Hotel Recruitment Website Design, Aesthetics, Attitude toward Websites, and Applicant Attraction

University of Massachusetts - Amherst ScholarWorks@UMass Amherst International CHRIE Conference-Refereed Track 2011 ICHRIE Conference Jul 27th, 4:30 PM - 5:30 PM Hotel Recruitment Website Design, Aesthetics, Attitude toward Websites, and Applicant Attraction Seonghee Cho University of Missouri-Columbia, choseo@missouri.edu Woojin Lee Arizona State University, Woojin.Lee.1@asu.edu Seonghee Cho and Woojin Lee, "Hotel Recruitment Website Design, Aesthetics, Attitude toward Websites, and Applicant Attraction" ( July 27, 2011). International CHRIE Conference-Refereed Track. Paper 21. http://scholarworks.umass.edu/refereed/ichrie_2011/wednesday/21 This Empirical Refereed Paper is brought to you for free and open access by the Hospitality & Tourism Management at ScholarWorks@UMass Amherst. It has been accepted for inclusion in International CHRIE Conference-Refereed Track by an authorized administrator of ScholarWorks@UMass Amherst. For more information, please contact scholarworks@library.umass.edu.

Cho Hotel and Recruitment Lee: Hotel Recruitment Website Website Design, Design, Aesthetics, Aesthetics, Attitude toward toward Websites, Websites, and Applicant and Applicant Attraction Attraction ABSTRACT Despite the prevalent use of recruitment websites, little is known about the impact of recruitment websites on job seekers attraction. This study evaluated four large hotels recruitment websites in terms of website design characteristics and aesthetics, and measured job seekers attitude toward the hotel recruitment websites and attraction. The four hotels included were Hilton, Hyatt, IHG, and Starwood. The results indicated that Hilton s recruitment website received the lowest score for website design characteristics and aesthetics, the least positive attitude, and the most negative attitude toward the recruitment website. Consequently, job seekers indicated that they were the least interested in applying for a job at Hilton. Keywords: E-recruitment, website design, aesthetics, hotel, attraction Published by ScholarWorks@UMass Amherst, 2011 1

Hotel Recruitment International Website CHRIE Design, Conference-Refereed Aesthetics, Track, Attitude Event toward 21 [2011] Websites, and Applicant Attraction Introduction Since the technology and computer revolution, most organizations have utilized the Internet to share company information, promote and sell products, and recruit job applicants. The Internet has undoubtedly changed everyone s daily life, including job seekers behavior for finding job opportunities and applying for a job. For instance, according to Nakamura, Shaw, Freeman, Nakamura, and Pyman (2007), Monster.com received more than 18 million distinct visitors during a single month in 2004, and approximately 92% of the largest corporations in North America had employment sections on their websites in 2000. In addition, these authors found that 91% of survey participants 25 to 34 years old reported using an Internet jobsite in 2007 while 41% of the same age group reported successfully using the Internet in finding their current or most recent job in 2007. Despite the importance and prevalence of the use of the Internet, very little is known about how recruitment websites would affect job seekers attitude and attraction. A few studies on website recruitment were found at the time of writing this paper. Cober, Brown, Keeping, and Levy (2004) proposed a conceptual model to explain relationships among website design, usefulness, website attitude, organizational image, and applicant attraction. Meanwhile, Allen, Mahto, and Otondo (2007) empirically tested a part of the conceptual model proposed by Cober et al. (2004). Allen et al. (2007) found that job information and organization information obtained from websites resulted in positive relationships with attitude toward websites and organizations. Williamson, Lepak, and King (2003) identified a relationship between perceived website usability and organizational attraction. Backhaus (2004) examined the contents of job http://scholarworks.umass.edu/refereed/ichrie_2011/wednesday/21 2

