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30 per cent having a base in each region. A
slightly higher proportion had a base in London (34 per cent).
Emma Parry and Shaun Tyson
HUMAN RESOURCE MANAGEMENT JOURNAL, VOL 18 NO 3, 2008 261
© 2008 The Authors.
Journal compilation © 2008 Blackwell Publishing Ltd.
The breakdown of respondents by industry sector showed that the responses were
broadly representative of the population, with 32 per cent of the private sector
organisations from manufacturing and 63 per cent from the service sector. The
remaining 5 per cent did not classify themselves as either manufacturing or services.
To ensure a representative picture, the results were weighted according to industry,
region and size.
The responses to the survey questions are presented below, in relation to each
of the research questions. Where an in-depth exploration of the data is presented,
this has been taken from the June (Q2) 2006 survey results, this being the most
recent survey to examine online recruitment in detail. Under each question, the
survey data has been supplemented with information from the qualitative
interviews.
What trends are there in the use and perceived success of corporate web
sites and commercial jobs boards, and what are the reasons behind
these trends?
The results depicted in Table 1 show that after an initial increase in the use of both
corporate and commercial web sites, the proportion of organisations using these
methods levelled off. The use of commercial web sites remained at approximately 25
per cent since 2001, whereas the use of corporate web sites was between 35 and 45
per cent since 2002.
Survey respondents were also asked how their use of corporate and commercial
web sites had changed during the past year. Virtually all respondents in June 2006
stated that their use of both corporate and commercial web sites had either increased
(49 and 42 per cent, respectively) or remained the same (49 and 55 per cent,
respectively) during the previous year to June 2006.
In June 2004, organisations were also asked to indicate the reasons why they
used corporate or commercial web sites. The most common reasons were cost-
TABLE 1 Use of online recruitment methods
Corporate
web site (%)
Commercial
web site (%)
2000 21 15
2001 30 25
2002 45 25
2003 41 26
2004 42 24
2005 37 25
2006 36 21
Note: Each yearly figure represents the average proportion of
organisations using the method over four quarters, with the exception
of 2006, which represents the proportion of organisations using the
methods in Q1 2006.
Analysis of online recruitment methods in the UK
262 HUMAN RESOURCE MANAGEMENT JOURNAL, VOL 18 NO 3, 2008
© 2008 The Authors.
Journal compilation © 2008 Blackwell Publishing Ltd.
effectiveness (75 per cent), followed by ease of use for candidates (64 per cent), a
larger candidate pool (53 per cent), ease of use for the organisation (52 per cent),
speed to hire (52 per cent) and company policy (50 per cent). Less common reasons
for using corporate web sites were the success in finding candidates (44 per cent) and
keeping ahead of competitors (32 per cent).
The most common reason for using commercial web sites was access to a large
candidate pool (74 per cent), followed by cost-effectiveness (66 per cent), ease of use
for candidates (60 per cent), speed to hire (56 per cent)