Final presentation

1.Sara Kliamovich
Tom Shemansky
Internet Recruiting Final Presentation

2. Research Planning & Exploration
Background of Internet Recruiting and the Research Question
3. Internet Recruiting Background
Types of Internet Recruiting
Company Websites
Major Internet Recruiting Websites
Monster (Started in 1994)
Career Builder (Started in 1995)
Social Networking Sites
LinkedIn (Started in 2003)
Facebook (Started in 2004)
Reasons for using Internet Recruiting
Screening
Marketing of Open Positions
Increasing Professional Contacts
Direct Hiring
4. Internet Recruiting Background
PROS
CONS
Fast
Cost-Effective
Easy way to reach many candidates
Convenient
Candidates understand job requirements
Allow for less HR Personnel
More qualified candidates
Discrimination
Lack of human interaction
Information overload
Communication errors
Not all sites are legit
Createsjob-flirts
5. Past Internet Recruiting Surveys
2002 Recruiter Budget/Cost Survey
82% of respondents use the internet to advertise open positions
Hype vs. Reality: The State of Executive Internet Recruiting in 2003
Focused on using internet recruiting to attract executive level employees
Found to be a highly effective tool
National Association of Colleges and Employers Survey
Focused on entry level positions
9 out of 10 prefer electronic resumes
6. Internet Recruiting Trends
According 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 process
Major recruiting website are selling information to businesses
Executive recruiting is becoming more prevalent
Internet recruiting may be the only way to gain employment
7. Relevant Factors
Changing demographics (Retirement of baby-boomers)
Discrimination in hiring due to the internet
Increases in education levels
Continually changing talent pool
Lack of human contact
Communication errors
Information overload
Legitimacy of websites
Differentiating traditional internet recruiting from social networking sites
Globalization of business
8. Questions to Guide Research
Research Question:
Does internet recruiting allow firms to hire the most qualified individuals?
Hypothesis Statement
Internet recruiting has allowed firms to attract and hire the most qualified applicants.
9. Data Collection & Preparation
The Survey Instrument and Descriptive Statistics
10. Survey Instrument Details
Designed a 10 Question Survey
Internet Recruiting Survey
Survey used a wide variety of question
Single Category Scale (2)
Multiple Choice, Single Response (3)
Multiple Choice, Multiple Response (3)
Likert Scale (1)
Ranking (1)
Potential Sources of Errors
Phrasing of questions
No other option for question 1
No gender/age questions
Companies were not geographically dispersed
11. Survey Instrument Details
Target Audience
Human resource professionals with experience in both internet and traditional recruiting mediums.
Large, hard to contact sample: Collected 32 surveys, 30 usable
Sampling Plan
Stratified Probability Sampling
Snowball Non-Probability Sampling
Summary of Respondents and Method of Administration
All people who we could reach responded face-to-face and via telephone interactions
Paper copies of survey were handed out to these participants
12. Descriptive Statistics
1: How long have you worked in the human resource industry?
A: Less than 1 year
B: 2 years to 5 years
C: 5years to 10 years
D: More than 10 years
2: Are you responsible for your
organizations hiring?
A: Yes
B: No
3: Does your firm utilize internet recruiting to attract applicants? (If not survey was discarded)
A: Yes
B: No
4: If you answered YES to question 3: How long have you been using internet recruiting tools?
A: Less than 1 year
B: 2 years to 5 years
C: 5 years to 10 years
D: Greater than 10 years
5: What percentage of your firms 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 positions
C: Increasing professional contacts
D: Direct hiring
7: What benefits do you associate with your firms internet recruiting? (Check all that apply.)
A: Ease of attracting a larger applicant pool
B: Cost effectiveness
C: Time savings
D: Lessens need for additional personnel
8: Which disadvantage do you associate with your firms usage of internet recruiting? (Check all that apply.)
A: Lack of human interaction
B: Falsification of information
C: Security of personal information
D: Poor indicator of actual interview success
9: What means of recruiting do you utilize? (Rank: 1= Most Used; 5 = Least Used) **Only focused on Most Used
A: Major internet recruiting sites
B: Social networking sites
C: Newspaper advertisements
D: In-house postings
E: 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
17. Analysis & Interpretation
Hypothesis Testing and Regression Analysis
18. Hypothesis Testing: 1SHT Proportion
Do most people agree that internet recruiting allows firms to hire the most qualified applicants?
19. Hypothesis Testing: 1SHT Mean < 30
Do long-term employees feel different than short-term employees regarding internet recruiting?
20. Hypothesis Testing: 1SHT Proportion
Have most participants used internet recruiting for greater than 5 years?
21. Simple Linear Regression Analysis
Y Variable: Time spent as an HR Professional
X Variable: Percentage of hiring attributable to internet recruiting
Null: 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.
22. Simple Linear Regression Results
There is no relationship between time in HR and % of hiring attributable from internet recruiting.
23. Multiple Regression Analysis
Y Variable:
Percentage of hiring attributable to internet recruiting
X Variables:
Screening
Marketing of open positions
Increasing professional contacts
Direct 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.
24. Multiple Regression Results
Determined contacts only significant variable: Complete simple linear regression to see if contacts is truly significant.
25. Simple Linear Regression
Determined contacts is significant in predicting % of hiring attributable to internet recruiting.
26. Reporting
Conclusions and Recommendations
27. Improvements & Recommendations
Distribute surveys:
To a larger sample
Electronic delivery
A more diverse sample based on:
Geographic location
Company size
Respondents 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
28. 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!
29. Any Questions?
Thank You

Final presentation

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