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SHRM Survey Findings: Social Networking Websites
and Recruiting/Selection




                                          April 11, 2013
Key Findings: Recruiting Job Candidates



• Organizations are increasingly using social networking sites for recruiting. More than three-
  quarters (77%) of organizations reported using social networking sites to recruit potential job
  candidates, an increase from 56% in 2011 and 34% in 2008.
      Publicly and privately owned for-profit organizations are more likely than nonprofit and
       government organizations, and nonprofit organizations are more likely than government
       organizations, to use social networking sites to recruit potential job candidates.
• Why do organizations use social networking websites to recruit potential job candidates? The
  majority (80%) say the primary reason is the ability to recruit passive job candidates who might
  not otherwise apply or be contacted by the organization.
      Compared with 2008 and 2011 data, organizations are increasingly using social networking
       websites to target candidates with a specific set of skills (69%), to increase employer brand
       and recognition (67%), and to allow potential candidates to easily contact their
       organization about employment (57%).
• What are the reasons that organizations decide NOT to use social networking sites for
  recruitment? About one-half of organizations are concerned with legal risks or discovering
  information about protected characteristics (e.g., age, race, gender, religious affiliation) (52%)
  or do not have enough HR staff time to use this recruiting method (48%). One out of four (26%)
  cite questions about the accuracy of the information on social networking websites.
      Government organizations are more likely than nonprofit organizations to have concerns
       about legal risks/discovering information about protected characteristics.
                                                   Social Networking Websites and Recruiting/Selection ©SHRM 2013   2
Key Findings: Recruiting Job Candidates



• LinkedIn is the most commonly used site for recruitment. Of those organizations that use
  social networking sites for recruitment, the vast majority (94%) use LinkedIn. This is followed
  by Facebook (54%), Twitter (39%) and professional or association social networking sites
  other than SHRM Connect (29%). Less than 10% of organizations use other sites like
  Google+, YouTube, SHRM Connect, Pinterest and Foursquare.
      Publicly owned for-profit organizations are more likely than nonprofit and government
       organizations to use LinkedIn to recruit potential job candidates.
• What job levels do HR professionals typically target when recruiting via social networking
  websites? Nonmanagement salaried (87%) and management (e.g., directors, managers)
  (80%) positions are the most commonly targeted job levels. About one-half (48%) of
  organizations target nonmanagement hourly employees, and 41% target executive/upper
  management positions (e.g., CEO, CFO).
• What methods do organizations use to recruit potential job candidates using social
  networking websites? Organizations use social networking sites to search for passive job
  candidates (71%), create interest in jobs by posting useful information or contributing to
  discussion (68%), search for active job candidates (66%), and create a group or page for
  the organization to post information and career opportunities (59%).



                                                 Social Networking Websites and Recruiting/Selection ©SHRM 2013   3
Key Findings: Screening Job Candidates



• Do organizations use social networking websites or online search engines to screen job
  candidates? About two-thirds of organizations have never used or no longer use social
  networking websites (69%) or online search engines (65%) to screen job candidates. Twenty
  percent currently use social networking websites for screening, and 28% use online search
  engines. Twelve percent plan to use social networking websites to screen job candidates,
  and 7% plan to start using online search engines for screening.
• Why do organizations NOT use social networking websites for screening job candidates?
  Three-quarters (74%) of organizations are concerned with legal risks or discovering
  information about protected characteristics (e.g., age, race, gender, religious affiliation).
  Sixty-three percent say the information from these sites may not be relevant to a
  candidate’s work-related potential or performance, and 61% think the information may
  not be relevant to whether the candidate is a good fit for the organization.
• How often do organizations use online search engines to screen job candidates? For
  organizations that use online search engines to screen job candidates, about one-half
  frequently or always screen for nonmanagement salaried positions (50%), management
  positions (49%) and executive/upper management positions (47%). Fewer organizations
  (39%) frequently or always screen candidates for nonmanagement hourly positions using
  online search engines.



