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TABLE 4: RESULTS FOR FORCED CHOICE QUESTIONS (N=210) Category Items
Yes (%)
I have used Facebook to apply for a vacant position
I have used LinkedIn to apply for a vacant position
A vacant position has become known to me on Facebook
A vacant position has become known to me on LinkedIn
It is illegal to use Facebook as a tool in the pre- employment screening process, without the consent of the job candidate
It is illegal to use LinkedIn as a tool in the pre- employment screening process, without the consent of the job candidate
10
No (%)
90 11.9 88.1 40.4 59.6 30 70 34.3 12.4 24.8 17.6
Don’t Know
(%) 0 0 0 0 53.3 57.6 100 100 100 100 100 100
Total Percentage (%)
Inferential Statistics
Analysis of Variance To examine differences occurring across ages, race and employment status for factor profiles, ANOVA techniques were used. These test whether the between-group differences and the interactions among biographical variables are significant. As shown in Table 5, the researchers found that at a statistically significant level of 0.05, there was a relationship between Race and Recruitment LinkedIn.
TABLE 5: ANALYSIS OF VARIANCE (N=210) Age RF RL
F p F p
* Relationship is significant at p < 0.05
A Scheffé’s test was calculated to determine between which racial categories the statistically significant relationship exists. Based on the Scheffé test results in Table 6, a statistically significant relationship exists between Africans and Coloureds (p < 0.05). This indicates that there is a statistically significant difference between the means of Coloured and African respondents.
TABLE 6: SCHEFFÉ’S TEST; VARIABLE RECRUITMENT LINKEDIN ACCORDING TO RACE (N=210) {1}
Race 1. African
2. Coloured 3. Indian 4. White
0.012428 0.542486 0.112052
{2} 0.012428
0.310411 0.280516
{3}
0.542486 0.310411
0.892570 INDIVIDUALS' PERCEPTIONS TOWARDS FACEBOOK AND LINKEDIN AS RECRUITMENT TOOLS: AN EXPLORATORY STUDY 750 {4}