2011 Columbus, OH Job Market Report - Monster.com

LOCAL MARKET

COLUMBUS 2011 JOB CANDIDATES Insights and Analysis from Professionals, Recruiters and Hiring Managers

Brought to you by Monster Intelligence

August 2011

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Copyright @ 2011 by Monster, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system or transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of Monster, Inc.

COLUMBUS – 2011 JOB CANDIDATES The Columbus labor and economic market is in a relatively solid position due to its diverse economy, affordable housing market, and substantial government presence, which helped the market avoid major segment declines during the recession. Like most government-led regions, Columbus is now reporting government budget challenges and related employment declines, but unlike some regions, other expanding sectors of the economy are making up for the government‟s losses. The local market has recently shown positive signs of expansion, such as the decline of its unemployment rate (from 9.6 percent in January 2010 to 8.2 percent in June 2011), payroll expansion since May 2010, and a surge in online job postings in 2011. As one local economist stated, “With the Columbus region faring better than average through the recession and key industry sectors going into expansion mode, we are positioned for a return to employment growth in 2011.”

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Monster leveraged more than 200,800 Columbus resumes coupled with online job postings for Columbus talent in order to gain insight into candidates and employers. Data is current through June 2011 unless otherwise noted. Additionally, Monster surveyed active Columbus professionals, HR professionals and hiring managers to present a snapshot of activity within the United States. The surveys were conducted between November 2010 and December 2011.

1 Columbus Chamber of Commerce’s “Blue Chip: Columbus Economy to Experience Moderate Growth in 2011.” 1/5/11.

TABLE OF CONTENTS

MARKET CONDITIONS 3

Market Overview 3

Unemployment Rate 5

Payroll Change 5

Online Recruitment Trends 6

Recruitment Activity 7

Hiring Conditions 8

HIRING TALENT IN 2011 9

Columbus Talent 9

Career Talent 10

Education Talent 10

Experienced Talent 10

Job Search Conditions 11

SUPPLY AND DEMAND ANALYSIS 12

Labor Performance Matrix 14

Career Level Requirements 16

Education Level Requirements 16

Experience Requirements 16

Job Type Requirements 17

Job Status Requirements 17

Qualifications 18

Compensation 19

CONCLUSION 20

MONSTER INTELLIGENCE 20

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MARKET CONDITIONS

With a diversified economy as well as a strong government presence, Columbus offers a minimal cost of living, stable housing market, and low unemployment rate. This combination sheltered Columbus from much of the economic downturn and positions it well for the future. Recovery will still take time, however, as the economy and job opportunities slowly reignite.

MARKET OVERVIEW As the capital of Ohio, Columbus‟ bread-and-butter is its Government sector, employing nearly 160,000 and representing 17 percent of its total employment. Though a majority, the Government sector has been faced with budget deficits and layoffs, causing employment levels to recently trend down. The remainder of Columbus‟s employment is driven by a diverse economy and an array of sectors, including finance, education, defense, aviation, food, logistics, energy, medical, retail and technology. Major corporations headquartered in the region include Nationwide Mutual Insurance Company, American Electric Power, Limited Brands, Momentive Specialty Chemical, and Big Lots. Adding to the area‟s diversity is a strong college and university presence. Ohio State University is one of the largest college campuses in the U.S. and has over 21,000 employees. The university resources help to support a reputable medical research and hospital community.

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Columbus has a very affordable housing market; the average house for sale was $152,900 in June 2011 with a depreciation rate of 3.8 percent over the past twelve months. Though affordable, the city has a surplus of homes and slowing sales. Following sales increases driven by the first time home buyer credit, sales are now on the decline and forecasted to drop 7.4 percent in 2011.

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In June 2011, Columbus had 892,000 employed, 79,500 unemployed, and an 8.2 percent unemployment rate, slightly below Ohio‟s unemployment rate of 8.8 percent.