                                                Social Networking Websites and Recruiting/Selection ©SHRM 2013   4
Key Findings: Screening Job Candidates



• LinkedIn is the most commonly used social networking site for screening job candidates.
  Of those organizations that use social networking sites for screening, a large majority (92%)
  use LinkedIn. This is followed by Facebook (58%), Twitter (31%), Google+ (25%), and
  professional or association social networking sites other than SHRM Connect (14%). Less
  than 10% of organizations use other sites like YouTube, Pinterest, MySpace, Foursquare and
  SHRM Connect.
      Compared with 2011 data, more organizations are using LinkedIn, Twitter and
       professional or association social networking sites for screening job candidates, and
       fewer are using Facebook and MySpace.
• Do organizations have a policy regarding the use of social networking websites to screen
  job candidates? More than one-half (57%) of organizations do not have a formal or
  informal policy with regards to screening candidates via social networking websites. Of
  organizations that have a formal or informal policy, 21% prohibit the use of these sites and
  21% allow the use of these sites.
      Privately owned for-profit and government organizations are more likely than publicly
       owned for-profit organizations to have no formal or informal policy.
      Of those organizations that currently do not have a formal policy, 28% plan to
       implement one within the next 12 months.

                                                Social Networking Websites and Recruiting/Selection ©SHRM 2013   5
What do these findings mean for the HR profession?



• Using social networking websites for recruiting could give HR professionals a competitive
  advantage in attracting talent. Many HR professionals are using social networking websites
  as a tool to recruit passive job candidates who might not otherwise apply or be contacted
  by the organization. Another frequently cited reason for using social networking websites is
  to recruit for positions that require certain skills.
• HR professionals could benefit from using social networking websites to increase brand
  recognition and generate interest in their organization. Many HR professionals are posting
  useful information to websites and contributing to discussions as an indirect means of
  recruitment.
• Organizations may want to consider whether they need policies related to recruiting and
  screening job candidates via social networking websites. Over the past five years, a
  growing number of HR professionals have been using social networking websites for
  recruitment. In addition, about one-quarter of organizations use online search engines or
  social networking websites to screen job candidates. Yet, more than one-half of
  organizations do not currently have a policy regarding the use of social networking
  websites for screening job candidates. The primary reasons HR professionals cite for not
  using social networking websites for recruitment and screening are the legal risks, the lack
  of the job-relatedness of much of the information found online, privacy concerns, and the
  lack of verifiable data.

                                               Social Networking Websites and Recruiting/Selection ©SHRM 2013   6
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SHRM Survey Findings: Social Networking Websites and Recruiting/Selection

  • 1. SHRM Survey Findings: Social Networking Websites and Recruiting/Selection April 11, 2013
  • 2. Key Findings: Recruiting Job Candidates • Organizations are increasingly using social networking sites for recruiting. More than three- quarters (77%) of organizations reported using social networking sites to recruit potential job candidates, an increase from 56% in 2011 and 34% in 2008.  Publicly and privately owned for-profit organizations are more likely than nonprofit and government organizations, and nonprofit organizations are more likely than government organizations, to use social networking sites to recruit potential job candidates. • Why do organizations use social networking websites to recruit potential job candidates? The majority (80%) say the primary reason is the ability to recruit passive job candidates who might not otherwise apply or be contacted by the organization.  