Is online recruiting an effective way to hire people

Post Graduate Diploma in Business Management/Industrial Management/Project Management & Human Resource Management.

Business Statistics Group Assignment.

Team EpicH.M.A.PriyadarshanaAchini AbeywickramaPradeepa RathnapalaThilina MuttettuwattaSrinith Priyalal KannangaraMohamed Bilal Nadeeka Peiris

Purpose: This proposal is submitted in response to the Team Epic group assignment of Post Graduate Diploma in Business Management, Industrial Management, Project Management and Human Resource Management of National School of Business Management is 1 Year full time course counting 3 semesters. And the Business Statistics is core subject in 1st semester and it carried 45 hours of lessons. The evaluation of the knowledge of all participants should sit for the written examination and a group assignment which will be grant 60 % and 40% weightage accordingly for all students. Therefore, the group assignment of 7 members called team Epic has done a research on, online recruiting is an effective ways to hire people. Therefore this proposal is submitted in response to the Team Epic group’s Research Topic and to detail a complete approach to validation the importance of hire people to company through online recruiting.

Table of ContentsIntroduction....................................................................................................................................................4

The most popular Social Media sites used for recruiting..............................................................................5

Population......................................................................................................................................................7

Literature Review...........................................................................................................................................8

What Is Online Recruiting?...........................................................................................................................8

Online Recruitment Methods.........................................................................................................................8

The Advantages of Online Recruitment........................................................................................................9

Targeting the Right Social Sites..................................................................................................................10

Developing Your Own Community.............................................................................................................10

Use Social Media Smartly When Hiring..................................................................................................13

Data Collection Methodology......................................................................................................................16

Data Collection Limitations.........................................................................................................................16

Data Analysis...............................................................................................................................................17

Conclusion...................................................................................................................................................23

Appendix......................................................................................................................................................24

Introduction

Recruiting Through Social Media

Social recruiting is an effective way to make direct connections to savvy individuals and attract employees that fit with your company culture and core values. In fact, in a study conducted by the recruiting software platform specialist Jobvite among 800 HR and talent acquisition professionals, 89% of U.S. companies said they would recruit through social media, up from 83% the prior year. Furthermore, two thirds of the respondents confirm that they have successfully hired a candidate through social networks. With a rating of 7 out of 10, social media ranked fourth in terms of the quality of applicants, behind referrals, internal transfers and direct sourcing but before a company’s own career site.

With over one billion users on Facebook and 200 million on LinkedIn, to give only two examples, social media is undoubtedly a space where the talented applicants are connected and connecting. Combined with available survey results, these figures confirm that social networks give companies a means of proactively reaching the best people to fill vacancies.

The most popular Social Media sites used for recruiting are LinkedIn, Facebook, Twitter, Viadeo, XING, Google+ and BranchOut.

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The most popular Social Media sites used for recruiting

LinkedIn

LinkedIn is a social networking website for people in professional occupations. Founded in December 2002 and launched on May 5, 2003,[2] it is mainly used for professional networking. As of June 2013, LinkedIn reports more than 225 million acquired users in more than 200 countries and territories.[6][7]

The site is available in 20 languages,[6] including English, French, German, Italian, Portuguese, Spanish, Dutch, Swedish, Romanian, Russian, Turkish, Japanese, Czech, Polish, Korean, Indonesian, Malay, and Tagalog.[8][9] As of 2 July 2013, Quantcast reports LinkedIn has 65.6 million monthly unique U.S. visitors and 178.4 million globally.[10] In June 2011, LinkedIn had 33.9 million unique visitors, up 63 percent from a year earlier and surpassing MySpace.[11] LinkedIn filed for an initial public offering in January 2011 and traded its first shares on May 19, 2011, under the NYSE symbol "LNKD".[12]

Facebook

Facebook is an online social networking service. Its name stems from the colloquial name for the book given to students at the start of the academic year by some American university administrations to help students get to know one another.[7] Facebook was founded in February 2004 by Mark Zuckerberg with his college roommates and fellow Harvard University students Eduardo Saverin, Andrew McCollum, Dustin Moskovitz and Chris Hughes.[8] The founders had initially limited the website's membership to students of the University of Harvard, but later expanded it to colleges in the Boston area, the Ivy League, and Stanford University. It gradually added support for students at various other universities before it opened to high school students, and eventually to anyone ages 13 and over. Facebook now allows anyone who claims to be at least 13 years old to become a registered user of the website.

