Survey: Employers Seeking Employees, Web Services

According to the survey, Employers Seeking Employees75 percent of the respondents use one of the major online web services for employment placement – whether they use it to seek out employees or post employment listings or collect responses from listings.  The big three web services are MonsterJobs (55.43% ), LinkedIn (53.26%), and Career Builder (53.26%); some of the other web services the respondents use include Google (23.91%), Yahoo (15.22%), WSJ (6.52%), Craigslist, Dice.com, local newspapers websites, government services, professional organizations websites, staffing agencies, Indeed.com, and Jobing.com –  in parenthesis are the percentage of respondents who use the web service. The effectiveness of these web services in finding “a targeted list of candidates” is slightly better than average with a rating of 3.24 out of 5.00.

Employment Web Services
Employment Web Services

Some advice the respondents suggest in standing out with these web services include:

Suggestions To Standout
Suggestions To Standout

Survey: Employers Seeking Employees, Overview

I designed a survey to get a better understanding about the tendency and circumstance of employers seeking employees by targeting them in web services – a key ingredient for the effectiveness of a pull approach; where you “pull” a potential employer to your professional website. For a pilot study, I distributed the survey anonymously to 92 human resource professionals.  I wrote a five blog series: a general overview of the pilot study (this blog), a short analysis on web services being usedwhether hiring professionals actively search for candidates, the media respondents are willing to use in their evaluation, and how a professional website can be used in the process.

The answer to the question – are employers seeking employees by targeting them in web services – is sometimes and it is becoming more common, though the traditional methods of finding employment remain most important. The respondents are predominately using LinkedIn, MonsterJobs, Career Builder, and Google and 39.1% of them thought the effectiveness of these web services was only average.

All of the respondents are willing to review various types of media while evaluating a potential candidate; the most commonly accepted media includes a professional website, video resume, portfolio, publications, and coursework.

Most of the respondents, 77.2%, agreed that searching on a skill set is an effective way to find a candidate. One suggestion was to have more uniformity with the presentation of a skill set, so there is little variation with the same basic skill (i.e. website development and website design). From the open-ended responses, the general theme is searching on a skill set is the most effective starting point in finding candidates for employment.

The traditional approach, finding and applying to job listings, ranked as the most important factor in getting employed. Social media engagement and professional networking was slightly higher than personal branding, of course there is some overlap between the two. Writing a blog was the lowest ranked factor; though, 12 of the respondents gave “writing a blog” a first or second ranking.

Finding Employment
Finding Employment

Here is some information about my sample.  

  • 92 HR professionals, all in the United States
  • 92.4% of the respondents are over 30 years old and the largest segment (41.9%) is between 45-60; the yardstick set by LinkedIn is 42 years old (the average age of a LinkedIn user).
  • 58.1% of the respondents are women
  • 79.6% have a college degree
  • Over 20 different industries and services are respresented