Sara Kliamovich<br />Tom Shemansky<br />Internet Recruiting Final Presentation<br />
Research Planning & Exploration<br />Background of Internet Recruiting and the Research Question<br />
Internet Recruiting Background<br />Types of Internet Recruiting<br />Company Websites<br />Major Internet Recruiting Webs...
Internet Recruiting Background<br />PROS<br />CONS<br />Fast<br />Cost-Effective<br />Easy way to reach many candidates<br...
Past Internet Recruiting Surveys<br />2002 Recruiter Budget/Cost Survey<br />82% of respondents use the internet to advert...
Internet Recruiting Trends<br />According to HR Focus: 92% of Fortune 500 companies have company recruiting websites as of...
Relevant Factors<br />Changing demographics (Retirement of baby-boomers)<br />Discrimination in hiring due to the internet...
Questions to Guide Research<br />Research Question: <br />Does internet recruiting allow firms to hire the most qualified ...
Data Collection & Preparation<br />The Survey Instrument and Descriptive Statistics<br />
Survey Instrument Details<br />Designed a 10 Question Survey<br />Internet Recruiting Survey<br />Survey used a wide varie...
Survey Instrument Details<br />Target Audience<br />Human resource professionals with experience in both internet and trad...
Descriptive Statistics<br />1: How long have you worked in the human resource industry?<br />A: Less than 1 year<br />B: 2...
Descriptive Statistics<br />3: Does your firm utilize internet recruiting to attract applicants? (If not survey was discar...
Descriptive Statistics<br />5: What percentage of your firm’s hiring is attributable to internet recruiting?<br />A: Less ...
Descriptive Statistics<br />7: What benefits do you associate with your firm’s internet recruiting? (Check all that apply....
Descriptive Statistics<br />9: What means of recruiting do you utilize? (Rank: 1= Most Used; 5 = Least Used) **Only focuse...
Analysis & Interpretation<br />Hypothesis Testing and Regression Analysis<br />
Hypothesis Testing: 1SHT Proportion<br />Do most people agree that internet recruiting allows firms to hire the most quali...
Hypothesis Testing: 1SHT Mean < 30<br />Do long-term employees feel different than short-term employees regarding internet...
Hypothesis Testing: 1SHT Proportion<br />Have most participants used internet recruiting for greater than 5 years?<br />
Simple Linear Regression Analysis<br />Y Variable: Time spent as an HR Professional<br />X Variable: Percentage of hiring ...
Simple Linear Regression Results<br />There is no relationship between time in HR and % of hiring attributable from intern...
Multiple Regression Analysis<br />Y Variable:<br /> Percentage of hiring attributable to internet recruiting  <br />X Vari...
Multiple Regression Results<br />Determined contacts only significant variable: Complete simple linear regression to see i...
Simple Linear Regression<br />Determined contacts is significant in predicting % of hiring attributable to internet recrui...
Reporting <br />Conclusions and Recommendations<br />
Improvements & Recommendations<br />Distribute surveys:<br />To a larger sample<br />Electronic delivery<br />A more diver...
Conclusions <br />Internet Recruiting is an attractive option for HR Professionals as original secondary research stated.<...
