成本、效率與企業招募人才方式的選擇－傳統與網路招募之比較分析

Cost, Efficiency and the Choice of Recruitment Methods - The Comparison between Traditional and Internet Recruitment

吳博欽(Po-Chin Wu) ； 潘聖潔(Sheng-Chieh Pan) ； 游佳慧(Jia-Hui You)

《中原學報》 32卷2期 (2004/06) Pp. 141-153

https://doi.org/10.6358/JCYU.200406.0141

摘要

本文利用問卷調查與logistic迴歸模型分析企業運用網路招募是否較傳統招募方式在成本與效率上更具備優勢。實證結果顯示平均每位招募員工負擔廣告支出與刊登廣告後需等待時間，對於提昇企業採用網路方式徵才的機率並不顯著；同一職位需刊登廣告次數則明顯影響企業使用網路方式來徵才，故不完全支持Zall（2000）認為網路方式徵才具有「成本」及「時間效率」上優勢的結論。公司的每股營收、對新招募員工工作績效是否滿意，以及企業是否屬於資訊電子業，則影響企業是否採行網路方式進行徵才，顯示企業選擇招募方式因「產業別」、「公司營運績效」及「招募員工品質」的不同而有差別。此外，每股營收對提昇企業採用網路招募的效果，大約是同一職位刊廣告次數的二倍；企業隸屬於資訊電子業對提昇企業採用網路招募的效果，大約是對新招募員工工作滿意度的四倍。

關鍵字

效率 ； 傳統招募方式 ； 網路招募 ； Logit迴歸模型

並列摘要

This study uses survey data and binary dependent variable model to analyze whether enterprise adopts internet recruitment has dominant effect on cost and efficiency than traditional recruitment methods. In evidence, the advertisement expenditure per new employee, and waiting time from recruitment advertisement published can't influence enterprise adopt internet recruitment significantly. But the performance of new employees, the number of recruitment advertisements for the same job, revenue per share, and the electronic and communication industry can influence that significantly. In other words, we can only uphold the conclusions of Zall(2000) partly. Furthermore, revenue per share has more effect on enterprise's adoption of internet recruitment than the number of recruitment advertisements for the same job.

並列關鍵字

Efficiency ； Traditional Recruitment Methods ； Internet Recruitment ； Logit Regression Model