interest in self-improvement
• Self-motivation

Education is an ongoing process. A good benefits coordinator will seek ways to improve their skills by enroling in additional courses to supplement their work. An example of a respected certification among Canadian benefit coordinators is the Certified Employee Benefit Specialist certification. 

Things you should look for in the candidate's answer are:

• Thirst for knowledge
• Plans to advance their career skills
• Certifications they have acquired or are currently pursuing

Benefits coordinators often have access to the company's and employees' sensitive data. They are required to be discreet and observe confidentiality agreements. The candidate should not disclose any company or personal information to unauthorised persons in a polite manner. 

The candidate's response should emphasise:

• Courteous language
• Discretion
• Respect for employee information

Knowing your candidate's achievements will show you their potential and what to expect if they work for you. An interviewee with significant accomplishments will likely be just as productive if they get the job. You can also follow up with questions on what the candidate plans to achieve if they have only practised for a few years and haven't had enough time to accomplish much. 

A good answer should include:

• Accomplishments in their previous jobs
• Desire to achieve more in your company
• Strategies on how to achieve their goals

It is essential to understand the candidate's reasons for leaving their last employer. The candidate could have been terminated, could have quit or their contract may have ended. In case they were terminated, asking why will help you know the interviewee better and decide whether or not to hire them. It is also a good idea to call the candidate's former employer and verify their story. 

Their answer should demonstrate:

• Sincerity and openness
• A desire to improve their working standards
• A justifiable reason for leaving their previous position

Asking your candidate their reason for choosing to apply to your company will show you whether they did their research. Also, it will show you whether they share your organisation's values and genuinely want to help you achieve your company goals. Alignment of personal and company goals is the recipe for a healthy work relationship. 

The ideal answer would reflect:

• Knowledge of company values and vision
• Services and products you offer
• Brief company history

A candidate's salary expectations will help you to know whether it is within your budget. You could shortlist a candidate only to find out that their demands are higher than you can afford. Also, a candidate's expectations show you how they rate their work.

A good response would include:

• A reasonable salary value
• Why the candidate feels they deserve their proposed price
• Knowledge of the average salary of a benefits coordinator