advertisement Cho and Lee: Hotel placed Recruitment on Monter.com. Website Design, However, Aesthetics, the few Attitude studies toward mentioned Websites, and herein Applicant failed Attraction to examine an important factor in technology motivation: website design characteristics and esthetics. Furthermore, no study has examined recruitment websites in hospitality. Therefore, the current study aims to explore hotel recruitment website design characteristics and aesthetics as well as examine relationships among recruitment website design, aesthetics, attitude toward websites, and applicants attraction among four large hotel corporations. Literature Review When companies first started using the Internet to promote and sell products, the Internet was perceived as primarily appropriate to meet utilitarian needs (Bridges & Florsheim, 2008), such as product information and ease of online order (Benjamin &Wigand, 1995). However, Bridges and Florsheim (2008) argued that the utilitarian needs no longer drive consumers buying behaviors as consumers have become more experienced online buyers. Szymanski and Hise (2000) suggested that, when consumers become more experienced, they increasingly value the hedonic aspects of a website; as a result, the hedonic characteristics of a website increase consumers satisfaction. Given the findings in consumer behavior literature, we could argue that hedonic aspects of recruitment websites could influence job seekers attractiveness to an organization as an employer. The current study discusses website design and aesthetics as hedonic and utilitarian characteristics of recruitment websites. Aesthetics Merriam-Webster (2011) defines aesthetics as the branch of philosophy dealing with such notions as the beautiful, the ugly, the sublime, the comic, etc., as applicable to the fine arts, with a view to establishing Published by ScholarWorks@UMass Amherst, 2011 3

the meaning and International validity CHRIE of critical Conference-Refereed judgments concerning Track, Event works 21 [2011] of art, and the principles underlying or justifying such judgments. Meanwhile, website aesthetics include features such as color, fonts, pictures, and the use of white space (Cober et al., 2004). Website aesthetics provide vivid experiences and affect initial attitudes toward a website (Schenkman &Jonson, 2000; Tractinsky et al., 2000). Website Design Characteristics Website presentation is critical to attracting and motivating viewers attention as well as time spent on the websites (Cober et al., 2004). In addition, given that the physical store s image plays a vital role in consumers purchase decision (Nevin & Houston, 1980), website design has become increasingly important for consumers satisfaction and purchase intentions. Liu, Arnett, and Litecky (2000) proposed key design factors, including information quality, service quality, playfulness, system design quality, and system use. Liu et al. (2000) found that the website design factors affected positive attitude toward the website. Chen and Wells (1999) found 16 website design characteristics based on 141 adjectives. According to their study, web users evaluate websites based on 16 characteristics namely, fun, exciting, cool, imaginative, entertaining, flashy, informative, intelligent, resourceful, useful, helpful, messy, cumbersome, confusing, irritating, and knowledgeable that were categorized into three factors: entertainment, informativeness, and organization. Their study found that entertainment was positively related to attitude toward websites. Studies evaluating hotel websites found that hotel consumers evaluated hotel websites based on site navigation, visual attractiveness, and information content (Perdue, 2001), usability (Au Yeung & Law, 2004; Law & Hsu, 2005), and functionality (Chung & Law, 2003). Findings http://scholarworks.umass.edu/refereed/ichrie_2011/wednesday/21 4

in Cho previous and Lee: studies Hotel Recruitment confirmed Website that hotel Design, website Aesthetics, design Attitude was toward positively Websites, related and to Applicant hotel consumers Attraction satisfaction (Bai, Law, & Wen, 2008). Attitude toward Website Attitude toward websites was initially researched in conjunction with technology users acceptance of a particular technology as well as online consumers purchase behavior. In addition, scholars in recruitment have utilized attitude toward websites to measure job seekers attitude toward organizations and their intention to apply for available positions. For example, Cober et al. (2004) proposed that job seekers attitude toward recruitment websites would influence the job seekers perceived image of a firm, which would subsequently affect the job seekers attraction to the firm. In addition, Allen et al. (2007) found that attitude toward websites positively related to attitude toward organizations. Applicant Attraction The main purpose of recruitment is to attract more qualified applicants to apply for a job. Many studies have found that attracting and retaining superior employees can provide companies with a sustained competitive advantage (Lado & Wilson, 1994; Pfeffer, 1994; Wright, Ferris, Hiller, & Kroll, 1995). Organizations that attract more qualified applicants have a stronger competitive advantage, which ultimately leads to a larger applicant pool (Lado & Wilson, 1994; Murphy, 1986). According to a study by the Society of Human Resource Management, the average cost per hire from a job website ($377) was significantly lower than the cost per hire from a major metro newspaper ($3,295) (Schweyer, 2004). Despite the importance of applicant attraction and the prevalent use of recruitment websites, little is known about the impacts websites have on job seekers attractiveness to a firm. Published by ScholarWorks@UMass Amherst, 2011 5