Users must register before using the site, after which they may create a personal profile, add other users as friends, exchange messages, and receive automatic notifications when they update their profile. Additionally, users may join common-interest user groups, organized by workplace, school or college, or other characteristics, and categorize their friends into lists such as "People From Work" or "Close Friends". As of September 2012, Facebook has over one billion active users,[10] of which 8.7% are fake.[11]

According to a May 2011 Consumer Reports survey, there are 7.5 million children under 13 with accounts and 5 million under 10, violating the site's terms of service.[12] Facebook (as of 2012) has about 180 petabytes of data a year and grows by over half a petabyte every 24 hours.[13]

Twitter is an online social networking and microblogging service that enables users to send and read "tweets", which are text messages limited to 140 characters. Registered users can read and post tweets but unregistered users can only read them. Users access Twitter through the

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website interface, SMS, or mobile device app.[10] Twitter Inc. is based in San Francisco and has offices in New York City, Boston, and San Antonio.[14]

Viadeo

Viadeo is a Web 2.0 professional social network with 55 million members worldwide in 2013,[3] and a membership base that was growing by more than one million per month in 2009.[4] Members include business owners, entrepreneurs and managers from a diverse range of enterprises.[5] The site is available in English, French, German, Italian, Portuguese, Spanish and Russian

XING

XING (named openBC/Open Business Club until 17 November 2006) is a social software platform for enabling a small-world network for professionals. The company claims that it is used by people from over 200 countries. Available languages include Dutch, English, Finnish, French, German, Hungarian, Italian, Japanese, Korean, Spanish, Polish, Portuguese, Russian, Simplified Chinese, Swedish and Turkish. By displaying how each member is connected to any other member, it visualizes the small-world phenomenon.The platform offers personal profiles, groups, discussion forums, event coordination, and other common social community features. Basic membership is free. But many core functions, like searching for people with specific qualifications or messaging people to whom one is not already connected, can only be accessed by the premium members. Premium membership comes at a monthly fee of 5 € (around 7.50 USD).[3] The platform uses https and has a rigid privacy and no-spam policy. XING provides its paying members very easy email access to any members.

Google+

(Pronounced and sometimes written as Google Plus) is a social networking and identity service [2][3] owned and operated by Google Inc. It is the second-largest social networking site in the world, having surpassed Twitter in January 2013. It has approximately 359 million active users.[4] As of May 2013, it had a total of 500 million registered users, of whom 235 million are active in a given month.[1] Google has described Google+ as a "social layer" that enhances many of its online properties, unlike conventional social networks generally accessed through a single website.[5]Google+ was used by 30% of smartphone users between April–June 2013, making it the fourth most used app.[6]

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ObjectiveSocial recruiting is still a very fresh concept in Sri Lanka which is not yet used in a wide scale in talent acquisition. But more and more in the IT sector this is becoming an increasing HR trend in recruiting employees. In this project we try to measure and understand how willing the people of Sri Lanka are in seeking and joining organizations through social networking sites by doing a quantitative research on people's behaviors and attitudes.

Population We had e-mailed our questionnaire to 75 numbers of users of Virtusa Cooperation and received 37 numbers of responses out of 75 users. It is a 49% of total population.

Table -01: Population Age and Gender wise

Age Male Female15-25 3 225-30 16 1130+ 2 3total 21 16

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Literature Review

What Is Online Recruiting?

Online recruitment is growing in popularity among job seekers and employers alike.

In the face of an employer's market employment wise, as of 2010, both employers and job seekers have begun to use online recruitment far more than in previous years. The whole concept behind Internet recruitment is finding the right people for the right jobs by using a variety of online tools. Generally online recruiting produces far more applications than other forms of advertising. That response, however, doesn’t mean the effort was successful or without any inherent problems. When you have a good online recruiting system it includes enough technology to both attract candidates and then interact with them through the entire placement process. Many of the best systems use screening and tests with specific questions that help categorize and qualify the candidates, followed by ranking.

Online Recruitment Methods

1. Advertise on Your Website

2. Advertise on Job Sites

3. Submit Press Releases

4. Submit Classifieds Online

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The Advantages of Online Recruitment

1. Benefits for Companies.o Besides using online recruitment to weed out inappropriate candidates and isolate those

with the best potential, there are many advantages to a company engaging an Internet-based recruiter. They get to fish in a large proverbial pool of candidates, not just from across the United States, but sometimes even the world. The downside here is the time involved in sorting through all those possible candidates can become burdensome.

