4.

1 Demographics of the variables

Table 4.1 Gender

Frequency Percent Cumulative
Percent
Female 66 44.0 44.0
Male 84 56.0 100.0
Total 150 100.0

Gender
Male Female

44%

56%

Figure 4.1
Source: Primary data

Interpretation:

The survey conducted to explore the effect of AI in talent acquisition among HR

professionals attracted a total of 150 respondents. Among these respondents, there was a
notable disparity in gender representation. Specifically, 84 (56%) respondents identified as
male, while 66 (44%) identified as female. The observed gender distribution within the
respondent pool holds implications for the interpretation of survey findings. Moreover,
acknowledging gender disparities in participation facilitates a more comprehensive analysis
of the survey data, allowing for insights into how gender may intersect with perceptions and
experiences related to AI in talent acquisition.

Table 4.2: Professional experience

Professional Frequency Percentage Cumulative
Experience percentage
Less than 1 20 13.33333 13.33333
1 to 2 47 31.33333 44.66667
2 to 3 41 27.33333 72
3 to 4 15 10 82
4 to 5 11 7.333333 89.33333
Above 5 16 10.66667 100
Total 150 100

Professional experience
35

30

25

20

15

10

0
Less than 1 1 to 2 2 to 3 3 to 4 4 to 5 Above 5

Professional experience

Figure 4.2
Source: Primary data

Interpretation:
From the table, it is evident that 13.33% of the respondents had less than 1 years of
professional experience, followed by 31.33% with 1-2 years, and 27.33% with 2-3 years.
Furthermore, 10% of the respondents had 3-4 years of experience, while 7.33% had 4-5
years. Additionally, 10.67% of the respondents reported having more than 5 years of
experience. Overall, the data indicates that the majority of respondents fall within the 1.1-3
years of experience range.

Table 4.3: Position in Talent Acquisition

Position in Talent Acquisition Frequency Percent Cumulative percentage
HR Director 6 4.0 4.0
HR Executive/Coordinator 50 33.3 37.3
HR Manager 38 25.3 62.6
Operation Manager 5 3.3 65.9
Talent Acquisition Specialist 41 27.3 93.2
Talent Sourcer 5 3.3 96.5
Other 5 3.3 100
Total 150 100.0

Position in Talent Acquisition

Other 3.3

Talent Sourcer 3.3

Talent Acquisition Specialist 27.3

Operation Manager 3.3

HR Manager 25.3

HR Executive/Coordinator 33.3

HR Director 4

Figure 4.3
Source: Primary data

Interpretation:
The table presents the distribution of respondents' positions in talent acquisition, indicating
their frequency and percentage within the sample. HR Executive/Coordinator represents the
highest proportion at 33.3%, followed by HR Manager at 25.3% and Talent Acquisition
Specialist at 27.3%. Other positions such as HR Director, Operation Manager, Talent Sourcer,
and those categorized as "Other" collectively account for the remaining 11.1%. This
distribution illustrates the diverse roles and responsibilities within talent acquisition, with a
notable concentration in HR-related positions.

Table 4.4: Size of Organization

Frequency Percent Cumulative Percent
Large (501+ employees) 119 79.3 79.3
Medium (101-500 employees) 26 17.3 96.7
Small (1-100 employees) 5 3.3 100.0
Total 150 100.0
 Size of Organization

Small (1-100 employees)

3.3

Medium (101-500 employees)

17.3

Large (501+ employees)

79.3

0 10 20 30 40 50 60 70 80 90

Figure 4.4
Source: Primary source

Interpretation:
The table illustrates the distribution of companies based on their size, categorized into large
(501+ employees), medium (101-500 employees), and small (1-100 employees). The
majority of respondents, accounting for 79.3%, represent large companies, indicating a
predominant presence of organizations with over 500 employees. Medium-sized companies
constitute 17.3% of the sample, while small companies with 1-100 employees represent a
smaller proportion at 3.3%. This distribution highlights the prevalence of larger enterprises
within the surveyed sample.