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Columbus‟s key employment industries are the following:

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2 The Ohio State University; http://www.osu.edu/osutoday/stuinfo.php

3 Housingpredictor.com; www.deptofnumbers.com

4 Bureau of Labor Statistics, www.bls.gov

5 Columbus Workers Employed by Industry; Bureau of Labor Statistics, June 2011 data

Industry Percent of Columbus Employment

Trade, Transportation, & Utilities 20%

Government 17%

Professional & Business Services 17%

Education & Health Services 13%

Leisure & Hospitality 10%

Financial Activities 8%

Manufacturing 7%

Other Services 4%

All other industries 4%

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From July 2010 to June 2011, Columbus continued its slow and steady growth by adding 7,600 jobs. Professional & Business Services added the most new jobs, expanding by over 5,200 roles. Other sectors with strong growth included Trade, Transportation & Utilities (+3,700 jobs) and Construction (+3,500 jobs). Government lost the most jobs, falling by 3,300 roles. Education & Health Services and Manufacturing jobs each fell by over 1,000 jobs. Moody‟s Economy.com June 2011 forecast predicts an average 1.9 percent expansion in Columbus jobs over the next twelve months, right in line with the nation‟s 1.8 percent forecasted expansion. Nearly all sectors are predicted to be steady or expanding; Government and Manufacturing are the only two sectors with a predicted slight decrease in jobs. Columbus current indications and forecasts are positive. The city weathered the recession with a diverse and healthy economy and is working to slowly rebuild its momentum once again. Reflecting the encouraging conditions, the Brookings Institute recently ranked Columbus as one of the top twenty of America‟s economically strongest metro areas. “Not only has Columbus emerged as one of the country‟s strongest performing economies since the downturn….its recovery has also been better than most.”

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As stated, the region‟s long term economic and employment opportunities are solid. However, Columbus employers will conservatively hire in the short term as they rebuild their businesses, profitability and confidence. A recent Monster survey of over 150 Columbus recruiters and hiring managers inquired about hiring intentions. Respondents were asked “What percent of the positions you expect to fill are new openings versus replacement positions?” A majority of surveyed recruiters are filling a minimal amount of new roles as 54 percent plan that less than 25 percent of positions will be new versus replacement ones.

6 Wong, Venessa. “Twenty U.S. Metros on the Brink of Recovery.” Bloomberg Businessweek. 6/28/11.

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<10% 10% - 25% 25% - 50% 50% - 75% 75% - 100%

New Columbus Openings versus Replacement Positions

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Columbus vs. National Unemployment Rate, %

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Columbus National

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Columbus vs. National Payroll Growth, % YoY

June '08 - June '11

Columbus National

UNEMPLOYMENT RATE Columbus‟s unemployment rate increased from 7.4 percent in May to 8.2 percent in June 2011. The region has historically reported a seasonal rate jump in June. Despite the increase, Columbus‟s unemployment rate remains below both that of the nation‟s (9.2 percent) and Ohio‟s (8.8 percent). The area‟s unemployment rate reached its peak of 9.6 percent in January 2010.

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The unemployment rate is a lagging measure that indicates both joblessness and strength of the economy. National and state figures are seasonally adjusted.

PAYROLL CHANGE Job creation in the Columbus metro area has reported positive expansion since May 2010, following a continuous decline from May 2008 to July 2010. In June 2011, the area continued its positive momentum, expanding its payroll 0.8 percent over the prior year. This rate was exactly that of the nation‟s 0.8 percent expansion and below Ohio‟s 1.4

percent increase.8

Payroll change is a key measure of new job creation (or loss), as it measures the total number of people employed in an area every month.

7, 8 Bureau of Labor Statistics, www.bls.gov

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Monster Employment Index

Ohio YoY Change

ONLINE RECRUITMENT TRENDS The Monster Employment Index (MEI) is a leading indicator of labor market trends as it tracks online recruitment activity by location, occupation, and industry. As seen below, online job recruitment activity across Ohio area has reported positive expansion for the past 17 consecutive months following its contraction from February 2008 through February 2010.

In July 2011, the Ohio MEI gained a solid15 percent (+19 points) compared to the year prior. The Index hit its low point of 106 points in July 2009 and again in January 2010.