Any Questions?<br />Thank You<br />
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Final presentation

  1. 1. Sara Kliamovich<br />Tom Shemansky<br />Internet Recruiting Final Presentation<br />
  2. 2. Research Planning & Exploration<br />Background of Internet Recruiting and the Research Question<br />
  3. 3. Internet Recruiting Background<br />Types of Internet Recruiting<br />Company Websites<br />Major Internet Recruiting Websites<br />Monster (Started in 1994)<br />Career Builder (Started in 1995)<br />Social Networking Sites<br />LinkedIn (Started in 2003)<br />Facebook (Started in 2004)<br />Reasons for using Internet Recruiting<br />Screening<br />Marketing of Open Positions<br />Increasing Professional Contacts<br />Direct Hiring<br />
  4. 4. Internet Recruiting Background<br />PROS<br />CONS<br />Fast<br />Cost-Effective<br />Easy way to reach many candidates<br />Convenient<br />Candidates understand job requirements<br />Allow for less HR Personnel<br />More qualified candidates<br />Discrimination<br />Lack of human interaction<br />Information overload<br />Communication errors<br />Not all sites are legit<br />Creates ‘job-flirts’<br />
  5. 5. Past Internet Recruiting Surveys<br />2002 Recruiter Budget/Cost Survey<br />82% of respondents use the internet to advertise open positions<br />Hype vs. Reality: The State of Executive Internet Recruiting in 2003<br />Focused on using internet recruiting to attract executive level employees<br />Found to be a highly effective tool<br />National Association of Colleges and Employers Survey<br />Focused on entry level positions<br />9 out of 10 prefer electronic resumes<br />
  6. 6. Internet Recruiting Trends<br />According to HR Focus: 92% of Fortune 500 companies have company recruiting websites as of 2003<br />An article in Harvard Business Review states that:<br />Technology advancements will continue to shorten the hiring process<br />Major recruiting website are selling information to businesses<br />Executive recruiting is becoming more prevalent<br />Internet recruiting may be the only way to gain employment<br />
  7. 7. Relevant Factors<br />Changing demographics (Retirement of baby-boomers)<br />Discrimination in hiring due to the internet<br />Increases in education levels<br />Continually changing talent pool<br />Lack of human contact<br />Communication errors<br />Information overload<br />Legitimacy of websites<br />Differentiating traditional internet recruiting from social networking sites<br />Globalization of business<br />
  8. 8. Questions to Guide Research<br />Research Question: <br />Does internet recruiting allow firms to hire the most qualified individuals?<br />Hypothesis Statement<br />Internet recruiting has allowed firms to attract and hire the most qualified applicants.<br />
  9. 9. Data Collection & Preparation<br />The Survey Instrument and Descriptive Statistics<br />
  10. 10. Survey Instrument Details<br />Designed a 10 Question Survey<br />Internet Recruiting Survey<br />Survey used a wide variety of question<br />Single Category Scale (2)<br />Multiple Choice, Single Response (3)<br />Multiple Choice, Multiple Response (3)<br />Likert Scale (1)<br />Ranking (1)<br />Potential Sources of Errors<br />Phrasing of questions<br />No “other” option for question 1<br />No gender/age questions<br />Companies were not geographically dispersed<br />
  11. 11. Survey Instrument Details<br />Target Audience<br />Human resource professionals with experience in both internet and traditional recruiting mediums.<br />Large, hard to contact sample: Collected 32 surveys, 30 usable<br />Sampling Plan<br />Stratified Probability Sampling <br />Snowball Non-Probability Sampling<br />Summary of Respondents and Method of Administration<br />All people who we could reach responded face-to-face and via telephone interactions<br />Paper copies of survey were handed out to these participants<br />
  12. 12. Descriptive Statistics<br />1: How long have you worked in the human resource industry?<br />A: Less than 1 year<br />B: 2 years to 5 years<br />C: 5years to 10 years<br />D: More than 10 years<br />2: Are you responsible for your <br /> organization’s hiring?<br />A: Yes<br />B: No<br />
  13. 13. Descriptive Statistics<br />3: Does your firm utilize internet recruiting to attract applicants? (If not survey was discarded)<br />A: Yes<br />B: No<br />4: If you answered YES to question 3: How long have you been using internet recruiting tools?<br />A: Less than 1 year<br />B: 2 years to 5 years<br />C: 5 years to 10 years<br />D: Greater than 10 years<br />
