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 Creates ‘job-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 organization’s hiring? A: Yes B: No

13. Descriptive Statistics 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

14. Descriptive Statistics 5: What percentage of your firm’s 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

15. Descriptive Statistics 7: What benefits do you associate with your firm’s 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 firm’s 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

16. Descriptive Statistics 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 Respondent’s 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