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Job Posting & Recruitment Best PracticesSeptember 20, 2011
Nathan GildowStrategy [email protected]. 513.546.4802Twitter: @ncgmonster
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nathan gildow – sr. strategy consultant
Brief BioNathan is a Human Resources professional with over 10 years of experience. He serves as recruitment Strategy Consultant at Monster.com and develops online recruiting strategies for Fortune 500 and Fortune 100 clients. Nathan also represents Monster at major HR conferences like Society of Human Resource Management (SHRM), where he provides Monster product demos to current and future customers. Prior to working for Monster, Nathan held several roles at Great American Insurance, including HR Project Manager, HR Relationship Manager, and Business Operations Specialist. Nathan holds a BA in Communication from University of Cincinnati and resides in Cincinnati, OH.
Discussion Overview
Monster on the MoveMonster IntelligenceJob Seeker BehaviorJob Posting Best PracticesQuestions
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Monster on the Move
What’s New with Monster? (and why that matters)
What is the Monster footprint?
The new Monster Experience is personal, relevant & customizable
= More engaged, more informed, more targeted seekers
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Monster Mobile
6
Monster’s Universe
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PASSIVE SEEKERS
Communities
Diversity Network
Career Ad Network®
Monster Brand / Campaigns
Social
Social Recruiting Solution
Social Broadcasting
SEO Optimization
ACTIVE SEEKERS
Mobile and Browser Apps
Strong Domains
HR Alliances/Other Partnerships
Newspaper Partnerships
Monster Intelligence
National Labor Statistics The Monster Employment Index Occupational Data & Trends
The war for talent is back on . . .
Source: http://www.time.com/time/business/article/0,8599,2040964-1,00.html 9
State of the Job Market
August ‘11 BLS data: Jobs added by month
Aug-'10
Sept-'1
0
Oct-'10
Nov-'10
Dec-'10
Jan-'1
1
Feb-'1
1
Mar-'11
Apr- '11
May- '1
1
June- '11
July- '1
1
Aug- '11
(100)
(50)
0
50
100
150
200
250
Jobs Added to the Economy by Month
Jobs Added
Jobs
Add
ed in
'000
's
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Job Posting Activity Online
About the Index: The Monster Employment Index provides HR professionals and labor market observers with a monthly snapshot of online job demand and employer recruitment activity. With traditional help-wanted advertising migrating online and nearly every Fortune 500 company utilizing online recruiting, the Monster Employment Index is uniquely positioned to contribute valuable data complementing official labor statistics. Tracking online job postings for positions to be filled within 30 to 60 days, the Index is an important leading indicator of labor market performance. Note that for each index series, the baseline value of 100 represents the average of the first 12 months of data.
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100
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4.5
5.5
6.5
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9.5
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Monster Employment Index vs. National Unemployment Rate
Monster Employment Index National Unemployment Rate
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A Historical Perspective
MEI 186Unemployment 5%
Employer’s Market
MEI 147Unemployment 9.1%
Seeker’s Market
Source:1 - Monster Employment Index: July 2011 2 – August 2011 BLS data: National Unemployment Rate by month
1 2
0
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4
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No HS HS Diploma Associates BA+
Unemployment Rate by Education Level
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August 2011 BLS data: Unemployment age 25+ by Education Level
14.3
9.2
8.6
4.3
9.1
Job Posting Best Practices
What is typical seeker behavior? Are your postings effective? How do your postings stack up against the
competition?
The New World of Work
Copyright – 2011 Monster
The New World of Work
Copyright – 2011 Monster
Job Posting Best Practices
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Reach Engage Capture
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Reach
Source: Monster Internal Data, January 2010 – December 2010, Monster US
Seasonal spikes occur in March, August and October
On average, about 124 million Job Searches are performed on Monster.com each month
> Candidates searching for jobs are more active at the beginning of the year
> The majority of job searches are conducted at the beginning of the week
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Post Jobs Early for Maximum Exposure
How Do Job Seekers Search On Monster?
87% of searches contain a Location
38% of searches include a Keyword
24% of searches contain a Title
5% of searches contain a Category
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Locations (87%): 1. New York
10%2. Los Angeles
7%3. Chicago
4%4. Dallas
4%5. Atlanta
4%6. Philadelphia
4%7. Boston
3%8. Houston
3%9. San Francisco
3%10. Washington D.C.
3%
Keywords (38%): 1. Sales 2. Accounting 3. Customer Service 4. Administrative Assistant 5. Marketing 6. Part Time 7. Healthcare 8. Human Resources 9. Receptionist 10. Retail
Titles (24%): 1. Administrative Assistant2. Customer Service Representative3. Sales Representative4. Manager, Other5. Assistant Manager6. Project Manager7. Customer Service8. Executive Administrative
Assistant9. Office Manager10. Software Engineer
Source: Monster Internal Data, January 2011, Monster.com
“Classic Search” – How does it work?
Exact keyword match for the job will be returned in the seeker’s search resultsHigher relevance is given to postings with a keyword match in the job title and higher keyword frequency*> If keyword match is same on two jobs, job with newer date returns
first> If location is used, jobs closest to location returns first if keyword
match is the same
Reach Power Search Beta– How does it work?
Relevance is Key PowerSearch Understands the meaning of words and matches
concepts even when the exact word is not in the job description PowerSearch ranks title and description keywords equally Secondary sort is by date relevance
Best Practices Use specific and common titles with two or three descriptive keywords Make clear delineations between sections in job posting Required & Preferred skills will be critical to precision matching Weigh the pros and cons of dual or conflicting titles
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Engage
Job Posting Guidelines & Best PracticesInclude key criteria within a job posting to attract candidates who are viewed as important to job seekers (in order): 1. Location2. Salary, Salary, Salary3. Quality & Security of the Company4. Corporate Culture5. What’s the Work Environment Like?6. Schedule/Hours – Could be PT/Flexible Hours
Structure job postings in the order in which job seekers/candidates read a posting: 1. Company Name (Logo/Picture)2. Job Title3. Summary Information4. Requirements5. Qualifications6. Benefits7. About the Company
Source: 2007 Study from BNA and Kennedy Information “Sourcing Today’s Candidate: What’s Working to Attract Top Talent” ; Webinar “Sourcing Candidates”
Eliminate potential barriers that job seekers/candidates’ indicate are their biggest frustrations: 1. Vague Job Descriptions
2. Inflated Requirements “Super Candidate Syndrome
3. Lack of Response From Employers
4. Omission of Key Information in the Posted Job
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Opportunity – Sell the Job
Requirements
Preferences
Benefits
Call to Action
Title – Relates to Specific Seeker
Company Branding (Big Picture Sell)
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Interactive and engaging content
Compensation data
Video
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Great video Great
connectivity
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Capture
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The Application ProcessCapture
• Apply standard language across all positions
• Apply standard language across all positions
