Recruitment, Retention and Turnover 2008 - CIPD

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Table 17: Online methods that organisations use to attract or recruit employees (%)TotalManufacturingand productionVoluntary,communityand not-forprofitPrivatesectorservicesPublicservicesWeb browsers 11 13 7 14 9Social networking sites 6 5 3 10 3Blogs 2 1 2 3 3None of these 84 84 92 79 88Base: 779Table 18: Organisations planning to start using online methods to attract or recruit employees in the next year (%)TotalManufacturingand productionVoluntary,communityand not-forprofitPrivatesectorservicesPublicservicesYes 8 4 6 11 9No 71 76 78 68 61Don’t know 21 20 16 21 30Base: 691Only a minority of organisations are using Web 2.0technologies to attract or recruit employees. Thepractice is still in its infancy in terms of organisationsunderstanding and using the technology. More thaneight out of ten respondents in the 2008 surveyreported that they don’t use Web 2.0 technology toattract or recruit employees (Table 17). Seventy-one percent don’t plan to start using such technology in thenext year (Table 18).Of those 50 organisations who reported using Web 2.0technology to attract or recruit employees, the socialnetworking sites they use include LinkedIn (62%),Facebook (58%) and MySpace (10%) (Table 19).Table 19: Social networking sites that organisationsuse to attract and recruit employees (%)TotalLinkedIn 62Facebook 58MySpace 10Second Life 2You Tube 1Others 2Base: 50* Those organisations that have used social networking sites,blogs or web browsers to attract or recruit employees.* Sample size is small, therefore treat results with caution.Recruitment, retention and turnover 15
Table 20: Categories of staff that organisationsintend to attract and recruit through socialnetworking sites or blogs (%)Total(Base 70*)Graduates 51Managers and professionals 46IT specialists 33Customer service staff 24Senior managers 16Secretarial staff 13Manual/craft workers 9* Sample size is small, therefore treat results with caution.Other focus group feedback included anacknowledgement that, as Web 2.0 technology is sonew, there is currently a lack of best practice examplesand guidelines when it comes to using the technologyfor recruitment purposes.It is encouraging to see that 85% of organisationsreported that they do not use social networking sites tovet candidates during the recruitment process (Figure 4).Ad hoc feedback from the CIPD member focus groupssuggested that ‘Googling’ potential employees wascommonplace, particularly by line managers, and wasseen as legitimate. However, checking Facebook andother personal social networking sites was viewed asnot acceptable.Just over half of the organisations that plan to start usingWeb 2.0 technology to attract or recruit employees willtarget graduates (51%), followed by managers andprofessionals (46%). Refer to the T-mobile case study atthe end of this section, which highlights their use ofFacebook to recruit and engage graduates.Ad hoc feedback from an organisation in the voluntary,community and not-for-profit sector noted that they aremaking use of Facebook to engage graduates in thecoming year. They believe that Web 2.0 is an attractive,cost-effective way of attracting candidates and increasingthe organisation’s profile generally, as well as anopportunity for small firms to punch above their weight.Over half of 100 CIPD members who answered thisquestion on Web 2.0 believe the following about itsvalue:• From an employer branding perspective they areconcerned about damaging comments about theorganisation being posted on social networkingsites and blogs (62% agree or strongly agree).• Social networking sites are useful for engagingpotential job-seekers (56%).• Web 2.0 offers organisations the ability to learnabout how they are perceived in the labour market(52%).Figure 4: Reference to social networking sites to vet candidates during the recruitment process (%)87Before shortlisting for interviewBefore offering the job85Not at allBase: 9816Recruitment, retention and turnover
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