The second benefit is the possibility of filling a job opening in as little as a few hours. When a company needs someone even on a temporary basis, that time savings is significant, and it also saves money. The financial benefits extend beyond the speed of online recruiting to the pre-selection element that gives human resource departments a huge advantage over companies using more conventional methods.

If a company chooses, pre-selection may be custom-automated to narrow the field of candidates for interviews. By having this type of system in place, you handle each candidate exactly the same way. Consistency counts. Once finished, the data from that process becomes a ready, searchable database that you can keep for several months (most companies maintain it for six months as they would any application).

2. Benefits for Candidates.o From candidates' perspective, online recruitment allows them to fill out applications,

post resumes, and take qualifying tests from the comfort of home. They can enact job searches any time of day or night, not just during business hours. Additionally they can go back to review the status of an application on many job recruitment sites.

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Below are some key best practices for launching a social recruiting program at your company

Targeting the Right Social Sites

The social media space is vast, with new platforms, like Pinterest or Highlight, launching regularly. For companies willing to engage, just being present is not enough. It is imperative to think as a unique employer brand. Instead of simply latching on to the rise of Facebook, LinkedIn, Twitter or YouTube, a little target marketing is required.  Regularly published figures on social network traffic are a good place to start. For instance, LinkedIn is the best site to reach executives experienced in international business; while for a younger and less highly-qualified target group, as well as localized recruiting in distribution or industry, Facebook would be a better option.

One of the best ways to connect with candidates with specific skills is to tap into “interest groups” or professional communities. Whether as a group within a big social network, or completely independent, they bring together experts with experience in a certain sector or with specific know-how. These represent ‘niche’ social networks. In the United States, they exist for a wide range of career groups, from federal employees to healthcare workers. Similarly, certain niches are geographical, for example Viadeo in France, Xing in Germany, Orkut in Brazil. 

Developing Your Own Community

Depending on what capabilities are needed, how specific the required skills are, or how competitive the job market is, existing interest groups are limited sources of quality candidates. But companies can attract target potential employees by developing their own communities. A specialized blog, a collaborative forum or a job information site can offer an authentic place to exchange opinions and share experience. The curious will discover the company there, while specialists can compare and contrast their skills and even introduce themselves to your recruiters.

Social Recruiting what is it?

For several years now I have been watching the development of social media and its eventual impact on both the HR and Recruitment professions. I have attempted to define social recruiting, run presentations on the development of a strategy, and worked with several clients on creating a strategy.If you attended some of my presentations in the last year you might have seen two basic diagrams that I have used to start getting the message across. The first designed to highlight the social media can be used through the full recruitment process. The second trying to map the process to the four C’s of social media. Neither really got the message across and all the time I have felt I was still missing something.

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The haze is clearing.

Following the Altimeter Group’s release of their 18 Use Cases for Social CRM, I got to thinking again. While I am still not 100% happy with the result I thought I would release this revised model to the world.

A few of things stand out for me now. There are 18 use cases within this model, an accident more than intent, not each one is relevant for agency recruiters, but all are relevant for in-house recruiters. As with the Altimeter Group’s model each starts with a listening and reflection phase, this is intentional as listening is the first part of any social strategy. Each of the 18 use cases can deliver a return on investment to an organization that implements them.

Next step is build out each of these use cases into more detail, I also suspect a couple will be killed and more will be added as I go along.

Social networks are playing a critical role for companies these days in luring talent by telling the stories about their brands, says Jyorden T Misra, managing director of executive search consulting firm Spearhead InterSearch. "Facebook and Twitter can be great for targeted advertising for candidates," says Naveen Narayanan, global head, talent acquisition at HCL Technologies. "We are extensively moving globally to digital and majority of the employer branding money we spend is harnessed on digital," he adds.

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Use Social Media Smartly When Hiring

There are so many legal pitfalls to avoid when using social media in the candidate sourcing and screening processes, some HR professionals might wonder whether it’s worth all the trouble.

The answer is yes—if it’s done carefully. Social media can significantly expand the universe of applicants and shed valuable light on job candidates—when a disciplined approach is used, experts say.

Laws and regulations tend to lag behind changes in the worlds of social media and HR, but sound social media policies can help keep hiring and screening practices viable. In addition, they can help organizations remain competitive for top talent.“The benefits of using social media in recruiting are clear,” said David S. Baffa, a partner with Seyfarth Shaw in Chicago. Although it’s true there is a potential for costly lawsuits against employers who misuse social media, “most of the stuff you hear about potential risks, I haven’t seen it play out in litigation.”