Compared with 2008 and 2011 data, organizations are increasingly using social networking websites to target candidates with a specific set of skills (69%), to increase employer brand and recognition (67%), and to allow potential candidates to easily contact their organization about employment (57%). • What are the reasons that organizations decide NOT to use social networking sites for recruitment? About one-half of organizations are concerned with legal risks or discovering information about protected characteristics (e.g., age, race, gender, religious affiliation) (52%) or do not have enough HR staff time to use this recruiting method (48%). One out of four (26%) cite questions about the accuracy of the information on social networking websites.  Government organizations are more likely than nonprofit organizations to have concerns about legal risks/discovering information about protected characteristics. Social Networking Websites and Recruiting/Selection ©SHRM 2013 2
  • 3. Key Findings: Recruiting Job Candidates • LinkedIn is the most commonly used site for recruitment. Of those organizations that use social networking sites for recruitment, the vast majority (94%) use LinkedIn. This is followed by Facebook (54%), Twitter (39%) and professional or association social networking sites other than SHRM Connect (29%). Less than 10% of organizations use other sites like Google+, YouTube, SHRM Connect, Pinterest and Foursquare.  Publicly owned for-profit organizations are more likely than nonprofit and government organizations to use LinkedIn to recruit potential job candidates. • What job levels do HR professionals typically target when recruiting via social networking websites? Nonmanagement salaried (87%) and management (e.g., directors, managers) (80%) positions are the most commonly targeted job levels. About one-half (48%) of organizations target nonmanagement hourly employees, and 41% target executive/upper management positions (e.g., CEO, CFO). • What methods do organizations use to recruit potential job candidates using social networking websites? Organizations use social networking sites to search for passive job candidates (71%), create interest in jobs by posting useful information or contributing to discussion (68%), search for active job candidates (66%), and create a group or page for the organization to post information and career opportunities (59%). Social Networking Websites and Recruiting/Selection ©SHRM 2013 3
  • 4. Key Findings: Screening Job Candidates • Do organizations use social networking websites or online search engines to screen job candidates? About two-thirds of organizations have never used or no longer use social networking websites (69%) or online search engines (65%) to screen job candidates. Twenty percent currently use social networking websites for screening, and 28% use online search engines. Twelve percent plan to use social networking websites to screen job candidates, and 7% plan to start using online search engines for screening. • Why do organizations NOT use social networking websites for screening job candidates? Three-quarters (74%) of organizations are concerned with legal risks or discovering information about protected characteristics (e.g., age, race, gender, religious affiliation). Sixty-three percent say the information from these sites may not be relevant to a candidate’s work-related potential or performance, and 61% think the information may not be relevant to whether the candidate is a good fit for the organization. • How often do organizations use online search engines to screen job candidates? For organizations that use online search engines to screen job candidates, about one-half frequently or always screen for nonmanagement salaried positions (50%), management positions (49%) and executive/upper management positions (47%). Fewer organizations (39%) frequently or always screen candidates for nonmanagement hourly positions using online search engines. Social Networking Websites and Recruiting/Selection ©SHRM 2013 4
  • 5. Key Findings: Screening Job Candidates • LinkedIn is the most commonly used social networking site for screening job candidates. Of those organizations that use social networking sites for screening, a large majority (92%) use LinkedIn. This is followed by Facebook (58%), Twitter (31%), Google+ (25%), and professional or association social networking sites other than SHRM Connect (14%). Less than 10% of organizations use other sites like YouTube, Pinterest, MySpace, Foursquare and SHRM Connect.  Compared with 2011 data, more organizations are using LinkedIn, Twitter and professional or association social networking sites for screening job candidates, and fewer are using Facebook and MySpace. • Do organizations have a policy regarding the use of social networking websites to screen job candidates? More than one-half (57%) of organizations do not have a formal or informal policy with regards to screening candidates via social networking websites. Of organizations that have a formal or informal policy, 21% prohibit the use of these sites and 21% allow the use of these sites.  Privately owned for-profit and government organizations are more likely than publicly owned for-profit organizations to have no formal or informal policy.  Of those organizations that currently do not have a formal policy, 28% plan to implement one within the next 12 months. Social Networking Websites and Recruiting/Selection ©SHRM 2013 5
