Online Recruiting Strategies Research Results

563 views

Published on

Online Recruiting Strategies in Selecting the "Right Fit" Candidate

Published in: Business
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
563
On SlideShare
0
From Embeds
0
Number of Embeds
8
Actions
Shares
0
Downloads
1
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Online Recruiting Strategies Research Results

  1. 1. Summary of Survey Questionnaire Results Online Recruiting Strategies in Selecting the “Right-Fit” Candidate Research Conducted by: Michelle Barry michellebarry@thebarrypartners.com Copying prohibited without permission from Michelle Barry.
  2. 2. Research Objective Research conducted by Michelle Barry michellebarry@thebarrypartners.com Explore Online Recruiting Strategies in Selecting “Right Fit” Job Candidates  Response rate represented 19.2% of 250 participants  Respondents included:  HR professionals; Corporate Recruiters; and Agency Recruiters  Country location: 71% North America; 19% Europe; 10% Other  Company size (by # of employees): 62% have >1,000 employees  Online survey administered during July - August 2008. Copying prohibited without permission from Michelle Barry.
  3. 3. Key Survey Findings Research conducted by Michelle Barry michellebarry@thebarrypartners.com  Proponents of strong organizational “Fit” congruence will base hiring decisions on “Fit” over skill sets.  Employers depicting organization’s culture & values on corporate website will base hiring decisions on “Fit” over skill sets.  Source of Quality candidates are generated by Referral recruiting method.  Employers using online recruitment and proponents of organizational “Fit” have not likely adopted web-based “Fit” assessment and selection technology. Copying prohibited without permission from Michelle Barry.
  4. 4. Decision To Hire “Stronger Organizational Fit” Candidate Research conducted by Michelle Barry michellebarry@thebarrypartners.com Copying prohibited without permission from Michelle Barry.
  5. 5. Top Job Candidate Characteristics Research conducted by Michelle Barry michellebarry@thebarrypartners.com Executive Level Mid-Mgt Level Non-Mgt Level 1. Proven Track Record 1. Strong Cultural Fit 1. Strong Cultural Fit in Successfully Meeting with Organization with Organization Goals 2. Strong Cultural Fit 2. Proven Track Record 2. Ability to be a Team with Organization in Successfully Meeting Player Goals 3. Industry Experience 3. Industry Experience 3. Proven Track Record in Successfully Meeting Goals Copying prohibited without permission from Michelle Barry.
  6. 6. Employers Depicting Organizational Culture & Values on Corporate Website Research conducted by Michelle Barry michellebarry@thebarrypartners.com Copying prohibited without permission from Michelle Barry.
  7. 7. Recruiting Sources Research conducted by Michelle Barry michellebarry@thebarrypartners.com Copying prohibited without permission from Michelle Barry.
  8. 8. Online Recruiting Challenges Research conducted by Michelle Barry michellebarry@thebarrypartners.com Copying prohibited without permission from Michelle Barry.
  9. 9. Web-Based Recruiting Technologies Research conducted by Michelle Barry michellebarry@thebarrypartners.com Copying prohibited without permission from Michelle Barry.
  10. 10. Web-Based “Fit” Technologies Research conducted by Michelle Barry michellebarry@thebarrypartners.com Copying prohibited without permission from Michelle Barry.
  11. 11. Web-Based Assessment Technologies Research conducted by Michelle Barry michellebarry@thebarrypartners.com Copying prohibited without permission from Michelle Barry.
  12. 12. Web-Based Selection Technologies Research conducted by Michelle Barry michellebarry@thebarrypartners.com Copying prohibited without permission from Michelle Barry.

×