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2011 Columbus, OH Job Market Report - Monster.com
2011 Columbus, OH Job Market Report - Monster.com
2011 Columbus, OH Job Market Report - Monster.com
2011 Columbus, OH Job Market Report - Monster.com
2011 Columbus, OH Job Market Report - Monster.com
2011 Columbus, OH Job Market Report - Monster.com
2011 Columbus, OH Job Market Report - Monster.com
2011 Columbus, OH Job Market Report - Monster.com
2011 Columbus, OH Job Market Report - Monster.com
2011 Columbus, OH Job Market Report - Monster.com
2011 Columbus, OH Job Market Report - Monster.com
2011 Columbus, OH Job Market Report - Monster.com
2011 Columbus, OH Job Market Report - Monster.com
2011 Columbus, OH Job Market Report - Monster.com
2011 Columbus, OH Job Market Report - Monster.com
2011 Columbus, OH Job Market Report - Monster.com
2011 Columbus, OH Job Market Report - Monster.com
2011 Columbus, OH Job Market Report - Monster.com
2011 Columbus, OH Job Market Report - Monster.com
2011 Columbus, OH Job Market Report - Monster.com
2011 Columbus, OH Job Market Report - Monster.com
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2011 Columbus, OH Job Market Report - Monster.com

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The Columbus Job Conditions Report offers a comprehensive view of the Columbus job market. This study highlights online job postings and candidate resume activity across Columbus and focuses on …

The Columbus Job Conditions Report offers a comprehensive view of the Columbus job market. This study highlights online job postings and candidate resume activity across Columbus and focuses on Columbus professionals and recruiters looking to hire Columbus talent.

Gain insight on online recruitment trends, supply and demand conditions, and how job seeker characteristics mesh against employer needs. Plus, see what Columbus professionals reveal about their careers in Columbus, job search obstacles, and most valued qualifications.

This report provides:

An overall look at Columbus supply and demand, together with a comparison of job seeker characteristics and employer requirements
A look at recruiters and hiring managers and their plans for acquiring Columbus talent in 2011
Insight on Columbus professionals and their careers, job search obstacles and valued qualifications.

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  • 1. LOCAL MARKETCOLUMBUS2011 JOB CANDIDATESInsights and Analysis from Professionals,Recruiters and Hiring ManagersBrought to you by Monster IntelligenceAugust 2011
  • 2. 2COLUMBUS – 2011 JOB CANDIDATESThe Columbus labor and economic market is in a relatively solidposition due to its diverse economy, affordable housing market, andsubstantial government presence, which helped the market avoid majorsegment declines during the recession. Like most government-ledregions, Columbus is now reporting government budget challenges andrelated employment declines, but unlike some regions, other expandingsectors of the economy are making up for the government‟s losses.The local market has recently shown positive signs of expansion, suchas the decline of its unemployment rate (from 9.6 percent in January2010 to 8.2 percent in June 2011), payroll expansion since May 2010,and a surge in online job postings in 2011. TABLE OF CONTENTSAs one local economist stated, “With the Columbus region faring better MARKET CONDITIONS 3than average through the recession and key industry sectors going into Market Overview 3expansion mode, we are positioned for a return to employment growth Unemployment Rate 5 1in 2011.” Payroll Change 5 Online Recruitment Trends 6Monster leveraged more than 200,800 Columbus resumes coupled with Recruitment Activity 7online job postings for Columbus talent in order to gain insight into Hiring Conditions 8candidates and employers. Data is current through June 2011 unlessotherwise noted. Additionally, Monster surveyed active Columbus HIRING TALENT IN 2011 9professionals, HR professionals and hiring managers to present a Columbus Talent 9snapshot of activity within the United States. The surveys were Career Talent 10conducted between November 2010 and December 2011. 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 201 Columbus Chamber of Commerce’s “Blue Chip: Columbus Economy to Experience Moderate Growth in 2011.” 1/5/11.Copyright @ 2011 by Monster, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system ortransmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission ofMonster, Inc.