  • 6. What do these findings mean for the HR profession? • Using social networking websites for recruiting could give HR professionals a competitive advantage in attracting talent. Many HR professionals are using social networking websites as a tool to recruit passive job candidates who might not otherwise apply or be contacted by the organization. Another frequently cited reason for using social networking websites is to recruit for positions that require certain skills. • HR professionals could benefit from using social networking websites to increase brand recognition and generate interest in their organization. Many HR professionals are posting useful information to websites and contributing to discussions as an indirect means of recruitment. • Organizations may want to consider whether they need policies related to recruiting and screening job candidates via social networking websites. Over the past five years, a growing number of HR professionals have been using social networking websites for recruitment. In addition, about one-quarter of organizations use online search engines or social networking websites to screen job candidates. Yet, more than one-half of organizations do not currently have a policy regarding the use of social networking websites for screening job candidates. The primary reasons HR professionals cite for not using social networking websites for recruitment and screening are the legal risks, the lack of the job-relatedness of much of the information found online, privacy concerns, and the lack of verifiable data. Social Networking Websites and Recruiting/Selection ©SHRM 2013 6
  • 7. Using Social Networking Websites for Recruiting Job Candidates Social Networking Websites and Recruiting/Selection ©SHRM 2013 7
  • 8. Has your organization ever used social networking websites to recruit potential job candidates, or does your organization plan to do so in the future? 77% Yes, we currently use these sites to 56% recruit potential job candidates 34% 1% Yes, we used these websites previously, 3% but do not plan to do so again 2013 (n = 630) 3% 2011 (n = 499) 11% 2008 (n = 371) No, we never have and do not plan 21% to do so in the future 45% 11% No, we never have, but 20% plan to do so in the future 19% Note: Percentages may not total 100% due to rounding. Respondents who answered “don’t know” were excluded from this analysis. Social Networking Websites and Recruiting/Selection ©SHRM 2013 8
  • 9. The Use of Social Networking Websites to Recruit Potential Job Candidates Comparisons by organization sector • Publicly owned for-profit and privately owned for-profit organizations are more likely than nonprofit and government organizations to use social networking sites to recruit potential job candidates. • Nonprofit organizations are more likely than government organizations to use social networking sites to recruit potential job candidates. Comparisons by organization sector Publicly owned for-profit (87%) Nonprofit (69%) > Privately owned for-profit (84%) Government (48%) Nonprofit (69%) > Government (48%) Note: Only statistically significant differences are shown. Social Networking Websites and Recruiting/Selection ©SHRM 2013 9
  • 10. Reasons Organizations Are Using Social Networking Websites for Staffing or Recruiting Reasons for Using Social Networking Websites for Recruiting 2008 2011 2013 (n = 125) (n = 277) (n = 485) To be able to recruit passive job candidates who might not 69% 84% 80% otherwise apply or be contacted by the organization To be able to target job candidates with a very specific set of 38% 52% 69% skills To increase employer brand and recognition 35% 60% 67% To allow potential job candidates to easily contact the 29% 47% 57% organization about employment It is less expensive than other methods of recruiting job -- 67% 56% candidates To be able to target a specific job level to recruit or contact (e.g., 40% 54% 55% entry level, managers, executives) To be able to target a specific geographic region in which to 31% 44% 45% recruit job candidates 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. Social Networking Websites and Recruiting/Selection ©SHRM 2013 10