The Monster Employment Index presents a monthly snapshot of employer online recruitment activity nationwide and is generally regarded as a key indicator of demand in the labor market. The Index is based on a real-time review of millions of employer job opportunities culled from a large, representative selection of corporate career sites and job boards, including Monster. Using a baseline value of 100, the Index can be used to compare hiring trends across local markets and occupational groups. As such, a higher Index figure means stronger growth in online job availability.

After falling 7 percent in 2009, Columbus‟s online job postings surged 26 percent in 2010, reflecting improvements in the local economy. The strong momentum has continued into 2011 as online job postings rose 32 percent in the first half of the year.

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8 Wanted Technologies Corporation

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RECRUITMENT ACTIVITY The companies posting Columbus jobs on Monster from July 2010 to June 2011 varied across industries. Listed below are the top twenty (out of more than 650 industries) not including staffing or temporary employment agencies that may post for a variety of industries. Posting 39 percent of the Columbus jobs on Monster, the top 20 industries represent a wide range of sectors.

The types of positions Columbus companies posted over the past year include roles primarily for IT (19 percent), Sales (15 percent), and Health (11 percent).

Columbus Job Postings by Category % Total Job Postings

IT/Software Development 19%

Sales/Retail/Business Development 15%

Medical/Health 11%

Accounting/Finance/Insurance 9%

Logistics/Transportation 5%

Customer Support/Client Care 5%

Engineering 4%

Manufacturing/Production/Operations 4%

Installation/Maintenance/Repair 4%

Administrative/Clerical 3%

All Other 21%

5% - National Commerical Banks

4% - Computer Programming Services

3% - Health Practitioner

3% - Management Consulting

3% - Radiotelephone Communications

2% - Business Services

2% - Computer Services

2% - Medical Doctors Offices

2% - Life Insurance

2% - Drugs, Proprietaries & Druggists Sundries

2% - Trucking

1% - Insurance Agents, Brokers & Services

1% - Advertising Agency

1% - Eating Places

1% - State Commercial Banks

1% - Social Services

1% - Accounting, Auditing, & Bookkeeping

1% - Department Stores

1% - Women's Clothing Stores

1% - General Medical & Surgical Hopsitals

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Excellent

32%

Good

39%

Average

20%

Fair

7%

Poor

2%

Ability to Find Columbus Professionals

That Meet Requirements

HIRING CONDITIONS Recruiters surveyed by Monster predict filling Columbus roles will move fairly quickly. Nearly half (49 percent) of respondents expect it will take between 31 and 60 days to fill an opportunity and 36 percent expect it will take fewer than 30 days to fill a position. Only 15 percent of surveyed recruiters plan that hiring will take more than 60 days. With the excess of candidates looking for work, recruiters are having a relatively easy time finding qualified candidates. Seventy-one percent of respondents said their ability to find Columbus candidates was „Good‟ to „Excellent‟. The minority of respondents that reported „Average‟, „Fair‟ or „Poor‟ conditions were asked “What makes it hard to find candidates?” Excluding the candidates, the primary reason recruiters and hiring managers had a difficult time recruiting for Columbus positions was the extensive time required to hire, possibly due to the steep hiring standards of employers and the surplus of available candidates. Insufficient budget and increased workload were two other primary concerns. When looking at recruitment challenges around talent, a few hirers noted candidates were „under-qualified‟ and that there are „not enough candidates‟ to meet their demands. Recruiters noted the top areas with planned hiring in Columbus included:

1. Sales (47 percent) 2. IT (38 percent) 3. Engineering (30 percent) 4. Manufacturing/Production (16 percent) 5. Customer Service (16 percent)

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HIRING TALENT IN 2011 COLUMBUS TALENT The following data analyzes the supply (resumes) of Columbus professionals on Monster. It provides a current picture of available Columbus talent. Listed below are the top ten Columbus occupations in supply and their share of volume. These occupations account for 85 percent of Columbus‟s talent.

Skills Listed in the chart below are the top skills made available by Columbus candidates on their Monster accounts. Besides Microsoft Office products, Customer Service, Communications and Leadership top the list.