  14. 14. Descriptive Statistics<br />5: What percentage of your firm’s hiring is attributable to internet recruiting?<br />A: Less than 25%<br />B: 25% to 50%<br />C: 50% to 75%<br />D: Greater than 75%<br />6: For which reasons do you utilize the internet for recruiting? (Check all that apply.)<br />A: Screening (Resume Reviews)<br />B: Marketing of open positions<br />C: Increasing professional contacts<br />D: Direct hiring<br />
  15. 15. Descriptive Statistics<br />7: What benefits do you associate with your firm’s internet recruiting? (Check all that apply.)<br />A: Ease of attracting a larger applicant pool<br />B: Cost effectiveness<br />C: Time savings<br />D: Lessens need for additional personnel<br />8: Which disadvantage do you associate with your firm’s usage of internet recruiting? (Check all that apply.)<br />A: Lack of human interaction<br />B: Falsification of information<br />C: Security of personal information<br />D: Poor indicator of actual interview success<br />
  16. 16. Descriptive Statistics<br />9: What means of recruiting do you utilize? (Rank: 1= Most Used; 5 = Least Used) **Only focused on Most Used<br />A: Major internet recruiting sites<br />B: Social networking sites<br />C: Newspaper advertisements<br />D: In-house postings<br />E: Word-of-mouth<br />10: In your personal opinion, firms <br /> have been able to attract and hire the most <br /> qualified applicants because of internet <br /> recruiting. ** -1 Disagree; 0 Neutral; 1 Agree<br />
  17. 17. Analysis & Interpretation<br />Hypothesis Testing and Regression Analysis<br />
  18. 18. Hypothesis Testing: 1SHT Proportion<br />Do most people agree that internet recruiting allows firms to hire the most qualified applicants?<br />
  19. 19. Hypothesis Testing: 1SHT Mean < 30<br />Do long-term employees feel different than short-term employees regarding internet recruiting?<br />
  20. 20. Hypothesis Testing: 1SHT Proportion<br />Have most participants used internet recruiting for greater than 5 years?<br />
  21. 21. Simple Linear Regression Analysis<br />Y Variable: Time spent as an HR Professional<br />X Variable: Percentage of hiring attributable to internet recruiting<br />Null: There is no relationship between time spent as an HR Professional and percentage of hiring attributable to internet recruiting. <br />Alternative: There is a relationship between time spent as an HR Professional and percentage of hiring attributable to internet recruiting.<br />
  22. 22. Simple Linear Regression Results<br />There is no relationship between time in HR and % of hiring attributable from internet recruiting.<br />
  23. 23. Multiple Regression Analysis<br />Y Variable:<br /> Percentage of hiring attributable to internet recruiting <br />X Variables: <br />Screening<br />Marketing of open positions<br />Increasing professional contacts<br />Direct hiring<br />Null: There is no relationship between the reasons for using internet recruiting and the percentage of hiring that results. <br />Alternative: There is a relationship between the reasons for using internet recruiting and the percentage of hiring that results.<br />
  24. 24. Multiple Regression Results<br />Determined contacts only significant variable: Complete simple linear regression to see if contacts is truly significant.<br />
  25. 25. Simple Linear Regression<br />Determined contacts is significant in predicting % of hiring attributable to internet recruiting.<br />
  26. 26. Reporting <br />Conclusions and Recommendations<br />
  27. 27. Improvements & Recommendations<br />Distribute surveys:<br />To a larger sample<br />Electronic delivery<br />A more diverse sample based on:<br />Geographic location<br />Company size<br />Respondent’s position<br />Design questions more closely related to hypothesis statement testing procedures<br />Attend HR convention to develop contacts in the HR field, ensuring that the target audience is reached<br />
  28. 28. Conclusions <br />Internet Recruiting is an attractive option for HR Professionals as original secondary research stated.<br />It was determined that:<br />Most people agree that internet recruiting allows for the hiring of the most qualified applicants.<br />Internet Recruiting will continue to evolve and emphasis on internet medium itself will continue to change!<br />
  29. 29. Any Questions?<br />Thank You<br />
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