  • 11. Reasons Organizations Are Using Social Networking Websites for Staffing or Recruiting (continued) Reasons for Using Social Networking Websites for Recruiting 2008 2011 2013 (continued) (n = 125) (n = 277) (n = 485) To be able to identify potential job candidates in other -- 39% 41% geographic regions It results in more qualified job candidates relative to the amount 27% 36% 40% of time and effort invested To be able to effectively disseminate job- and organization- 18% 33% 34% related information To create an online community focused on the organization 18% 36% 33% It results in a large quantity of job candidates relative to the 20% 29% 29% amount of time and effort invested It enables us to better target traditionally underrepresented -- 22% 24% groups (e.g., women, minorities, veterans, people with disabilities) Other 3% 3% 1% 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. Social Networking Websites and Recruiting/Selection ©SHRM 2013 11
  • 12. Reasons Organizations Are NOT Using Social Networking Websites for Staffing or Recruiting Reasons for NOT Using Social Networking Websites for Recruiting 2011 2013 (n = 259) (n = 143) Concerns about legal risks/discovering information about protected 53% 52% characteristics (e.g., age, race, gender, religious affiliation) Not enough HR staff time to use this recruiting method in addition to 43% 48% others Questions about the veracity of the information contained on social 27% 26% networking websites Lack of knowledge or skills to recruit using this method among HR 17% 16% staff Social networking websites do not have job candidates at the job 11% 15% level that the organization is targeting Smaller quantity of job candidates relative to the amount of time 7% 12% and effort invested Less qualified job candidates relative to the amount of time and 5% 8% effort invested Other 24% 12% Note: Excludes respondents who indicated their organization currently uses social networking websites to recruit potential job candidates. Totals do not equal 100% due to multiple response options. Social Networking Websites and Recruiting/Selection ©SHRM 2013 12
  • 13. Reasons Organizations Are NOT Using Social Networking Websites for Staffing or Recruiting Comparisons by organization sector • Government organizations are more likely than nonprofit organizations to have concerns about legal risks/discovering information about protected characteristics (e.g., age, race, gender, religious affiliation). Comparisons by organization sector: Concerns about legal risks/discovering information about protected characteristics Government (74%) > Nonprofit (34%) Note: Only statistically significant differences are shown. Social Networking Websites and Recruiting/Selection ©SHRM 2013 13
  • 14. Social Networking Websites Used Most Often by Organizations for Recruitment Social Networking Websites Used for Recruitment 2011 2013 LinkedIn 95% 94% Facebook 58% 54% Twitter 42% 39% Professional or association social networking site other than SHRM Connect 23% 29% Google+ * 8% YouTube * 8% SHRM Connect 6% 5% Pinterest * 4% Foursquare 1% 1% MySpace 3% 0% Second Life 1% 0% Other 6% 2% Note: (2013 n = 484; 2011 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. An asterisk (*) indicates this response option was not available in 2011. Social Networking Websites and Recruiting/Selection ©SHRM 2013 14
  • 15. Social Networking Websites Used Most Often by Organizations for Recruitment Comparisons by organization sector • Publicly owned for-profit organizations are more likely than nonprofit and government organizations to use LinkedIn to recruit potential job candidates. Comparisons by organization sector: LinkedIn Nonprofit (88%) Publicly owned for-profit (99%) > Government (86%) Note: Only statistically significant differences are shown. Social Networking Websites and Recruiting/Selection ©SHRM 2013 15
  • 16. Targeted Job Levels Organizations Are Attempting to Fill When Using Social Networking Websites 2013 (n = 481) 2011 (n = 277) 2008 (n = 125) 87% 80% 77% 82% 58% 54% 48% 41% 39% 36% 32% 27% utive/upper management (e.g., CEO, CFO) Nonmanagement salaried employees Management (e.g., directors, managers) Nonmanagement hourly employee 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. Respondents who answered “don’t know” were excluded from this analysis. Social Networking Websites and Recruiting/Selection ©SHRM 2013 16
