Sara KliamovichTom Shemansky

Internet Recruiting Final Presentation

Research Planning & Exploration

Background of Internet Recruiting and the Research Question

Internet Recruiting BackgroundTypes of Internet Recruiting

Company WebsitesMajor Internet Recruiting Websites

Monster (Started in 1994)Career Builder (Started in 1995)

Social Networking SitesLinkedIn (Started in 2003)Facebook (Started in 2004)

Reasons for using Internet RecruitingScreeningMarketing of Open PositionsIncreasing Professional ContactsDirect Hiring

Internet Recruiting Background

PROS CONSFastCost-EffectiveEasy way to reach many

candidatesConvenientCandidates understand

job requirementsAllow for less HR

PersonnelMore qualified

candidates

DiscriminationLack of human

interactionInformation overloadCommunication

errorsNot all sites are legitCreates ‘job-flirts’

Past Internet Recruiting Surveys2002 Recruiter Budget/Cost Survey

82% of respondents use the internet to advertise open positions

Hype vs. Reality: The State of Executive Internet Recruiting in 2003Focused on using internet recruiting to attract

executive level employeesFound to be a highly effective tool

National Association of Colleges and Employers SurveyFocused on entry level positions9 out of 10 prefer electronic resumes

Internet Recruiting TrendsAccording to HR Focus: 92% of Fortune 500

companies have company recruiting websites as of 2003

An article in Harvard Business Review states that:Technology advancements will continue to shorten

the hiring processMajor recruiting website are selling information to

businessesExecutive recruiting is becoming more prevalentInternet recruiting may be the only way to gain

employment

Relevant FactorsChanging demographics (Retirement of baby-

boomers)Discrimination in hiring due to the internetIncreases in education levelsContinually changing talent poolLack of human contactCommunication errorsInformation overloadLegitimacy of websitesDifferentiating traditional internet recruiting

from social networking sitesGlobalization of business

Questions to Guide Research

Research Question: Does internet recruiting allow firms to hire

the most qualified individuals?

Hypothesis StatementInternet recruiting has allowed firms to

attract and hire the most qualified applicants.

Data Collection & Preparation

The Survey Instrument and Descriptive Statistics

Survey Instrument DetailsDesigned a 10 Question Survey

Internet Recruiting Survey

Survey used a wide variety of questionSingle Category Scale (2)Multiple Choice, Single Response (3)Multiple Choice, Multiple Response (3)Likert Scale (1)Ranking (1)

Potential Sources of ErrorsPhrasing of questions

No “other” option for question 1 No gender/age questions Companies were not geographically dispersed

Survey Instrument DetailsTarget Audience

Human resource professionals with experience in both internet and traditional recruiting mediums.

Large, hard to contact sample: Collected 32 surveys, 30 usable

Sampling PlanStratified Probability Sampling Snowball Non-Probability Sampling

Summary of Respondents and Method of AdministrationAll people who we could reach responded face-to-face

and via telephone interactionsPaper copies of survey were handed out to these

participants

Descriptive Statistics1: How long have you worked in the human

resource industry?A: Less than 1 yearB: 2 years to 5 yearsC: 5years to 10 yearsD: More than 10 years

2: Are you responsible for your organization’s hiring?

A: YesB: No

Descriptive Statistics3: Does your firm utilize internet recruiting to

attract applicants? (If not survey was discarded)A: YesB: No

4: If you answered YES to question 3: How long have you been using internet recruiting tools?A: Less than 1 yearB: 2 years to 5 yearsC: 5 years to 10 yearsD: Greater than 10 years

Descriptive Statistics5: What percentage of your firm’s hiring is

attributable to internet recruiting?A: Less than 25%B: 25% to 50%C: 50% to 75%D: Greater than 75%

6: For which reasons do you utilize the internet for recruiting? (Check all that apply.)A: Screening (Resume Reviews)B: Marketing of open positionsC: Increasing professional contactsD: Direct hiring

Descriptive Statistics 7: What benefits do you associate with your firm’s internet

recruiting? (Check all that apply.)A: Ease of attracting a larger applicant poolB: Cost effectivenessC: Time savingsD: Lessens need for additional personnel

8: Which disadvantage do you associate with your firm’s usage of internet recruiting? (Check all that apply.)A: Lack of human interactionB: Falsification of informationC: Security of personal informationD: Poor indicator of actual interview success

Descriptive Statistics 9: What means of recruiting do you utilize? (Rank: 1= Most

Used; 5 = Least Used) **Only focused on Most UsedA: Major internet recruiting sitesB: Social networking sitesC: Newspaper advertisementsD: In-house postingsE: Word-of-mouth

10: In your personal opinion, firms

have been able to attract and hire the most

qualified applicants because of internet

recruiting. ** -1 Disagree; 0 Neutral; 1 Agree

Analysis & Interpretation

Hypothesis Testing and Regression Analysis

Hypothesis Testing: 1SHT Proportion

Do most people agree that internet recruiting allows firms to hire the most qualified applicants?

Hypothesis Testing: 1SHT Mean < 30

Do long-term employees feel different than short-term employees regarding internet recruiting?

Hypothesis Testing: 1SHT Proportion

Have most participants used internet recruiting for greater than 5 years?

Simple Linear Regression AnalysisY Variable: Time spent as an HR ProfessionalX Variable: Percentage of hiring attributable

to internet recruitingNull: There is no relationship between time

spent as an HR Professional and percentage of hiring attributable to internet recruiting.

Alternative: There is a relationship between time spent as an HR Professional and percentage of hiring attributable to internet recruiting.

Simple Linear Regression Results

There is no relationship between time in HR and % of hiring attributable from internet recruiting.

Multiple Regression AnalysisY Variable:

Percentage of hiring attributable to internet recruiting

X Variables: ScreeningMarketing of open positionsIncreasing professional contactsDirect hiring

Null: There is no relationship between the reasons for using internet recruiting and the percentage of hiring that results.

Alternative: There is a relationship between the reasons for using internet recruiting and the percentage of hiring that results.

Multiple Regression ResultsDetermined contacts only significant

variable: Complete simple linear regression to see if contacts is truly significant.

Simple Linear RegressionDetermined contacts is significant in

predicting % of hiring attributable to internet recruiting.

Reporting

Conclusions and Recommendations

Improvements & RecommendationsDistribute surveys:

To a larger sample

Electronic deliveryA more diverse

sample based on:Geographic

locationCompany sizeRespondent’s

position

Design questions more closely related to hypothesis statement testing procedures

Attend HR convention to develop contacts in the HR field, ensuring that the target audience is reached

Conclusions Internet Recruiting is an attractive option for

HR Professionals as original secondary research stated.

It was determined that:Most people agree that internet recruiting allows

for the hiring of the most qualified applicants.

Internet Recruiting will continue to evolve and emphasis on internet medium itself will continue to change!

Any Questions?

Thank You