Office and Administrative Support - 26%

Management - 21%

Computer and Mathematical - 9%

Business and Financial Operations - 7%

Sales and Related - 6%

Arts, Design, Entertainment, Sports, and Media - 4%

Production - 3%

Healthcare Practitioners and Technical - 3%

Architecture & Engineering - 3%

Installation, Maintenance, and Repair- 3%

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The charts below give a detailed profile of Columbus talent found on Monster from July 2010 to June 2011 including career experience, education level and work experience. Columbus candidates found on Monster are typically Mid-Career with at most a Bachelor‟s Degree and more than 15 years of work experience.

CAREER TALENT Nearly one-half (44 percent) of Columbus job seekers are Mid-Career. Thirty-two percent are Managers or above while 24 percent are emerging into today‟s workforce.

EDUCATION TALENT Forty-three percent of Columbus job seekers have at least a Bachelor‟s Degree while 34 percent have an Associate‟s Degree or some college experience and 17% have at most a High School Degree.

EXPERIENCED TALENT Columbus job seekers are concentrated in two main groups: 22 percent have more than 15 years of work experience and another 20 percent have 2 to 5 years of experience.

Executive4%

Manager28%

Mid Career44%

Entry Level15%

Student9%

Career Level

Masters or Above10%

Bachelors33%

Associate/Some-College

34%

High School17%

Certification-Vocational

6%

Education Level

More than 15 Years

10+ to 15 Years

7+ to 10 Years

5+ to 7 Years

2+ to 5 Years

1+ to 2 Years

Less than 1 Year

0% 5% 10% 15% 20% 25%

Years of Work Experience

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Excellent

7%

Good

31%

Average

37%

Fair

15%

Poor

10%

Ability to Find Columbus Job Opportunities

That Meet Requirements

JOB SEARCH CONDITIONS According to surveyed respondents, the primary reason Columbus professionals are looking for a job was because they were searching for a job due to layoffs that occurred and continue to occur, which shows that despite improvements in the economy, uncertainly and frustration still exists. The top five reasons Columbus professionals are searching for a job include:

1. Layoffs occurring/occurred (27 percent) 2. Salary is not as desired (18 percent) 3. Re-entering the workforce (15 percent) 4. Limited or no potential for upward mobility (14 percent) 5. Seeking a career change (14 percent)

Factors less likely to drive candidates to look for a job were relationship with a peer or an employment contract expiring. Surveyed Columbus professionals report that they are finding average success in meeting their expectations and requirements. As seen in the chart below, 68 percent report the ability to find job opportunities that meet their requirements are „Average‟ to „Good‟. For those Columbus job seekers that are frustrated finding opportunities, surveyed professionals noted the difficulty in „finding a job that matches what they want (e.g., salary, locations, etc.)‟, „getting an employer or recruiter to contact them‟, and „too few jobs‟.

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SUPPLY AND DEMAND ANALYSIS The analysis here encompasses counties surrounding Columbus, in Ohio only. A comparison of Monster job candidates seeking employment in the market compared to the volume of job postings in the area reveals higher supplies of talent in the counties of Hardin as well as Perry, Hocking, Fayette and Fairfield, denoted by the darker green areas in the map. Recruitment for candidates in other counties, such as Franklin, Union and Guernsey, may be more competitive as the ratio of resumes per job posting is lower than in other Columbus areas. The types of roles these candidates are seeking span a wide range of areas with the highest volume targeting Administrative/Clerical (11 percent) opportunities followed by Customer Support/Client Care (9 percent).

Columbus Job Seekers by Category % Total Job Seekers

Administrative/Clerical 11%

Customer Support/Client Care 9%

Sales/Retail/Business Development 8%

Medical/Health 6%

IT/Software Development 6%

Accounting/Finance/Insurance 6%

Manufacturing/Production/Operations 5%

Business/Strategic Management 4%

Logistics/Transportation 4%

Marketing/Product 4%

All Other 37%

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The remainder of this report will focus on key Columbus professions and how supply and demand measures up when recruiting in this dynamic area. Listed below are the top ten occupations in supply for job seekers and in demand by employers on Monster.

