Social Networking Websites and Identifying Potential Job Candidates ©SHRM 2011 June 20, 2011 SHRM Poll: Social Networking Websites for Identifying and Staffing Potential Job Candidates

Social Networking Websites and Identifying Potential Job Candidates ©SHRM 2011 Key Findings  Are organizations using social networking websites for recruiting? More than one-half (56%) of the organizations stated that they currently use social networking websites when recruiting for potential jobs. This is a significant increase since 2008, when a little over one-third (34%) of organizations were using these sites as a recruiting tool.  What are the most common websites organizations use? Among organizations that used social networking sites for recruiting, the most utilized social networking website in 2011 was LinkedIn (95%). This was followed by more than one-half (58%) of respondents using Facebook, followed closely by Twitter (42%).  Are social networking websites efficient in recruiting job candidates from a variety of job levels? Yes. The percentage of recruiters who indicated that social networking websites are an efficient way to recruit for a variety of job levels has more than doubled compared with More than one-half (52%) of recruiters believe that these sites are efficient for recruiting executive/upper management (e.g., CEO, CFO) an increase from 22% in More than one-half (58%) also believe they are efficient for recruiting other management positions (e.g., managers, directors), compared with only 13% who thought so in  What are the primary reasons organizations are using social networking for staffing or recruiting? One of the top reasons in 2011, according to 84% of recruiters, is to recruit passive job candidates who might not otherwise apply or be contacted. This was also the top reason given in 2008 (69%). Today, increasing numbers of organizations (60%) are using social networking websites for employer brand recognition, compared with 35% who reported doing so in

Social Networking Websites and Identifying Potential Job Candidates ©SHRM The Use of Social Networking Websites to Recruit Potential Job Candidates: 2011 vs n = 371 Note: 2008 total does not equal 100% due to rounding.

Social Networking Websites and Identifying Potential Job Candidates ©SHRM 2011 Social Networking Websites Used Most Often by Organizations for Recruitment in LinkedIn95% Facebook58% Twitter42% Professional or association social networking site other than SHRM Connect23% SHRM Connect6% MySpace3% Foursquare1% Second Life1% Other6% Note: n= 277. Excludes respondents who indicated their organization currently does not use social networking websites to recruit potential job candidates. Total does not equal 100% due to multiple response options. Social Networking Websites Used Most Often by Organizations for Recruitment in 2011

Social Networking Websites and Identifying Potential Job Candidates ©SHRM How Do Organizations Recruit Potential Job Candidates Using Social Networking Websites? Note: Excludes respondents who indicated their organization currently does not use social networking websites to recruit potential job candidates. Totals do not equal 100% due to multiple response options.

Social Networking Websites and Identifying Potential Job Candidates ©SHRM Targeted Job Levels Organizations Are Attempting to Fill When Using Social Networking Websites: 2011 vs n = 277n = 125 Note: Excludes respondents who indicated their organization currently does not use social networking websites to recruit potential job candidates. Totals do not equal 100% due to multiple response options.

Social Networking Websites and Identifying Potential Job Candidates ©SHRM Very Efficient Somewhat Efficient Neither Efficient nor inefficient Somewhat inefficient Very inefficient Executive/upper management (e.g., CEO, CFO) 13%39%38%7%4% Other management (e.g., directors, managers) 12%46%29%11%3% Nonmanagement salaried employees 11%47%29%10%3% Nonmanagement hourly employee 10%31%34%18%8% Note: n = 277. Excludes respondents who indicated their organization currently does not use social networking websites to recruit potential job candidates. Totals do not equal 100% due to rounding. Efficiency of Social Networking Websites for Recruiting Job Candidates at Targeted Job Levels

Social Networking Websites and Identifying Potential Job Candidates ©SHRM (n = 277) 2008 (n = 125) Executive/upper management (e.g., CEO, CFO)52%22% Other management (e.g., directors, managers)58%13% Nonmanagement salaried employees58%15% Nonmanagement hourly employees41%22% Note: The data shown combines the responses “very efficient” and “somewhat efficient” as asked in the survey. Excludes respondents who indicated their organization currently does not use social networking websites to recruit potential job candidates. Efficiency of Social Networking Websites for Recruiting Job Candidates at Targeted Job Levels: 2011 vs. 2008

Social Networking Websites and Identifying Potential Job Candidates ©SHRM 2011 Reasons Organizations Are Using Social Networking Websites for Staffing or Recruiting: 2011 vs Note: Excludes respondents who indicated their organization currently does not use social networking websites to recruit potential job candidates. Totals do not equal 100% due to multiple responses.

