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nt of respondents, 11 per
cent had had technical difficulties with Internet use within the organisation and 5 per
cent had had technical difficulties with the web site. This data was in support of the
information that emerged from our interviews.
Table 3 shows that the proportion of online recruitment users expecting to reduce
their use of other methods because of online recruitment rose slightly from 33 per
cent in June 2000 to 44 per cent in June 2006. However, the same cannot be said of
non-online recruitment users, with only 18 per cent of respondents expecting to
Emma Parry and Shaun Tyson
HUMAN RESOURCE MANAGEMENT JOURNAL, VOL 18 NO 3, 2008 265
© 2008 The Authors.
Journal compilation © 2008 Blackwell Publishing Ltd.
reduce their use of other methods because of online recruitment in both 2000 and
2006.
Are particular ‘types’ of organisations more successful at using online
recruitment methods than others?
There was a perception among the users of online recruitment interviewed that
online methods are unsuitable for particular segments of the population. For
example, several of the interviewees expressed the opinion that online methods are
more suitable for knowledge workers and middle management and are less
appropriate for blue-collar jobs or very high-level management. It was also felt that
older workers and ‘housewives’ could not be recruited effectively using the Internet.
This was because it was felt that these groups would not typically be using the
Internet regularly. However, this point of view was refuted by the five providers of
online recruitment services that were interviewed. These individuals felt that
Internet penetration was such that the method could be used across all levels and
industries. An examination of the survey data allowed us to investigate this more
objectively.
An examination of the survey data on the use and perceived success of online
recruitment by organisation size showed that larger organisations are significantly
more likely both to use (Pearson Chi-square = 20.26; p < 0.01) and be successful
(Pearson Chi-square = 10.93; p < 0.05) in using their corporate web site for
recruitment. However, the picture is not so clear for commercial jobs boards. While
size is significant in terms of the use of jobs boards (Pearson Chi-square = 16.60;
p < 0.01), it appears to be the medium-sized companies that are most likely to choose
this method. Size is not a significant factor in the perceived successful use of
commercial jobs boards.
Industry sector was shown to be a significant factor in the use of both
corporate (Pearson Chi-square = 23.04; p < 0.01) and commercial web sites (Pearson
Chi-square = 7.40; p < 0.05), with public and not-for-profit sector organisations
more likely to use their corporate web sites for recruitment and not-for-profit
organisations more likely to use commercial jobs boards. Industry sector was not
significant in the perceived success of either corporate web sites or commercial
jobs boards.
TABLE 3 Percentage of organisations expecting to reduce use
of other recruitment methods because of Internet recruitment
Current Internet
users (%)
Non-Internet
users (%)
Q1 2000 33 18
Q2 2001 19 8
Q2 2002 39 20
Q2 2003 32 17
Q2 2004 41 19
Q2 2006 44 18
Analysis of online recruitment methods in the UK
266 H