  • 3. 3MARKET CONDITIONSWith a diversified economy as well as a strong government presence, Columbus offers a minimal cost of living, stablehousing market, and low unemployment rate. This combination sheltered Columbus from much of the economicdownturn and positions it well for the future. Recovery will still take time, however, as the economy and job opportunitiesslowly reignite.MARKET OVERVIEWAs the capital of Ohio, Columbus‟ bread-and-butter is its Government sector, employing nearly 160,000 andrepresenting 17 percent of its total employment. Though a majority, the Government sector has been faced with budgetdeficits 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 headquarteredin the region include Nationwide Mutual Insurance Company, American Electric Power, Limited Brands, MomentiveSpecialty Chemical, and Big Lots.Adding to the area‟s diversity is a strong college and university presence. Ohio State University is one of the largestcollege campuses in the U.S. and has over 21,000 employees. The university resources help to support a reputable 2medical research and hospital community.Columbus has a very affordable housing market; the average house for sale was $152,900 in June 2011 with adepreciation rate of 3.8 percent over the past twelve months. Though affordable, the city has a surplus of homes andslowing sales. Following sales increases driven by the first time home buyer credit, sales are now on the decline and 3forecasted to drop 7.4 percent in 2011.In June 2011, Columbus had 892,000 employed, 79,500 unemployed, and an 8.2 percent unemployment rate, slightly 4below Ohio‟s unemployment rate of 8.8 percent. 5Columbus‟s key employment industries are the following: 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%2 The Ohio State University; http://www.osu.edu/osutoday/stuinfo.php3 Housingpredictor.com; www.deptofnumbers.com4 Bureau of Labor Statistics, www.bls.gov5 Columbus Workers Employed by Industry; Bureau of Labor Statistics, June 2011 dataCopyright @ 2011 by Monster, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system ortransmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission ofMonster, Inc.
  • 4. 4From 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 includedTrade, Transportation & Utilities (+3,700 jobs) and Construction (+3,500 jobs). Government lost the most jobs, falling by3,300 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 nexttwelve months, right in line with the nation‟s 1.8 percent forecasted expansion. Nearly all sectors are predicted to besteady 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 healthyeconomy and is working to slowly rebuild its momentum once again. Reflecting the encouraging conditions, theBrookings Institute recently ranked Columbus as one of the top twenty of America‟s economically strongest metroareas. “Not only has Columbus emerged as one of the country‟s strongest performing economies since the 6downturn….its recovery has also been better than most.”As stated, the region‟s long term economic and employment opportunities are solid. However, Columbus employers willconservatively 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 replacementpositions?”A majority of surveyed recruiters are filling a minimal amount of new roles as 54 percent plan that less than 25 percentof positions will be new versus replacement ones. New Columbus Openings versus Replacement Positions 40% 30% 20% 10% 0% <10% 10% - 25% 25% - 50% 50% - 75% 75% - 100%6 Wong, Venessa. “Twenty U.S. Metros on the Brink of Recovery.” Bloomberg Businessweek. 6/28/11.Copyright @ 2011 by Monster, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system ortransmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission ofMonster, Inc.
  • 5. 5UNEMPLOYMENT RATEColumbus‟s unemployment rate increased from 7.4 percent in May to 8.2 percent in June 2011. The region hashistorically reported a seasonal rate jump in June. Despite the increase, Columbus‟s unemployment rate remains belowboth 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 7percent in January 2010.The unemployment rate is a lagging measure that indicates both joblessness and strength of the economy. National andstate figures are seasonally adjusted. Columbus vs. National Unemployment Rate, % June08 - June 11 11.0 9.0 7.0 5.0 3.0 Dec-08 Dec-09 Dec-10 Jun-10 Jun-08 Aug-08 Jun-09 Aug-09 Aug-10 Jun-11 Feb-09 Feb-10 Feb-11 Oct-08 Apr-09 Oct-09 Apr-10 Oct-10 Apr-11 Columbus NationalPAYROLL CHANGEJob creation in the Columbus metro area has reported positive expansion since May 2010, following a continuousdecline from May 2008 to July 2010. In June 2011, the area continued its positive momentum, expanding its payroll 0.8percent over the prior year. This rate was exactly that of the nation‟s 0.8 percent expansion and below Ohio‟s 1.4 8percent increase.Payroll change is a key measure of new job creation (or loss), as it measures the total number of people employed in anarea every month. Columbus vs. National Payroll Growth, % YoY June 08 - June 11 4.0 2.0 0.0 -2.0 -4.0 -6.0 Jun-10 Jun-08 Feb-09 Jun-09 Jun-11 Feb-10 Feb-11 Oct-08 Oct-09 Oct-10 Dec-08 Apr-09 Dec-09 Apr-10 Dec-10 Apr-11 Aug-08 Aug-09 Aug-10 Columbus National7, 8 Bureau of Labor Statistics, www.bls.govCopyright @ 2011 by Monster, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system ortransmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission ofMonster, Inc.