Approximately one-third of the supply (32 percent) and demand (34 percent) in Columbus are for the top ten occupation clusters listed above. Employers could have a difficult time filling healthcare roles, as both Health Diagnosing and Treating Practitioner Support Technicians and Registered Nurses are on the top ten employer list but not on the top ten job seeker list. Listed below are the top 20 out of over 2,700 job titles in which Columbus job seekers are interested. These 20 job titles account for 24 percent of the Columbus talent and have a strong selection of administrative and manager-level roles.

# Job Titles (1-10) # Job Titles (11-20)

1 Customer Service Representative 11 General Supervisor

2 General Manager 12 Assistant Manager

3 Administrative Assistant 13 Registered Nurse (RN)

4 Sales Representative 14 Office and Administrative Support Workers, Other

5 Office Manager 15 Warehouse Worker

6 Customer Service 16 Executive Administrative Assistant

7 Project Manager 17 General Director

8 Receptionist 18 Business Systems Analyst

9 Clerk/Typist 19 Records Management Analyst

10 Medical Assistant 20 Retail Salesperson

Job S

eekers

Em

plo

yers 1. Computer Software Engineers, 8%

2. Health Diagnosing and Treating

Practitioner Support Technicians, 6%

3. General/Operations Managers, 3%

4. Computer Systems Analysts, 3%

5. Marketing/Sales Managers, 3%

6. Customer Service Reps., 3%

7. Registered Nurses, 2%

8. Financial Analysts/Advisors, 2%

9. Human Resources Specialists, 2%

10. Driver/Sales Workers and Truck

Drivers, 2%

● ● ●

1. Customer Service Reps., 6%

2. Secretaries/Administrative

Assistants, 6%

3. Misc. Managers, 4%

4. General/Operations Managers, 4%

5. Marketing/Sales Managers, 2%

6. Computer Software Engineers, 2%

7. Supervisors/Managers of Office and

Administrative Support Workers, 2%

8. Computer Systems Analysts, 2%

9. Sales and Related, 2%

10. Human Resources Specialists, 2%

● ● ●

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The top 20 (out of over 2,200) Columbus job titles posted on Monster.com from July 2010 to June 2011 have a fairly wide range of roles and account for 22 percent of all job titles.

# Job Titles (1-10) # Job Titles (11-20)

1 Software Engineer 11 Project Manager

2 Customer Service Representative 12 Credit/Debit Card Clerk

3 Registered Nurse (RN) 13 Programmer Analyst

4 Truck Driver 14 General Manager

5 Sales Representative 15 PC Technician

6 Assistant Manager 16 Regional Sales Manager

7 Business Systems Analyst 17 Software Quality Assurance Engineer

8 Sales Trainee 18 Administrative Assistant

9 Sales Executive 19 Financial Analyst

10 Java Developer 20 Physical Therapist

LABOR PERFORMANCE MATRIX The Labor Performance Matrix below and on the next page compares job posting and resume performance within the key Columbus occupation clusters. The size of the circle represents the supply based on the ratio of resumes per job from July 2010 through June 2011. A large circle indicates a large pool of talent in comparison to the demand, and a smaller circle represents areas where the demand may outweigh the supply.

HOW TO READ THE MATRIX: Talent Surplus Not enough jobs to match supply Plan for increased volume of candidates Focus on skills migration Incubator Opportunities (Growth Areas) High growth potential High Performance High volume in jobs and talent Focus on keeping talent and generating jobs Talent Shortage Not enough talent to meet demand At risk for competition