  • 17. Targeted Job Levels Organizations Are Attempting to Fill When Using Social Networking Websites Comparisons by organization sector • Publicly owned for-profit and privately owned for-profit organizations are more likely than government organizations to target nonmanagement salaried employees when using social networking sites to recruit potential job candidates. Comparisons by organization sector: Nonmanagement salaried employees Publicly owned for-profit (89%) > Government (66%) Privately owned for-profit (91%) Note: Only statistically significant differences are shown. Social Networking Websites and Recruiting/Selection ©SHRM 2013 17
  • 18. How Do Organizations Recruit Potential Job Candidates Using Social Networking Websites? Search for passive job candidates 71% by using the social networking 72% website's search feature 53% *Create interest in jobs by posting useful information/contributing to 68% discussion through social 2013 (n = 480) networking websites 2011 (n = 103) Search for active job candidates 66% 2008 (n = 276) by using the social networking 65% website's search feature 16% Create a group or page for the 59% organization to post information 63% and career opportunities 24% 4% Other 6% 7% 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. An asterisk (*) indicates this response option was not available in 2011. Social Networking Websites and Recruiting/Selection ©SHRM 2013 18
  • 19. How Do Organizations Recruit Potential Job Candidates Using Social Networking Websites? Comparisons by organization sector • Publicly owned for-profit and privately owned for-profit organizations are more likely than nonprofit and government organizations to search for passive job candidates by using the social networking website's search feature. Comparisons by organization sector: Search for passive job candidates by using the social networking website's search feature Publicly owned for-profit (79%) Nonprofit (55%) > Privately owned for-profit (80%) Government (41%) • Publicly owned for-profit and privately owned for-profit organizations are more likely than nonprofit organizations to create interest in jobs by posting useful information or contributing to discussion through social networking websites. Comparisons by organization sector: Create interest in jobs by posting useful information or contributing to discussion Publicly owned for-profit (75%) > Nonprofit (55%) Privately owned for-profit (73%) • Privately owned for-profit organizations are more likely than nonprofit and government organizations to search for active job candidates by using the social networking website’s search feature. Comparisons by organization sector: Search for active job candidates by using the social networking website’s search feature Nonprofit (53%) Privately owned for-profit (76%) > Government (48%) Note: Only statistically significant differences are shown. Social Networking Websites and Recruiting/Selection ©SHRM 2013 19
  • 20. Using Social Networking Websites for Screening Job Candidates Social Networking Websites and Recruiting/Selection ©SHRM 2013 20
  • 21. Has your organization used social networking websites or online search engines to screen job candidates at any point in the hiring process, or does it plan to do so? Social Networking Websites 1% 2013 (n = 529) 68% 12% 20% 2011 (n = 441) 67% 11% 4% 18% 2008 (n = 388) 67% 18% 13% 2% Online Search Engines 2% 2013 (n = 535) 63% 7% 28% 2011 (n = 417) 59% 9% 5% 26% 2008 (n = 381) 53% 9% 4% 34% No, we have never used this method and do not plan to do so No, we never have, but plan to Yes, we used them previously, but do not plan to do so again Yes, we currently use this online tool to screen job candidates Note: Total may not equal 100% due to rounding. Respondents who answered “don’t know” were excluded from these analyses. Social Networking Websites and Recruiting/Selection ©SHRM 2013 21
  • 22. Why does your organization NOT use social networking websites to screen job candidates? Reasons for NOT Using Social Networking Websites for Screening 2008 2011 2013 (n = 337) (n = 461) (n = 406) Concern about legal risks/discovering information about protected 54% 66% 74% characteristics (e.g., age, race, gender, religious affiliation) Information about job candidates taken from these sites may not 36% 45% 63% be relevant to their work-related potential or performance Information about job candidates taken from these sites may not 26% 33% 61% be relevant to whether they are a good fit for the organization Concerns about invading the privacy of job candidates 40% 33% 48% Inability to verify with confidence the information from an 43% 48% 47% applicant’s social networking page Not all job candidates have information on social networking sites * 34% 43% It takes too much time and effort in relation to information gained 19% 17% 18% Job candidates might be less likely to apply if they knew the 9% 7% 11% organization screened job candidates in this manner Other 16% 8% 6% Note: Only organizations that do not use social networking websites to screen job candidates were asked this question. Totals do not equal 100% due to multiple response options. An asterisk (*) indicates response option was not available in 2008. Social Networking Websites and Recruiting/Selection ©SHRM 2013 22