  • 6. 6ONLINE RECRUITMENT TRENDSThe Monster Employment Index (MEI) is a leading indicator of labor market trends as it tracks online recruitment activityby location, occupation, and industry. As seen below, online job recruitment activity across Ohio area has reportedpositive expansion for the past 17 consecutive months following its contraction from February 2008 through February2010.  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. Monster Employment Index Ohio YoY Change 160 75% 140 50% YoY Change, % Index=100 120 25% 100 0% 80 -25% 60 -50% May-09 May-10 May-11 Jan-11 Jul-08 Sep-08 Jan-09 Jul-09 Sep-09 Jan-10 Jul-10 Sep-10 Jul-11 Nov-08 Nov-09 Nov-10 Mar-09 Mar-10 Mar-11 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 inthe local economy. The strong momentum has continued into 2011 as online job postings rose 32 percent in the first 8half of the year.8 Wanted Technologies CorporationCopyright @ 2011 by Monster, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system ortransmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission ofMonster, Inc.
  • 7. 7RECRUITMENT ACTIVITYThe companies posting Columbus jobs on Monster from July 2010 to June 2011 varied across industries. Listed beloware the top twenty (out of more than 650 industries) not including staffing or temporary employment agencies that maypost for a variety of industries. Posting 39 percent of the Columbus jobs on Monster, the top 20 industries represent awide range of sectors. 5% - National Commerical Banks 2% - Trucking 4% - Computer Programming Services 1% - Insurance Agents, Brokers & Services 3% - Health Practitioner 1% - Advertising Agency 3% - Management Consulting 1% - Eating Places 3% - Radiotelephone Communications 1% - State Commercial Banks 2% - Business Services 1% - Social Services 2% - Computer Services 1% - Accounting, Auditing, & Bookkeeping 2% - Medical Doctors Offices 1% - Department Stores 2% - Life Insurance 1% - Womens Clothing Stores 2% - Drugs, Proprietaries & Druggists Sundries 1% - General Medical & Surgical HopsitalsThe 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 PostingsIT/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%Copyright @ 2011 by Monster, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system ortransmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission ofMonster, Inc.
  • 8. 8HIRING CONDITIONSRecruiters surveyed by Monster predict filling Columbus roles will move fairly quickly. Nearly half (49 percent) ofrespondents expect it will take between 31 and 60 days to fill an opportunity and 36 percent expect it will take fewerthan 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‟. Ability to Find Columbus Professionals That Meet Requirements Fair Poor 7% 2% Excellent Average 32% 20% Good 39%The minority of respondents that reported „Average‟, „Fair‟ or „Poor‟ conditions were asked “What makes it hard to findcandidates?”Excluding the candidates, the primary reason recruiters and hiring managers had a difficult time recruiting for Columbuspositions was the extensive time required to hire, possibly due to the steep hiring standards of employers and thesurplus 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 thatthere 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)Copyright @ 2011 by Monster, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system ortransmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission ofMonster, Inc.
  • 9. 9HIRING TALENT IN 2011COLUMBUS TALENT SkillsThe following data analyzes the supply (resumes) of Listed in the chart below are the top skills madeColumbus professionals on Monster. It provides a available by Columbus candidates on their Monstercurrent picture of available Columbus talent. accounts. Besides Microsoft Office products, Customer Service, Communications andListed below are the top ten Columbus occupations in Leadership top the list.supply and their share of volume. These occupationsaccount for 85 percent of Columbus‟s talent. 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%Copyright @ 2011 by Monster, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system ortransmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission ofMonster, Inc.