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Avoiding Discrimination Charges

Perhaps the biggest concern with using social media in the hiring process is discrimination. Social media provides employers with information that they might not obtain otherwise or might not obtain until they conduct a face-to-face interview.

For example, companies generally avoid requesting photos and videos attached to resumes and application forms. But social media sites present employers with information such as race, ethnicity and approximate age. They might include information about religion, marital status, disabilities, political affiliations and other personal interests.

“In both the recruiting and screening process, you run the risk of learning and utilizing protected information,” said Eric Meyer, a partner in the labor and law practice of Dilworth Paxson in Philadelphia. “The pitfall is using it to make an employment decision.”

Allyson Willoughby, general counsel and senior vice president of people at career website Glassdoor, suggests that employers delay social media searches until after they meet candidates. “Don’t do anything different with social media than you would do with a face-to-face interview.”

Once the process moves to the screening phase, have someone other than the employment decision-maker do the screening, advises Jason Morris, president and COO of EmployeeScreenIQ in the Cleveland area. “Create a firewall between this person and the decision-maker,” he said, particularly if the screening will involve social media sites.

The screener should be armed with criteria specific to the position for which the company is hiring. He or she might be looking online for certain red flags, such as hate speech, violent tendencies or drug use that would have a direct bearing on the candidate’s potential job performance.

Employers should keep in mind that background-screening companies that use social media sites are subject to the provisions of the Fair Credit Reporting Act, under which applicants must give permission for pre-employment investigations.

Another risk to employers is that they could be sued for negligent hiring for not using information available on the Internet that might have foreshadowed bad behavior by an employee. However, legal experts say they are aware of no significant cases of this type against employers to date.

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Advantages & Disadvantages of Using the Internet for Employee Recruitment

The Internet has transformed the way many people work, including business managers and human resource professionals, who have to weigh the advantages and disadvantages of using this medium to recruit employees. According to statistical data from ComScore in 2008, job searches were the fastest growing Internet category. People "shop" for advertised online job openings,using criteria such as pay and location, similar to finding the best deal on electronics or real estate. As a business you want to make sure the job opening is being effectively marketed, and you can start by examining some of the advantages and disadvantages of Internet recruiting.

Human Resources Expenses

HR professionals commonly have to put forth budget proposals for recruiting. HR directors and managers can save the department and the overall business recruiting expenses by using the Internet. There is potentially less of a need to hire and pay HR "generalist" personnel, who commonly greet job applicant’s face to face, answering questions, proctoring employment pre-tests and accepting resumes. The department spends less on copying and printing supplies as well. The disadvantage to the HR department is that if personnel are not competent in dealing with web-based technologies, then the business could lose out on valuable, fully trained and qualified candidates -- human capital. Human resource information systems (HRIS) are a common course in HR training and degree programs.

Applicant Personality and Quality

HR professionals have to assess how well a new hire will fit into the company's culture and structure. The advantage of using the Internet is that hiring employers can conveniently pull up an applicant's "online personality," generally without having to meet face to face or ask for responses on a test, saving time and money on psych-testing programs. Social networking websites, such as Facebook, Twitter and Linked In, provide a window into the personal and professional lifestyle of candidates. However, disadvantages occur when business professionals might misinterpret an applicant's ability to separate home and business conduct. The organization could miss out on hiring a valuable candidate because of misunderstanding pop culture in younger people or established traditions and behaviors among older individuals.

Talent Pool

HR professionals can effortlessly increase the talent pool through advertising job openings virtually everywhere in the world. This is helpful when there isn't enough local talent to meet business needs. When business demand increases, qualified applicants are contacted via email or telephone. In some cases people will relocate to a new city to get hired. The disadvantage,

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however, is that by casting a wider net for hiring, the business might expose itself to far too many or simply undesirable candidates.

Data Collection MethodologyFirstly the researcher’s team interacted with each other and arranged the questionnaire, since approaching/reasoning for in choosing a particular data collection/analysis and point out what kind of analysis will be appropriated. The research team worked with research supervisor and under the guidance outlined the research questionnaire.

Selected the right Resources and collected feedback from the respondents of Virtusa Cooperation. The researcher collected data sending the questionnaire via e-mails to 75 numbers of users so as to get quicker feedback and to minimize the paper works. The questionnaire included 12 numbers of questions and e-mailed those to Males, Females in the age groups 15-25, 25-30 and 30+ in line with total users.