  • 23. How often do organizations use online search engines to screen job candidates at any point in the hiring process for the targeted job levels? 2013 Executive/upper management… 18% 12% 24% 25% 22% Management (e.g., directors, managers) 10% 13% 28% 31% 18% Nonmanagement salaried employees 7% 15% 28% 36% 14% Nonmanagement hourly employees 12% 25% 24% 27% 12% n = 120-140 2011 Executive/upper management…5% 9% 21% 36% 17% Management (e.g., directors, managers) 4% 11% 28% 35% 16% Nonmanagement salaried employees 9% 16% 31% 25% 16% Nonmanagement hourly employees 18% 16% 21% 22% 13% n = 110 Never Seldom Occasionally Frequently Always Note: Only organizations that use online search engines to screen job candidates at any point in the hiring process were asked this question. Percentages may not total 100% due to rounding. Respondents who answered “don’t know” were excluded from this analysis. Social Networking Websites and Recruiting/Selection ©SHRM 2013 23
  • 24. The Most Common Social Networking Websites Organizations Use to Screen Job Candidates LinkedIn 92% 85% 58% Facebook 78% Twitter 31% 11% *Google+ 25% Professional or association social networking site 14% (other than SHRM Connect) 9% 6% 2013 (n = 104) *YouTube 2011 (n = 80) *Pinterest 5% 4% MySpace 13% Foursquare 2% 1% 1% SHRM Connect 6% 2% Other 6% Note: Only organizations that use social networking websites to screen job candidates were asked this question. Total does not equal 100% due to multiple response options. An asterisk (*) indicates this response option was not available in 2011. “Second life” is not reported because no respondents selected this option. Social Networking Websites and Recruiting/Selection ©SHRM 2013 24
  • 25. Does your organization currently have a formal or an informal policy regarding the use of social networking websites to screen job candidates? No, there is no formal or informal 57% policy with regards to the use of these 56% sites 72% There is no formal policy, but there is 17% an informal policy prohibiting the use 17% of these sites 13% 2013 (n = 593) There is no formal policy, but there is 13% an informal policy allowing the use of 12% 2011 (n = 531) these sites 10% 2008 (n = 471) 8% Yes, we have a formal policy allowing 8% the use of these sites 2% 4% Yes, we have a formal policy 7% prohibiting the use of these sites 3% Note: Percentages may not total 100% due to rounding. Respondents who answered “don’t know” were excluded from this analysis. Social Networking Websites and Recruiting/Selection ©SHRM 2013 25
  • 26. Does your organization currently have a formal or an informal policy regarding the use of social networking websites to screen job candidates? Comparisons by organization staff size • Organizations with 1 to 499 employees are more likely than organizations with 2,500 to 24,999 employees to have no formal or informal policy with regards to the use of social networking websites to screen job candidates. Comparisons by organization staff size: No formal or informal policy with regards to the use of these sites 1 to 99 employees (72%) > 2,500 to 24,999 employees (47%) 100 to 499 employees (68%) • Organizations with 25,000 or more employees are more likely than organizations with 1 to 99 employees to have an Informal policy prohibiting the use of social networking websites to screen job candidates. Comparisons by organization staff size: Informal policy prohibiting the use of these sites 25,000 or more employees (31%) > 1 to 99 employees (7%) Comparisons by organization sector • Privately owned for-profit and government organizations are more likely than publicly owned for-profit organizations to have no formal or informal policy with regards to use of social networking websites to screen job candidates. Comparisons by organization sector: No formal or informal policy with regards to the use of these sites Privately owned for-profit (61%) > Publicly owned for-profit (44%) Government (71%) Note: Only statistically significant differences are shown. Social Networking Websites and Recruiting/Selection ©SHRM 2013 26