Social Networking Websites and Identifying Potential Job Candidates ©SHRM (n = 277) 2008 (n = 125) To be able to identify potential job candidates in other geographic regions39%-- It results in more qualified job candidates relative to the amount of time and effort invested 36%27% To create an online community focused on my organization36%18% To be able to effectively disseminate job- and organization-related information33%18% It results in a large quantity of job candidates relative to the amount of time and effort invested 29%20% It results in ability to better target traditionally underrepresented groups (e.g., women, minorities, veterans, people with disabilities) 22%-- Other3% Note: Excludes respondents who indicated their organization currently does not use social networking websites to recruit potential job candidates. Totals do not equal 100% due to multiple response options. Reasons Organizations Are Using Social Networking Websites for Staffing or Recruiting: 2011 vs (continued)

Social Networking Websites and Identifying Potential Job Candidates ©SHRM Smaller OrganizationsLarger OrganizationsDifferences Based on Organization Staff Size 100 to 499 employees (43%) 500 to 2,499 employees (48%) 2,500 to 24,999 employees (64%) 25,000+ (80%) Larger organizations > smaller organizations Comparisons by Organization Staff Size and Sector Organization Sector Publicly owned for-profit (66%) Privately owned for-profit (58%) Government agency (35%) Publicly and privately owned organizations > government agencies Larger organizations (2,500 to 25,000+ employees) are more likely to use social networking websites to recruit potential job candidates compared with smaller organizations (100 to 2,499 employees). Publicly and privately owned for-profit organizations are more likely to use social networking websites to recruit potential job candidates than government agencies. Note: n = 227. Note: n = 273.

Social Networking Websites and Identifying Potential Job Candidates ©SHRM 2011 Demographics: Organization Industry 12 Industry Health care and social assistance21% Professional, scientific and technical services13% Manufacturing9% Public administration9% Finance and insurance8% Educational services7% Consulting4% High-tech4% Construction, mining, oil and gas3% Insurance3% Transportation, warehousing (e.g., distribution)3% Note: n = 539. Total does not equal 100% due to rounding.

Social Networking Websites and Identifying Potential Job Candidates ©SHRM 2011 Demographics: Organization Industry (continued) Industry Services—accommodation, food and drinking places2% Other services (e.g., other nonprofit, church/religious)2% Utilities2% Arts, entertainment, recreation1% Publishing, broadcasting, other media1% Association—professional/trade1% Real estate, rental, leasing1% Biotech1% Telecommunications1% Pharmaceutical1% Other2% 13 Note: n = 539. Total does not equal 100% due to rounding.

Social Networking Websites and Identifying Potential Job Candidates ©SHRM 2011 Demographics: Organization Sector 14 Note: n = 539.

Social Networking Websites and Identifying Potential Job Candidates ©SHRM 2011 Demographics: Organization Staff Size 15 Note: n = 508. Total does not equal 100% due to rounding.

Social Networking Websites and Identifying Potential Job Candidates ©SHRM Note: n = 541. U.S.-based operations75% Multinational operations25% Single-unit company: A company in which the location and the company are one and the same. 32% Multi-unit company: A company that has more than one location. 68% Multi-unit headquarters determines HR policies and practices 51% Each work location determines HR policies and practices 4% A combination of both the work location and the multi-unit headquarters determine HR policies and practices 46% Is your organization a single-unit company or a multi- unit company? Are HR policies and practices determined by the multi- unit corporate headquarters, by each work location or both? Does your organization have U.S.-based operations (business units) only or does it operate multinationally? Note: n = 530. Note: n = 374. Total does not equal 100% due to rounding. 19% of organizations indicated that employees at their work location were unionized. Note: n = 541. Demographics: Other

Social Networking Websites and Identifying Potential Job Candidates ©SHRM 2011  Response rate = 18%  Sample composed of 541 randomly selected HR professionals  Sample composed of members with the job function of recruiting/staffing  Margin of error is +/- 4%  Survey fielded December 17, 2010, through February 1, 2011  2008 data taken from SHRM Staffing Research: Online Technologies and Their Impact on Recruitment Strategies (2008, July–September) 17 Methodology For more poll findings, visit: Follow us on Twitter: SHRM Poll: Social Networking Websites and Identifying Potential Job Candidates