International CHRIE Conference-Refereed Method Track, Event 21 [2011] Data Collection We recruited participants from undergraduate students enrolled in hospitality courses at two universities in the Midwest and the Southwest. A total of 249 students were asked to visit a website containing the survey instrument and complete the online survey. Of the 249 participants, 201 completed the survey, resulting in a response rate of 81%. When participants logged on to the survey site, they were instructed to navigate to one of four hotel s recruitment websites. The survey site was designed to assign one of the four hotel websites to participants randomly. The four hotels included are Starwood, IHG, Hyatt, and Hilton. Table 1 shows the URL used for the hotel websites. Table 1. URLs of Hotel Websites Hotel Starwood IHG Hyatt Hilton URL http://www.starwoodhotels.com/corporate/careers/index.html http://www.ihgplc.com/index.asp?pageid=7 http://www.explorehyatt.jobs/index_flash.php http://www.hiltonworldwide.com/careers/index.htm Measurement Aesthetics. Aesthetics was measured using seven items adopted from Sutcliffe s (2002) study. Participants were asked to rate the website (1 = very poor, 5 = excellent) according to seven items: use of color, symmetry/aesthetic design, structured layout, pleasant design, choice of media, creative design, and use of special design. http://scholarworks.umass.edu/refereed/ichrie_2011/wednesday/21 6

Cho and Website Lee: Hotel design Recruitment characteristics. Website Design, Website Aesthetics, design Attitude characteristics toward Websites, were and measured Applicant using Attraction 16 items adopted from Chen and Wells (1999) study. Participants were asked to rate the website (1 = very poor, 5 = very good) based on these 16 items. Attitude toward websites. Attitude toward websites was measured (1 = strongly disagree, 5 = strongly agree) using 8 items adapted from Compeau, Higgins, and Huff (1999) and Hsu and Chiu (2004). A sample item is I like working on this website. Applicant attraction. Job applicants attraction to a company was measured (1 = strongly disagree, 5 = strongly agree) using three items adapted from Nguyen and Leblanc (2001). A sample item is I would encourage friends and relatives to apply to this company. Data Analysis We employed exploratory factor analyses (EFA) with a Varimax rotation for website design characteristics, aesthetics, attitude toward websites, and applicant attraction. Although all of these variables demonstrated a good level of reliability in previous studies, we conducted EFA instead confirmatory factor analysis because we modified questions for hotel recruitment websites and administered the questions with undergraduate students enrolled in hospitality courses. The averaged scores for each factor were used to examine group differences among the four hotels. Cronbach s alpha was calculated to determine the reliability level of each factor. A general linear model analysis was employed to test the group differences in website characteristics, aesthetics, attitude toward websites, and applicant attraction. Results Demographic Profiles Table 2 summarizes the average ages, average number of years of owning a personal computer, average hours of surfing on the Internet per day, gender, work experience, experience Published by ScholarWorks@UMass Amherst, 2011 7

in online job searches, International and current CHRIE job search. Conference-Refereed Participants Track, average Event age 21 [2011] was 22.79 years. The participants had owned a personal computer for about five years on average and spent about five hours surfing the Internet daily, including for school work. The majority of the participants were female (63%) and did not have previous work experience at hotels (71%). However, approximately 70% had searched for hotel job information online and 51% of them were actively searching for a job at the time of the survey. Table 2. Demographic Profiles for Participants in Each Hotel Website Age YR of Owning Computer HR of Surfing Gender Work Experience Job Search Experience Actively Job Search Hotel Male Female Yes No Yes No Yes No Hilton 22.71 4.67 4.69 22 35 14 43 42 15 24 33 Hyatt 22.97 5.28 5.66 12 26 12 26 29 9 19 19 IHG 22.41 4.92 4.26 20 34 20 34 38 16 32 22 Starwood 23.16 5.26 5.75 20 29 10 39 34 15 26 26 Grand 22.79 5.00 5.01 74 124 56 142 143 55 101 97 Exploratory Factor Analysis for Study Variables An exploratory factor analysis (EFA) with a Varimax rotation of 16 questions related to website design characteristics revealed a three-factor solution, which was consistent with Chen and Wells (1999) findings. An examination of the Kaiser-Meyer Olkin measure of sampling adequacy suggested that the sample was factorable (KMO =.90). The three-factor solution (factor loadings >.72) explained 73% of the total variances. The three factors were defined as entertainment, informativeness, and disorganization. The reliability test showed that all three factors had a good level of Cronbach s alpha. To examine differences among the four hotels in http://scholarworks.umass.edu/refereed/ichrie_2011/wednesday/21 8