  • 27. Does your organization plan to implement a formal policy regarding the use of social networking websites to screen job candidates within the next 12 months? 72% No 71% 89% 2013 (n = 281) 2011 (n = 241) 2008 (n = 208) 28% Yes 29% 11% Note: Only organizations that do not currently have a formal policy regarding the use of social networking websites to screen job candidates were asked this question. Respondents who answered “don’t know” were excluded from this analysis. Social Networking Websites and Recruiting/Selection ©SHRM 2013 27
  • 28. Demographics Social Networking Websites and Recruiting/Selection ©SHRM 2013 28
  • 29. Demographics: Organization Industry Industry Percentage Health care, social assistance (e.g., hospitals, clinics, doctor's offices, in- 17% home care, nursing homes) Services—professional, scientific, technical, legal, engineering 14% Financial services (e.g., banking) 9% Government/public administration—federal, state/local, tribal 8% Educational services/education (e.g., universities, schools) 7% Manufacturing—other (not auto) 7% Construction, mining, oil and gas 4% Consulting 4% Retail/wholesale trade 4% High-tech 3% Insurance 3% Transportation, warehousing (e.g., distribution) 3% Note: n = 629. Percentages do not total 100% due to rounding. Social Networking Websites and Recruiting/Selection ©SHRM 2013 29
  • 30. Demographics: Organization Industry (continued) Industry Percentage Arts, entertainment, recreation 2% Other services (e.g., other nonprofit, church/religious organizations) 2% Utilities 2% Biotech 1% Manufacturing—auto/auto-related 1% Pharmaceutical 1% Publishing, broadcasting, other media 1% Services—accommodation, food and drinking places 1% Telecommunications 1% Association—professional/trade <1% Real estate, rental, leasing <1% Other 3% Note: n = 629. Percentages do not total 100% due to rounding. Social Networking Websites and Recruiting/Selection ©SHRM 2013 30
  • 31. Demographics: Organization Sector Privately owned for-profit 39% Publicly owned for-profit 23% Nonprofit 22% Government 11% Other 5% n = 625 Social Networking Websites and Recruiting/Selection ©SHRM 2013 31
  • 32. Demographics: Organization Staff Size 1 to 99 employees 10% 100 to 499 employees 21% 500 to 2,499 employees 35% 2,500 to 24,999 employees 27% 25,000 or more employees 8% Note: n = 555. Percentages do not total 100% due to rounding. Social Networking Websites and Recruiting/Selection ©SHRM 2013 32
  • 33. Demographics: Other Is your organization a single-unit organization or Does your organization have U.S.- a multi-unit organization? based operations (business units) only, or does it operate multinationally? Single-unit organization: An organization in which the location and the 26% U.S.-based operations only 70% organization are one and the same Multi-unit organization: An organization Multinational operations 30% 74% that has more than one location n = 638 n = 629 For multi-unit organizations, are HR policies and Are any of your employees at your work practices determined by the multi-unit headquarters, location unionized (under a collective by each work location or by both? bargaining agreement)? Multi-unit headquarters determines HR 51% policies and practices Yes 20% Each work location determines HR policies No 80% 3% and practices n = 619 A combination of both the work location and the multi-unit headquarters 46% determines HR policies and practices n = 478 Social Networking Websites and Recruiting/Selection ©SHRM 2013 33
  • 34. SHRM Survey Findings: Social Networking Websites and Recruiting/Selection Survey Methodology • Response rate = 19% • 651 HR professionals from a randomly selected sample of SHRM’s membership with the job function of recruiting/staffing participated in this survey • Margin of error +/-4% • Survey fielded February 25-March 8, 2013 • 2011 data taken from SHRM Poll: Social Networking Websites and Identifying Potential Job Candidates and SHRM Survey Findings: The Use of Social Networking Websites and Online Search Engines in Screening Job Candidates (fielded December, 2010-February, 2011) • 2008 data taken from SHRM Staffing Research: Online Technologies and Their Impact on Recruitment Strategies (fielded July-September, 2008) 34
  • 35. About SHRM Research • For more survey/poll findings, visit www.shrm.org/surveys • For more information about SHRM’s Customized Research Services, visit www.shrm.org/customizedresearch • Follow us on Twitter @SHRM_Research Project leader: Tanya Mulvey, survey research analyst, SHRM Research Project contributors: Alexander Alonso, Ph.D., SPHR, vice president, SHRM Research Evren Esen, manager, Survey Research Center, SHRM Research Copy editor: Katya Scanlan, SHRM Knowledge Center Social Networking Websites and Recruiting/Selection ©SHRM 2013 35