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Talent Surplus Administrative and Customer Service are the two occupations in the Talent Surplus quadrant. These categories show a strong supply of resumes and fewer job opportunities to meet job seeker needs. Recruiters need to plan for additional time and resources to help screen increased volumes of candidates and could consider retraining or other workplace development programs to ensure the surplus of candidates are put to work. The Finance sector is partially in the Talent Surplus area, indicating a lower volume of candidates compared to Administrative and Customer Service, yet is still experiencing some excess talent. Incubator Opportunities (Growth Areas) The growth occupations span a wide range of categories and are prime for candidate and/or job opportunity expansion. High Performance Columbus has three sectors - Sales, IT, and Healthcare - in the High Performance quadrant, indicating a strong supply of resumes and postings. The small circle sizes, however, indicate that demand may outweigh supply creating a need for strong processes to attract talent and manage retention. Talent Shortage While there are no occupations in the Talent Shortage area, the IT, Healthcare and Finance occupations border the quadrant suggesting the need for close management to ensure ample talent pools are in place. The matrix below summarizes occupational supply and demand from July 2010 through June 2011.

Talent Surplus High Performance

Talent Shortage Incubator

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Executive

Manager

Experienced (Non-Manager)

Entry Level

Student

4%

15%

66%

14%

1%

4%

28%

44%

15%

9%

Columbus - Career Level

Job Postings Resumes

Masters/Doctorate

Bachelors

Associate/Some-College

High School

Certification - Vocational

3%

53%

16%

25%

3%

10%

33%

34%

17%

6%

Columbus -Education Level


More than 15 Years

10+ to 15 Years

7+ to 10 Years

5+ to 7 Years

2+ to 5 Years

1+ to 2 Years

Less than 1 Year

<1%

2%

4%

19%

38%

17%

20%

22%

16%

14%

13%

20%

9%

7%

Columbus - Years of Experience


In the following analysis, we compare Columbus talent demand (job postings) with talent supply (resumes) across a range of characteristics. The comparisons reveal the similarities and disparities between the available jobs and the searching seekers. This analysis provides direction for recruiters and employers in setting their expectations and development areas.

CAREER LEVEL REQUIREMENTS Two-thirds (66 percent) of job postings are for mid-career talent compared with 44 percent of new resumes. Due to this imbalance, recruiters may need to be flexible in their career requirement, most likely leveraging the excess of over-qualified Manager-level candidates.

EDUCATION LEVEL REQUIREMENTS Columbus recruiters are concentrated in searching for candidates with primarily at most a Bachelor‟s Degree (53 percent) and secondarily with at most a High School Degree (25 percent). Candidates are both more senior and junior, meaning recruiters might be forced to alter their expectations as well as compensation.

EXPERIENCE LEVEL REQUIREMENTS While it is common that candidates are more senior compared to available jobs, Columbus requirements are more extreme than typical; 75 percent of job opportunities are for candidates with 1 to 5 years of experience compared to the 36 percent of available seekers. Some recruiters might need to settle on candidates with more years of experience than desired which could lead to higher compensation.

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Permanent

82%

Temp/

Contract

1%

Intern/

Seasonal

<1%

Either Type

17%

Columbus Job Type

New Resumes

Permanent

81%

Temp/

Contract

18%

Intern/

Seasonal

1%

Columbus Job Type

Job Postings

Full-time

79%

Part-time

3%

Either

Status

18%

Columbus Job Status

New Resumes

Full-time

95%

Part-time

5%

Columbus Job Status

Job Postings

JOB TYPE REQUIREMENTS Eighty-one percent of Columbus job postings are for permanent positions and the remaining 19 percent are for temporary and intern work, which typically expand the fastest post-recession as employers conservatively hire for the short-term. With 82 percent of job seekers desiring permanent employment and 18 percent willing to step into either a permanent or temporary role, employers should be able to satisfy requirements.

JOB STATUS REQUIREMENTS Ninety-five percent of job postings are for full-time employment and five percent for part-time, while 79 percent of candidates are open to full-time employment, 3 percent for part-time only, and 18 percent for either. Employers should have an ample pool of talent to meet their needs within these criteria.

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QUALIFICATIONS Surveyed Columbus professionals and employers agree that work experience is the most important qualification when either applying for a position or recruiting talent; they each rate years and types of work experience as the top two qualifications: „type(s) of work experience‟ (professionals=75 percent; employers=93 percent) and „years of work experience‟ (professionals=75 percent; employers=85 percent). For employers, „personality/cultural fit‟ (75 percent) is also an essential factor in the hiring process. This qualification is notably less important to candidates (42 percent).

