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Social networking websites recruiting and staffing final
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  • Interesting results. I’ve written about this topic rather extensively. For folks who’d like to learn more, here are the titles and links to each of the pieces:

    Social Screening: Candidates - and Employers - Beware
    http://tiny.cc/SocialScreeningPaper

    Social Screening of Job Candidates: Focusing on the Facts
    http://tiny.cc/SocialScreeningFacts

    Social Media and Recruiting 101: Overview and Recommendations
    http://tiny.cc/SocialRecruiting101

    I’ve also written a number of pieces on other Digital Era human capital management and legal/policy issues.

    Courtney Shelton Hunt, PhD
    Founder, Social Media in Organizations (SMinOrgs) Community
    Founder, Global Center for Digital Era Leadership (GCDEL)
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  • 1. June 20, 2011
    SHRM Poll:Social Networking Websites for Identifying and Staffing Potential Job Candidates
  • 2. Key Findings
    • Are organizations using social networking websites for recruiting? More than one-half (56%) of the organizations stated that they currently use social networking websites when recruiting for potential jobs. This is a significant increase since 2008, when a little over one-third (34%) of organizations were using these sites as a recruiting tool.
    • 3. What are the most common websites organizations use? Among organizations that used social networking sites for recruiting, the most utilized social networking website in 2011 was LinkedIn (95%). This was followed by more than one-half (58%) of respondents using Facebook, followed closely by Twitter (42%).
    • 4. Are social networking websites efficient in recruiting job candidates from a variety of job levels? Yes. The percentage of recruiters who indicated that social networking websites are an efficient way to recruit for a variety of job levels has more than doubled compared with 2008. More than one-half (52%) of recruiters believe that these sites are efficient for recruiting executive/upper management (e.g., CEO, CFO) an increase from 22% in 2008. More than one-half (58%) also believe they are efficient for recruiting other management positions (e.g., managers, directors), compared with only 13% who thought so in 2008.
    • 5. What are the primary reasons organizations are using social networking for staffing or recruiting? One of the top reasons in 2011, according to 84% of recruiters, is to recruit passive job candidates who might not otherwise apply or be contacted. This was also the top reason given in 2008 (69%). Today, increasing numbers of organizations (60%) are using social networking websites for employer brand recognition, compared with 35% who reported doing so in 2008.
    2
  • 6. 3
    The Use of Social Networking Websites to Recruit Potential Job Candidates: 2011 vs. 2008
    n = 371
    Note: 2008 total does not equal 100% due to rounding.
  • 7. Social Networking Websites Used Most Often by Organizations for Recruitment in 2011
    4
    Social Networking Websites Used Most Often by Organizations for Recruitment in 2011
    Note: n= 277. Excludes respondents who indicated their organization currently does not use social networking websites to recruit potential job candidates. Total does not equal 100% due to multiple response options.
  • 8. 5
    How Do Organizations Recruit Potential Job Candidates Using Social Networking Websites?
    Note: Excludes respondents who indicated their organization currently does not use social networking websites to recruit potential job candidates. Totals do not equal 100% due to multiple response options.
  • 9. 6
    Targeted Job Levels Organizations Are Attempting to Fill When Using Social Networking Websites: 2011 vs. 2008
    n = 277
    n = 125
    Note: Excludes respondents who indicated their organization currently does not use social networking websites to recruit potential job candidates. Totals do not equal 100% due to multiple response options.
  • 10. 7
    Efficiency of Social Networking Websites for Recruiting Job Candidates at Targeted Job Levels
    Note: n = 277. Excludes respondents who indicated their organization currently does not use social networking websites to recruit potential job candidates. Totals do not equal 100% due to rounding.
  • 11. 8
    Efficiency of Social Networking Websites for Recruiting Job Candidates at Targeted Job Levels: 2011 vs. 2008
    Note: The data shown combines the responses “very efficient” and “somewhat efficient” as asked in the survey. Excludes respondents who indicated their organization currently does not use social networking websites to recruit potential job candidates.
  • 12. Reasons Organizations Are Using Social Networking Websites for Staffing or Recruiting: 2011 vs. 2008
    9
    Note: Excludes respondents who indicated their organization currently does not use social networking websites to recruit potential job candidates. Totals do not equal 100% due to multiple responses.
  • 13. 10
    Reasons Organizations Are Using Social Networking Websites for Staffing or Recruiting: 2011 vs. 2008 (continued)
    Note: Excludes respondents who indicated their organization currently does not use social networking websites to recruit potential job candidates. Totals do not equal 100% due to multiple response options.
  • 14. 11
    Comparisons by Organization Staff Size and Sector
    Larger organizations (2,500 to 25,000+ employees) are more likely to use social networking websites to recruit potential job candidates compared with smaller organizations (100 to 2,499 employees).
    Note: n = 227.
    Publicly and privately owned for-profit organizations are more likely to use social networking websites to recruit potential job candidates than government agencies.
    Note: n = 273.
  • 15. Demographics: Organization Industry
    12
    Note: n = 539. Total does not equal 100% due to rounding.
  • 16. Demographics: Organization Industry (continued)
    13
    Note: n = 539. Total does not equal 100% due to rounding.
  • 17. Demographics: Organization Sector
    14
    Note: n = 539.
  • 18. Demographics: Organization Staff Size
    15
    Note: n = 508. Total does not equal 100% due to rounding.
  • 19. 16
    Demographics: Other
    Is your organization a single-unit company or a multi-unit company?
    Does your organization have U.S.-based
    operations (business units) only or
    does it operate multinationally?
    Note: n = 530.
    Note: n = 541.
    Are HR policies and practices determined by the multi-unit corporate headquarters, by each work location or both?
    • 19% of organizations indicated that employees at their work location were unionized.
    Note: n = 541.
    Note: n = 374. Total does not equal 100% due to rounding.
  • 20. 17
    SHRM Poll: Social Networking Websites and Identifying Potential Job Candidates
    Methodology
    • Response rate = 18%
    • 21. Sample composed of 541 randomly selected HR professionals
    • 22. Sample composed of members with the job function of recruiting/staffing
    • 23. Margin of error is +/- 4%
    • 24. Survey fielded December 17, 2010, through February 1, 2011
    • 25. 2008 data taken from SHRM Staffing Research: Online Technologies and Their Impact on Recruitment Strategies (2008, July–September)
    For more poll findings, visit: www.shrm.org/surveys
    Follow us on Twitter: http://twitter.com/SHRM_Research