terms Cho and of website Lee: Hotel design Recruitment characteristics, Website Design, we Aesthetics, averaged individual Attitude toward items Websites, for each and factor Applicant and Attraction used the average score for further analysis. Another EFA with a Varimax rotation of seven questions of aesthetics revealed a onefactor solution. An examination of the Kaiser-Meyer Olkin measure of sampling adequacy suggested that the sample was factorable (KMO =.91). The one-factor solution (factor loadings >.80) explained 70% of the total variances. This factor was defined as aesthetics, and an average score was used for further analysis. The Cronbach s alpha for aesthetics was.92. The EFA of eight questions of attitude toward websites revealed a two-factor solution (KMO =.85). The two factors explained 77% of total variances (factor loading >.80). We named the two factors positive attitude (6 items, α =.93) and negative attitude (2 items, α =.73). The EFA of three questions of applicant attraction yielded a one-factor solution (KMO =.70). The one factor explained 83% of total variances (factor loading >.85). We called this factor applicant attraction (α =.90). Table 3 presents means, standard deviations, correlation coefficients, and reliability figures for the variables, which were used to examine the hotels differences. Website design characteristics and aesthetics were significantly correlated with job seekers attitude toward the website. All six variables namely, entertainment, informativeness, disorganization, aesthetics, positive attitude, and negative attitude were significantly correlated with applicant attraction. Published by ScholarWorks@UMass Amherst, 2011 9

Table 3. International CHRIE Conference-Refereed Track, Event 21 [2011] Means, Standard Deviations, Correlations, and Reliability for Study Variables 1. Entertainment 3.29.80.92 2. Informativeness 4.03.67.91.53 M SD α 1 2 3 4 5 6 3. Disorganization 2.42.89.91 -.29 -.53 4. Aesthetics 3.87.71.92.72.58 -.47 5. Positive Attitude 3.27.71.93.80.58 -.31.71 6. Negative Attitude 3.25.93.73 -.33 -.48.58 -.35 -.37 7. Attraction 3.58.87.87.43.44 -.23.36.52 -.33 Note: All correlation coefficients were significant at the.001 level. General Linear Model Analysis for Group Difference Table 4 provides the results of the general linear model analysis, highlighting the differences of the seven variables among the four hotels. The participants indicated that Starwood s recruitment website was the most entertaining (M = 3.58), followed by IHG (M = 3.37), Hyatt (M = 3.30), and Hilton (M = 2.98). Hilton s website was significantly less entertaining than that of IHG or Starwood. Hyatt s recruitment website was the most informative (M = 4.17), followed by Starwood (M = 4.15), IHG (M = 4.02), and Hilton (M = 3.84). Hilton s website was significantly less informative than that of Hyatt or Starwood. Starwood s (M = 4.05) and Hyatt s (M = 4.04) websites were considered more aesthetic than Hilton s website (M = 3.58). The participants had the most positive attitude toward Starwood s (M = 3.53) website and the least positive attitude to Hilton s website (M = 2.99). The participants had a significantly stronger negative attitude toward Hilton s website (M = 3.12) than those of Starwood (M = 2.65), IHG (M = 2.59), or Hyatt (M = 2.55). The respondents considered Starwood to be the most http://scholarworks.umass.edu/refereed/ichrie_2011/wednesday/21 10