  • 10. 10The charts below give a detailed profile of Columbus talent found on Monster from July 2010 to June 2011 includingcareer 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 Career LevelNearly one-half (44 percent) of Columbus job seekers are Student ExecutiveMid-Career. Thirty-two percent are Managers or above 4% 9%while 24 percent are emerging into today‟s workforce. Entry Level 15% Manager 28% Mid Career 44%EDUCATION TALENT Education LevelForty-three percent of Columbus job seekers have at least aBachelor‟s Degree while 34 percent have an Associate‟s Certification Masters or -VocationalDegree or some college experience and 17% have at most 6% Abovea High School Degree. High School 10% 17% Bachelors 33% Associate/ Some- College 34%EXPERIENCED TALENTColumbus job seekers are concentrated in two main groups: Years of Work Experience22 percent have more than 15 years of work experienceand another 20 percent have 2 to 5 years of experience. 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%Copyright @ 2011 by Monster, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system ortransmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission ofMonster, Inc.
  • 11. 11JOB SEARCH CONDITIONSAccording to surveyed respondents, the primary reason Columbus professionals are looking for a job was because theywere searching for a job due to layoffs that occurred and continue to occur, which shows that despite improvements inthe 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 andrequirements. As seen in the chart below, 68 percent report the ability to find job opportunities that meet theirrequirements are „Average‟ to „Good‟. Ability to Find Columbus Job Opportunities That Meet Requirements Poor Excellent 10% 7% Fair 15% Good 31% Average 37%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 contactthem‟, and „too few jobs‟.Copyright @ 2011 by Monster, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system ortransmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission ofMonster, Inc.
  • 12. 12SUPPLY AND DEMAND ANALYSISThe analysis here encompasses counties surroundingColumbus, in Ohio only.A comparison of Monster job candidates seekingemployment in the market compared to the volume ofjob postings in the area reveals higher supplies oftalent in the counties of Hardin as well as Perry,Hocking, Fayette and Fairfield, denoted by the darkergreen areas in the map.Recruitment for candidates in other counties, such asFranklin, Union and Guernsey, may be morecompetitive as the ratio of resumes per job posting islower than in other Columbus areas.The types of roles these candidates are seeking span a wide range of areas with the highest volume targetingAdministrative/Clerical (11 percent) opportunities followed by Customer Support/Client Care (9 percent).Columbus Job Seekers by Category % Total Job SeekersAdministrative/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%Copyright @ 2011 by Monster, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system ortransmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission ofMonster, Inc.
  • 13. 13The remainder of this report will focus on key Columbus professions and how supply and demand measures up whenrecruiting in this dynamic area. Listed below are the top ten occupations in supply for job seekers and in demand byemployers on Monster. Job Seekers 1. Customer Service Reps., 6% 1. Computer Software Engineers, 8% Employers 2. Secretaries/Administrative 2. Health Diagnosing and Treating Assistants, 6% Practitioner Support Technicians, 6% 3. Misc. Managers, 4% 3. General/Operations Managers, 3% 4. General/Operations Managers, 4% 4. Computer Systems Analysts, 3% 5. Marketing/Sales Managers, 2% 5. Marketing/Sales Managers, 3% 6. Computer Software Engineers, 2% 6. Customer Service Reps., 3% 7. Supervisors/Managers of Office and 7. Registered Nurses, 2% Administrative Support Workers, 2% 8. Financial Analysts/Advisors, 2% 8. Computer Systems Analysts, 2% 9. Human Resources Specialists, 2% 9. Sales and Related, 2% 10. Driver/Sales Workers and Truck 10. Human Resources Specialists, 2% Drivers, 2% ● ● ● ● ● ●Approximately one-third of the supply (32 percent) and demand (34 percent) in Columbus are for the top ten occupationclusters listed above. Employers could have a difficult time filling healthcare roles, as both Health Diagnosing andTreating Practitioner Support Technicians and Registered Nurses are on the top ten employer list but not on the top tenjob 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 titlesaccount 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 SalespersonCopyright @ 2011 by Monster, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system ortransmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission ofMonster, Inc.
