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magazines
(%)
Employment
agencies (%)
Headhunters
(%)
2000 48 43 41 52 52 57 35
2001 49 43 64 68 64 69 56
2002 52 59 55 76 69 86 78
2003 58 58 72 73 68 77 71
2004 59 63 67 68 62 75 70
2005 61 57 66 67 63 75 73
2006 71 67 66 71 62 78 69
Note: Each yearly figure represents the average proportion of organisations using the methods that are successful over four quarters, with the exception of 2006, which
represents the proportion of organisations using the methods that are successful in Q1 2006.
Analysis of online recruitment methods in the UK
264 HUMAN RESOURCE MANAGEMENT JOURNAL, VOL 18 NO 3, 2008
© 2008 The Authors.
Journal compilation © 2008 Blackwell Publishing Ltd.
web sites, in particular, allowed them to promote their employer brand and provide
a better service to candidates.
The interviewees also discussed a number of difficulties in using online
recruitment. By far, the most prevalent of these appeared to be the problem of
receiving very large numbers of applications, a high proportion of which were
unsuitable for the position advertised. One interviewee commented that
In the first few weeks, we were horrified by the hundreds of people that
just attached a CV and said I want a job. When you actually looked,
there was no connection between their skills and experience and
anything we were asking for.
There was also some concern from interviewees that, in addition to not having the
skills and experience for a job role, a high number of applications were received from
non-UK citizens who did not have a permit to work within the country. Another
interviewee explained:
You open the floodgates when you advertise on the web, so you get
applications in from everywhere. No matter what you put in the
advertisement about having a work permit, you will get applications
from everywhere in the world, and that is a challenge sometimes to deal
with.
Online recruitment was therefore seen by some organisations as being resource
intensive, especially when compared with agencies that sift candidates on behalf of
the company. There was also some doubt among interview respondents as to
whether they would find the candidates that they required through online
recruitment methods, particularly through jobs boards. There was particular concern
about the ability to target passive job seekers and to reach a diverse population. A
small number of respondents were concerned about the impersonal nature of jobs
boards and felt that they had a strong relationship with people at agencies, which
was absent in online recruitment.
Survey respondents in June 2004 were also asked, if they had stopped using
commercial jobs boards as recruitment methods, why they had done so. Of the
respondents, 59 per cent stated that they had stopped using commercial web sites
because of the large number of responses from unsuitable applicants, while 52 per
cent had received a low response or no response at all to advertisements on
commercial jobs boards and 24 per cent felt that their sector was not represented.
Around a quarter (23 per cent) had stopped using commercial web sites because they
were not cost-effective, 17 per cent did not have the budget to continue using this
method and 16 per cent had found the customer support to be poor. Commercial
web sites were found not to be user-friendly by 14 per ce