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Table 11 indicates that there is a statistically significant difference between those respondents who are employed in HR and those who are currently unemployed, in terms of their perception of using LinkedIn for recruitment purposes (p < 0.05). This difference also has a large practical significance (d > .80). The direction of the means imply that those respondents working within HR are more inclined to use LinkedIn for recruitment purposes than those who are unemployed.
TABLE 11: T-TEST FOR INDEPENDENT SAMPLES: RECRUITMENT LINKEDIN ACCORDING TO EMPLOYMENT STATUS (N=210)
Grouping
Employed HR – Employed Other
Employed HR – Employed Recruitment Agency
Employed HR – Employed Self
Employed HR - Student
Employed HR - Unemployed
Mean of
“Employed HR”
3.47 3.47 3.47 3.47 3.47 Mean of
comparison group
3.33 3.78 3.20 3.17 2.73 0.712756 -0.800340 0.967577 1.481164 3.077395 123 38 54 71 50 0.477 0.429 0.338 0.143 0.003 t-value df p Valid N of
Hypotheses testing The hypotheses are tested as follows:
H1: LinkedIn is a more acceptable recruitment tool than Facebook. According to the results shown in Table 8, the sample had a t-score of 9.321, which is more than the extreme cut-off t of 1.99. As such, H1 is supported and thus could not be rejected. This implies that individuals view the use of LinkedIn as a recruitment tool more favourably than Facebook as a recruitment tool.
H2: Individuals working within HR view the use of LinkedIn in the recruitment process as more
acceptable than individuals working for recruitment agencies. The p-value comparing these respondents in Table 11 for Recruitment LinkedIn (p=0.429) is greater than the significance level of 0.05, indicating that this relationship is not statistically significant. H2 is thus rejected.
H3: Individuals working within HR view the use of Facebook in the recruitment process as more acceptable than individuals working for recruitment agencies.
INDIVIDUALS' PERCEPTIONS TOWARDS FACEBOOK AND LINKEDIN AS RECRUITMENT TOOLS: AN EXPLORATORY STUDY 752