  • 14. 14The top 20 (out of over 2,200) Columbus job titles posted on Monster.com from July 2010 to June 2011 have a fairlywide 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 competitionCopyright @ 2011 by Monster, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system ortransmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission ofMonster, Inc.
  • 15. 15Talent SurplusAdministrative and Customer Service are the two occupations in the Talent Surplus quadrant. These categories show astrong supply of resumes and fewer job opportunities to meet job seeker needs. Recruiters need to plan for additionaltime and resources to help screen increased volumes of candidates and could consider retraining or other workplacedevelopment 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 toAdministrative 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 PerformanceColumbus has three sectors - Sales, IT, and Healthcare - in the High Performance quadrant, indicating a strong supplyof resumes and postings. The small circle sizes, however, indicate that demand may outweigh supply creating a needfor strong processes to attract talent and manage retention.Talent ShortageWhile there are no occupations in the Talent Shortage area, the IT, Healthcare and Finance occupations border thequadrant 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 Incubator Talent ShortageCopyright @ 2011 by Monster, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system ortransmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission ofMonster, Inc.
  • 16. 16In the following analysis, we compare Columbus talent demand (job postings) with talent supply (resumes) across arange of characteristics. The comparisons reveal the similarities and disparities between the available jobs and thesearching seekers. This analysis provides direction for recruiters and employers in setting their expectations anddevelopment areas.CAREER LEVEL REQUIREMENTSTwo-thirds (66 percent) of job postings are for mid- Columbus - Career Levelcareer talent compared with 44 percent of new Job Postings Resumesresumes. Due to this imbalance, recruiters may need tobe flexible in their career requirement, most likely 4% Executive 4%leveraging the excess of over-qualified Manager-levelcandidates. 15% Manager 28% 66% Experienced (Non-Manager) 44% 14% Entry Level 15% 1% Student 9%EDUCATION LEVEL REQUIREMENTS Columbus -Education LevelColumbus recruiters are concentrated in searching for Job Postings Resumescandidates with primarily at most a Bachelor‟s Degree 3%(53 percent) and secondarily with at most a High School Masters/Doctorate 10%Degree (25 percent). Candidates are both more senior 53%and junior, meaning recruiters might be forced to alter Bachelorstheir expectations as well as compensation. 33% 16% Associate/Some-College 34% 25% High School 17% 3% Certification - Vocational 6%EXPERIENCE LEVEL REQUIREMENTS Columbus - Years of ExperienceWhile it is common that candidates are more senior Job Postings Resumescompared to available jobs, Columbus requirements are <1%more extreme than typical; 75 percent of job More than 15 Years 22%opportunities are for candidates with 1 to 5 years of 2%experience compared to the 36 percent of available 10+ to 15 Years 16%seekers. Some recruiters might need to settle on 4%candidates with more years of experience than desired 7+ to 10 Years 14%which could lead to higher compensation. 19% 5+ to 7 Years 13% 38% 2+ to 5 Years 20% 1+ to 2 Years 17% 9% 20% Less than 1 Year 7%Copyright @ 2011 by Monster, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system ortransmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission ofMonster, Inc.
  • 17. 17JOB TYPE REQUIREMENTSEighty-one percent of Columbus job postings are for permanent positions and the remaining 19 percent are fortemporary and intern work, which typically expand the fastest post-recession as employers conservatively hire for theshort-term. With 82 percent of job seekers desiring permanent employment and 18 percent willing to step into either apermanent or temporary role, employers should be able to satisfy requirements. Columbus Job Type Columbus Job Type New Resumes Job Postings Either Type Intern/ Intern/ 17% Seasonal Seasonal 1% <1% Temp/ Temp/ Contract Contract 18% 1% Permanent 81% Permanent 82%JOB STATUS REQUIREMENTSNinety-five percent of job postings are for full-time employment and five percent for part-time, while 79 percent ofcandidates are open to full-time employment, 3 percent for part-time only, and 18 percent for either. Employers shouldhave an ample pool of talent to meet their needs within these criteria. Columbus Job Status Columbus Job Status New Resumes Job Postings Either Part-time Status 5% 18% Part-time 3% Full-time Full-time 79% 95%Copyright @ 2011 by Monster, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system ortransmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission ofMonster, Inc.