attractive Cho and Lee: employer Hotel Recruitment (M = 3.83), Website followed Design, by Aesthetics, Hyatt (M Attitude = 3.67), toward IHG Websites, (M = 3.60), and Applicant and Hilton Attraction (M = 3.29). Table 4. General Linear Model Analysis Hilton Hyatt IHG Starwood F-value p Entertainment 2.98 a,b 3.30 3.37 a 3.58 b 5.44.001 Informativeness 3.84 a,b 4.17 a 4.02 4.15 b 2.86.043 Disorganization 2.65 2.25 2.31 2.44 2.04.109 Aesthetics 3.58 a,b 4.04 a 3.87 4.05 b 5.20.002 Positive Attitude 2.99 a 3.35 3.27 3.53 a 4.59.004 Negative Attitude 3.12 a,b,c 2.55 a 2.59 b 2.65 c 2.75.004 Attraction 3.29 a 3.67 3.60 3.83 a 3.82.011 Note: Means with same letters were significant at the 0.05 level. Conclusion This study was the first to explore job seekers evaluation of website design characteristics and aesthetics as well as examine differences of the website design characteristics, aesthetics, attitude toward websites, and applicant attraction among four large hotels recruitment websites. Respondents of this study indicated that Hilton s recruitment website was the least entertaining and informative as well as the most unorganized. In addition, Hilton s recruitment website was considered to be the least aesthetic. Therefore, Hilton s recruitment website received the least positive and the most negative attitude from participants. As a result, participants were the least interested in applying for a job at Hilton. On the other hand, Starwood s recruitment website received the highest evaluation for entertainment, informativeness, and aesthetics, which led to the strongest positive attitude and the weakest negative attitude toward Starwood s Published by ScholarWorks@UMass Amherst, 2011 11

recruitment website. International Ultimately, CHRIE the participants Conference-Refereed indicated Track, that Event they were 21 [2011] the most interested in applying for a job at Starwood. This study s findings imply that design characteristics and aesthetics of a recruitment website influence online job seekers perceived attitude toward the website and further affect the job applicants attraction. Hotels should consider their recruitment websites as not only sharing job opportunities and information, but also providing a fun and interesting experience. Hotels should remember that their recruitment website could attract more job seekers and ultimately motivate them to apply for a job. References Allen, D., Mahto, R., & Otondo, R. (2007). Web-based recruitment: Effects of information, organizational brand, and attitudes toward a website on applicant attraction. Journal of Applied Psychology, 92(6), 1696-1708. Au Yeung, T., & Law, R. (2004). Extending the modified heuristic usability evaluation technique to chain and independent hotel websites. International Journal of Hospitality Management, 23(3), 307-313. Backhaus, K. (2004). An exploration of corporate recruitment descriptions on monster.com. Journal of Business Communication, 41, 115-136. Benjamin, R., & Wigand, R. (1995). Electronic markets and virtual value chain on the information superhighway. Sloan Management Review, 36(2), 62-72. Bridges, E., & Florsheim, R. (2008). Hedonic and utilitarian shopping goals: The online experience. Journal of Business Research, 61, 309-314. Chen, Q., & Wells, W. (1999). Attitude toward the site. Journal of Advertising Research, 39, 27-37. Chung, T., & Law, R. (2003). Developing a performance indicator for hotel websites. International Journal of Hospitality Management, 22(1), 119-125. Cober, R. T., Brown, D. J., Keeping, L. M., & Levy, P. E. (2004). Recruitment on the net: How do organizational web site characteristics influence applicant attraction? Journal of Management, 30(5), 623-646. Compeau, D., Higgins, C., & Huff, S. (1999). Social cognitive theory and individual reactions to computing technology: A longitudinal study. MIS Quarterly, 23(2), 145-158. Hsu, M., & Chiu, C. (2004). Internet self-efficacy and electronic service performance. Decision Support Systems, 38, 369-381. Lado, A. A., & Wilson, M. C. (1994). Human resource systems and sustained competitive advantages: A competency-based perspective. Academy of Management Review, 19, 699-727. http://scholarworks.umass.edu/refereed/ichrie_2011/wednesday/21 12

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