Data Collection LimitationsThis document is based solely on the feedback of respondents of Virtusa Cooperation. The presentation and statistical behaviors have been analyzed by 37 numbers of respondent’s feedback out of 75 numbers of users. This was a notable challenge for the researcher in gathering data. As respondents are not responding to the questionnaire by e-mail due to tough and critical project schedules. Therefore the researcher could led to monitor and get the feedbacks collected from time to time sending reminding e-mails, chatting with IMs, Telephoning, and directly meet and talking to the user.

Secondly the researcher should have to answer the questions as few of respondents cross-examined about the structure of questionnaire and prevent from responding to the few questions. These defies were the key drawbacks that the researcher handled in collecting the data.

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Data Analysis

15-25 25-30 25-31 30+0

1

2

3

4

5

6

7

8

9

Frequency of Internet Usage

Less than one hour a day3-4 HoursMore than four Hours1-2 Hours2-3 HoursNo Response

Graph 1. Frequency of Internet Usage

This graph emphasis the frequency of internet usage is selected age groups. Here appeared less number respondents around the age group 15-25 are browsing internet. As it shown, approximately 2 users are using internet with in less than one hour a day and 1-2 hours. Only one user is using more than 4 hours, 1

Moderately increased number of users around 25-30 age group, are using internet in less than 1 hour a day, nearly 5 users using more than 4 hours and 2-3 hours. Internet using More than 4

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hours is 6 users. There are a dropping number of users who browsing internet in 3-4 hours accordingly and one user not responded.

2 users respectively using internet in More than 4 hours and 2-3 hours and 3 users using internet in 1-2 hours in the age group 30+

57%

5%

14%

16%

3%5%

Frequently used most favorable social networking sites

Face BookNo ResponseMuiltipleLinkedInMy SpaceGoogle +

Graph 2. This chart depicts weightage of frequently using most favorable social network sites. Here 57% using Face Book, 16% for Linkedln, 14% use for multiple social networking sites.

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15-25 25-30 25-31 30+0

2

4

6

8

10

12

14

16

Effectiveness of Online Recruiting

MaybeYesNoNo ResponseNo Idea

Graph 3. This graph emphasis the effectiveness of online recruiting as shown here 18 users responded as online recruiting is effective in representing all age groups.

15

15-25 25-30 25-31 30+0

5

10

15

20

25

Willingness to join recruiting pages on social networking sites

YesNoNo Response

Graph 4. Here majority of users are willing to participate to recruiting pages on social networking sites, age group 25-30 represents 20+ numbers of users who would like to join social networking sites.

15-25 25-30 25-31 30+0

5

10

15

20

25

Willingness to share CV with an online recruiting

YesNoNo Response

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Graph 5. This graph shows the 31 users preferred to share CV with an online recruiting sites. Majority is from age 25-30 mainly due to them not having time to check for jobs on their own due to being already employed

78%

19%

3%

Preference of Getting Updates & Alerts on possible job vacancy's through social networking sites

YesNoNo Response

Graph 6. This graph shows the 78% of users preferred to get update and alerts on possible job vacancies via social networking sites.

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70%

16%

11%3%

Are you willing to participate in an online interview if requested by a recruiter

YesMaybeNoNo Response

Graph 7. This chart shows 70% of users willing to participate in an online interview if requested by the recruiter.30% are unsure or reluctant to do this may be due to security reasons.

65%

32%

3%

If yes will you be comfortable in using a webcam during such an interview

YesNoNo Response

Graph 8. This chart emphasis 65% of users have the ability and comfortable in using a webcam during such interview with recruiter. 35% are not willing to do this and majority of them where females.

Conclusion

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Frequency of internet usage is selected age groups. Here appeared less number respondents around the age group 15-25 are browsing internet. As it shown, approximately 2 users are using internet with in less than one hour a day and 1-2 hours. Only one user is using more than 4 hours, 1

Moderately increased number of users around 25-30 age group, are using internet in less than 1 hour a day, nearly 5 users using more than 4 hours and 2-3 hours. Internet using More than 4 hours is 6 users. There are a dropping number of users who browsing internet in 3-4 hours accordingly and one user not responded. 2 users respectively using internet in More than 4 hours and 2-3 hours and 3 users using internet in 1-2 hours in the age group 30+

As well the weightage of frequently using most favorable social network sites is 57% using Face Book, 16% for Linkedln, 14% use for multiple social networking sites.