0% 20% 40% 60% 80% 100%

Advanced degree

Personal certifications

Examples of work

Education

Soft skills/bus. knowledge

Personality/cultural fit

Years of work experience

Type(s) of work experience

Important Qualifications in Applying for Columbus

Opportunities

0% 20% 40% 60% 80% 100%

Advanced degree

Examples of work

Professional certifications

Soft skills/bus. knowlege

Education

Personality/cultural fit

Years of work experience

Type(s) of work experience

Important Qualifications in Recruiting Columbus Talent

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COMPENSATION In terms of salary compensation, recruiters expect to pay a higher amount than candidates are planning to receive indicating recruiters should be able to easily satisfy candidate expectations. The median salary offered from July 2010 to June 2011 was $55,000 and the median salary candidates were seeking was $40,000. The discrepancy could be due to the types of jobs and candidates available, as well the salary requirements may represent total compensation for some job seekers and only a base salary for others. A majority of Columbus job postings (38 percent) and an even higher percentage of candidates (46 percent) on Monster offer a salary ranging from $20-40,000.

The chart below shows that Columbus employer and candidate compensation requirements are furthest apart at $60,000, where 41% of employers expect to pay at least $60,000 and only 23% of candidates expect to earn at least $60,000.

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DIVERSIFY YOUR RECRUITMENT STRATEGY IN 2011

As the nation emerges from challenging times, recruiters should keep in mind the following points when planning for the next 12-months. Network to strengthen your brand: Networking has always been a fundamental aspect of establishing a presence and sourcing candidates. Today's recruiters must actively network across the Internet to get a more holistic view of the applicant. With Monster’s 20 network communities integrated into its core site, experts are better able to help individuals access advice from industry experts and keep on top of trends. These communities also offer employers access to a pool of targeted candidates. Play a smart matching game. Have processes and paper work in place, be diligent about screening, and communicate frequently with hiring managers. Many recruiters are using technology to help quickly match candidates to jobs and eliminate unqualified applicants. Monster’s semantic 6Sense™ search technology powers our Power Resume Search application, sorting and ranking candidates so the best are at the top. Using these types of sorting programs, recruiters save time and money sourcing candidates that precisely match their positions. Spend accordingly. As budget managers remain cautious, leverage as many benefits as possible that attract and retain employees yet require minimal investment. Keep on top of what is most important to job seekers by leveraging Monster’s free online resources at the Resource Center (http://hiring.monster.com.) The site offers actionable reports and webinars covering the most current issues facing not only job seekers, but recruiters as well.

MONSTER INTELLIGENCE As the premier digital employment solution, Monster has consistently maintained a leadership position in defining and driving innovative products and services to champion digital recruitment. We see tremendous value in providing our clients, the online recruitment industry, and the public at large with analysis on both job seeker and employer behaviors, as well as general employment market trends. In direct response to our customers‟ needs for strategic human capital intelligence, Monster created an initiative, entitled Monster Intelligence, that is focused on providing business leaders and HR Executives real-time insight into market trends that will guide them in future recruitment planning. As a market leader, Monster is uniquely positioned to provide strategic information on employment trends to Corporate Executives and Hiring Managers. These tools provide our customers with views into the labor market and comprehensive information to further their employment strategy. More details are available at the Monster Resource Center at: http://hiring.monster.com/hr/hr-best-practices.aspx. We welcome your insight and comments on the monster intelligence reports and encourage you to let us know your thoughts by providing feedback at [email protected] Monster is the primary source of information for this report; it should only be interpreted as a definitive activity report on Monster and its subsidiaries. Monster‟s in-depth data-driven approach improves on typical survey-based methodologies by dramatically increasing the depth and breadth of information collected as well as by capturing actual behavior rather than intended behavior. Data is current through June, 2011 unless otherwise indicated.

http://hiring.monster.com/

http://hiring.monster.com/hr/hr-best-practices.aspx

mailto:[email protected]

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