  • 18. 18QUALIFICATIONSSurveyed Columbus professionals and employers agree that work experience is the most important qualification wheneither applying for a position or recruiting talent; they each rate years and types of work experience as the top twoqualifications: „type(s) of work experience‟ (professionals=75 percent; employers=93 percent) and „years of workexperience‟ (professionals=75 percent; employers=85 percent).For employers, „personality/cultural fit‟ (75 percent) is also an essential factor in the hiring process. This qualification isnotably less important to candidates (42 percent). Important Qualifications in Applying for Columbus Opportunities Type(s) of work experience Years of work experience Personality/cultural fit Soft skills/bus. knowledge Education Examples of work Personal certifications Advanced degree 0% 20% 40% 60% 80% 100% Important Qualifications in Recruiting Columbus Talent Type(s) of work experience Years of work experience Personality/cultural fit Education Soft skills/bus. knowlege Professional certifications Examples of work Advanced degree 0% 20% 40% 60% 80% 100%Copyright @ 2011 by Monster, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system ortransmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission ofMonster, Inc.
  • 19. 19COMPENSATIONIn terms of salary compensation, recruiters expect to pay a higher amount than candidates are planning to receiveindicating 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 seekingwas $40,000. The discrepancy could be due to the types of jobs and candidates available, as well the salaryrequirements 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 Monsteroffer 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.Copyright @ 2011 by Monster, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system ortransmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission ofMonster, Inc.
  • 20. 20DIVERSIFY YOUR RECRUITMENT STRATEGY IN 2011As the nation emerges from challenging times, recruiters should keep in mind the following points when planning for thenext 12-months.Network to strengthen your brand: Networking has always been a fundamental aspect of establishing a presenceand sourcing candidates. Todays recruiters must actively network across the Internet to get a more holistic view of theapplicant. With Monster’s 20 network communities integrated into its core site, experts are better able to help individualsaccess advice from industry experts and keep on top of trends. These communities also offer employers access to apool of targeted candidates.Play a smart matching game. Have processes and paper work in place, be diligent about screening, and communicatefrequently with hiring managers. Many recruiters are using technology to help quickly match candidates to jobs andeliminate unqualified applicants. Monster’s semantic 6Sense™ search technology powers our Power Resume Searchapplication, sorting and ranking candidates so the best are at the top. Using these types of sorting programs, recruiterssave 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 andretain employees yet require minimal investment. Keep on top of what is most important to job seekers by leveragingMonster’s free online resources at the Resource Center (http://hiring.monster.com.) The site offers actionable reportsand webinars covering the most current issues facing not only job seekers, but recruiters as well.MONSTER INTELLIGENCEAs the premier digital employment solution, Monster has consistently maintained a leadership position in defining anddriving innovative products and services to champion digital recruitment. We see tremendous value in providing ourclients, 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 capitalintelligence, Monster created an initiative, entitled Monster Intelligence, that is focused on providing business leadersand 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 CorporateExecutives and Hiring Managers. These tools provide our customers with views into the labor market andcomprehensive 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. Wewelcome your insight and comments on the monster intelligence reports and encourage you to let us know yourthoughts by providing feedback at Intelligence@monster.comMonster is the primary source of information for this report; it should only be interpreted as a definitive activity report onMonster and its subsidiaries. Monster‟s in-depth data-driven approach improves on typical survey-based methodologiesby dramatically increasing the depth and breadth of information collected as well as by capturing actual behavior ratherthan intended behavior. Data is current through June, 2011 unless otherwise indicated.Copyright @ 2011 by Monster, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system ortransmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission ofMonster, Inc.
  • 21. 21Copyright @ 2011 by Monster, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system ortransmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission ofMonster, Inc.

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