The effectiveness of online recruiting, as this shown here 18 users representing in all groups are responded as “online recruiting” is effective to hire people.

A majority of users are willing to participate to recruiting pages on social networking sites; the age group 25-30 represents 20+ numbers who would like to join social networking sites. And 20 numbers of users would like to share their CVs with an online recruiting if required. The 78% of users preferred to get update and alerts on possible job vacancies via social networking sites.

A 70% of users willing to participate in an online interview if requested by recruiter and 65% of users have the ability and comfortable in using a webcam during such interview with recruiter.

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Appendix

Dear Respondent,

As partial requirement of my PGD in Business Management at NSBM, I require conducting a research in one of my areas of interest. I would highly appreciate if you could help me with this task by ticking and completing this questionnaire.

Your answers will be treated confidentially and will only be used for the purpose of the research.

Is online recruiting an effective way to hire people

Age

a. 15 – 25 b. 25 – 30 c. 30+

Gender

a. Male b. Female

Occupation

a. Employed

b. Employed but looking outside

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c. Unemployed

d. Student

1. How often do you use the internet?

a. Every day

b. More than once a week

c. Once a week

d. Once a month

e. Less than once a month

2. Where do you use the internet most?

a. Home

b. Cafe

c. Your Mobile

d. Office/ Academic Institute

e. Friends or Family Home

3. How long you will use at one time login?

a. Less than one hour a day

b. 1-2 Hours

c. 2-3 Hours

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d. 3-4 Hours

e. More than four Hours

4. What social networking sites do you most frequently to use?

a. Face Book

b. Twitter

c. LinkedIn

d. MySpace

e. Google +

5. Do you use a webcam?

a. Yes

b. No

c. Sometimes

d. Maybe

6. What do you use the webcam for?

a. Chat with friend

b. To see my friends

c. To meet new people

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d. For academic/professional practice

Section 02

7. Do you think that online recruiting is an effective way to hire people?

a. Yes

b. No

c. Maybe

d. No idea

8. Are you willing to join recruiting pages on social networking sites?

a. Yes

b. No

9. Will you share your CV with an online recruiting if required?

a. Yes

b. No

10. Are you interested in getting updates and alerts on possible job vacancy’s through social networking sites?

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a. Yes

b. No

11. Are you willing to participate in an online interview if requested by a recruiter (Skype/Yahoo etc.)?

a. Yes

b. No

c. May be

12. If yes will you be comfortable in using a webcam during such an interview?

a. Yes

b. No

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Respondent #

AgeGender

Occupation

Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9Q10

Q11

Q12

115-25 F A A C A A C A C A A A A A

225-30 F A A D D A B B A A A A A A

325-30 M A A D E B A A A B A A

425-30 F A A D E A C D C A A A A A

525-30 F A A M B M C B A A A A C A

625-30 F A A M C M C A A A A A A A

7 30+ F A A D E C B A A A A A B

825-30 F A A A B A B A C A A A A B

925-30 M A A M E M A A A A A A A A

1015-25 M A A D B A A A A A A A C A

11 30+ M A A A B A B A B A B A A

1225-30 F A A D A A B D B B B A B B

1325-30 M A A M E D C D A A A A A A

14 30+ F A A D B A C D C B A B A A

1525-30 M A A

1625-30 F A A D A A B D B B B B B B

1715-25 M A A A A C A B A A A A B

1825-30 M A A D B M A M A A A A A B

1925-30 M A A D E M C D A A A A A B

20 30+ F A A D B A B C A A A A A

2125-30 M A A D C E C A D A A A C B

2225-30 M A A C A A B A A A A A C A

25

2315-25 F A A D B A B A C B A A A A

2425-30 F A A D B E A B C A A A A B

2525-30 M A A D B C C A A A A A C B

2625-30 M A A D A C C B A A A A A A

2725-30 M A A D A A C D A A A B A A

2825-30 F A A D C A B B C B A A C A

29 30+ M A A C A C B B A B A B A

3025-30 F A A C C C C D A A A A A B

3125-30 M A A C A A A A C A B A A A

3225-30 M A A C A A A A C A A B A A

3325-31 M A A D A C C D A A A A A B

3415-25 M A A D E A A D C B A B B A

3525-30 F A A D A A C D A A B A A A

3625-30 M A A D C A B A A A A A A A

3725-30 M A A D B A B A C A A A A A

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