TAG Recruiting, 4/19/11, Monster

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TAG Recruiting, 4/19/11, Monster

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  • The numbers are derived from Monster and HotJobs.com October – December 2010. With integration, Yahoo.com will direct all visitors to Monster.com
  •  These numbers represent Monster’s reach or the number of times our brand is shown throughout the Monster Career Ad Network and the Yahoo Network.
  • Career Ad Network is the largest recruitment focused ad network.
  • Monster has newspaper partnerships with over 1,000 daily and weekly papers in the United States.
  • TAG Recruiting, 4/19/11, Monster

    1. 1. Ripping the Cover off the Monster Database: What You Don’t Know Can Give You the Edge<br />Eric Winegardner<br />VP, Client Adoption<br />@ewmonster<br />
    2. 2. Agenda<br />Macro Economic Landscape <br />Evolving World of Work<br />Monster’s IT Audience <br />Live Demo of Power Resume Search<br />Monster Today <br />No Holds Barred Q&A<br />
    3. 3. National Unemployment Rate<br /><ul><li>8.8% in March, 13.5 million jobless individuals</li></li></ul><li>Unemployment Rate by Education Level<br />13.7%<br />8.8%<br />9.5%<br />7.4%<br />4.4%<br />
    4. 4. The New World of Work<br />Copyright – 2011 Monster<br />
    5. 5. “Today’s employers feel that employees are loyal due to the economic times, but the reality is they are not. Because of this, there is a strong likelihood that when the economy turns for the better, employers could find themselves with valued employees jumping ship. This places pressure on them to put retention measures in place now.”Katherine Jones, HCI Research Fellow. <br />Copyright – 2011 Monster<br />
    6. 6. US Monster Stats<br />
    7. 7. Site Visitors<br />23.7 Million monthly Unique Visitors<br />Source: comScore, March 2011 <br />
    8. 8. New Resumes<br /> Every 3.4 seconds a new resume is added to Monster.com <br />Source: 1Internal Data, average new resumes per day in the U.S., January 2010 - December 2010<br />
    9. 9. Employed<br />72% of Monster’s monthly Unique Visitors are Employed<br />Source: comScore, monthly average; Jan 2010 – Dec 2010<br />
    10. 10. Demand<br />2800 job searches performed on Monster.com every Minute. <br />Source: comScore, monthly average; Jan 2010 – Dec 2010<br />
    11. 11. Outrageous Reach<br />Our brand is shown more than 9.2 billion times across the Monster and Yahoo networks, reaching almost 2 out of 3U.S. Internet users. <br />Copyright – 2011 Monster<br />
    12. 12. #1 Recruitment-Focused Ad Network<br />Monster Career Ad Network® reaches passive and active seekers with over 3.5 billion job ad impressions per month on thousands of sites. <br />Copyright – 2011 Monster<br />
    13. 13. Local Reach<br />Monster Newspaper Partners<br />Our Newspaper partners’ combined Sunday readership is over 78 million people and over 150 million unique website visitors <br />each month. We have local reach in every state in the U.S.<br />Copyright – 2011 Monster<br />
    14. 14. Newspaper Partners Extend Local Reach<br />When partnering with local newspapers, Monster is able to reach job seekers not visiting Monster directly<br />By partnering with The Atlanta Journal-Constitution, Monster now reaches an additional 1.7M Job Seekers in the Atlanta DMA – a 254% increase<br /><ul><li>Over 900k Active Resumes in Atlanta
    15. 15. Over 1.9MM Monthly Job Views in Atlanta</li></ul>Copyright – 2011 Monster<br />
    16. 16. Monster’s IT Talent Pool<br />
    17. 17. IT Job Seekers by Category<br />Copyright – 2011 Monster<br />
    18. 18. Career Level<br />Copyright – 2011 Monster<br />
    19. 19. Education Level<br />Copyright – 2011 Monster<br />
    20. 20. Years of Experience<br />Copyright – 2011 Monster<br />
    21. 21. Supply & Demand<br />Copyright – 2011 Monster<br />
    22. 22. Top 20 Job Title Searches on Monster<br />Top 20 represent 45% of all IT Talent<br />Copyright – 2011 Monster<br />
    23. 23. Copyright – 2011 Monster<br />
    24. 24. WHY SEMANTIC?<br />
    25. 25. Keyword Engine’s View of the Resume<br />Is This Candidate Qualified?<br />Keywords extracted from one actual resume<br />Copyright – 2011 Monster<br />
    26. 26. Keyword-based Search for Talent <br />Cannot DistinguishRecent vs.DatedExperience<br />Needs ComplexBoolean Logic<br />Does NotUnderstand theMeaning ofWords<br />Qualified CandidatesAre AlwaysHard to Find<br />Gives AllKeywordsEqual Weight<br />Results NotInformative<br />Copyright – 2011 Monster<br />
    27. 27. Advanced Technology.Innovative Results.<br />We’re making it faster and easier for you to find thetalented candidates you are looking for — <br />By using innovative, breakthrough technologies – like our industry-leading semantic search technology<br />How?<br />Copyright – 2011 Monster<br />
    28. 28. Director,BusinessDevelopment<br />BusinessDevelopment Director<br />Director ofBusinessDevelopment<br />Dir. BusinessDevelopment<br />Dir. Biz. Dev.<br />Director ofAlliances<br />Director ofPartnerships<br />Addresses The Common Search Problem<br />Search Query<br />Dir. Biz. Dev.<br />Copyright – 2011 Monster<br />
    29. 29. Oracle<br />IBM<br />SAP<br />Peoplesoft<br />JD Edwards<br />…<br />Addresses The Common Search Problem<br />Search Query<br />Dir. Biz. Dev.<br />EnterpriseSoftware<br />Copyright – 2011 Monster<br />
    30. 30. HarvardBusiness School<br />MIT<br />Stanford<br />Wharton<br />Top BusinessSchools<br />…<br />Sloan Schoolof Management<br />Kellogg Schoolof Management<br />Addresses The Common Search Problem<br />Search Query<br />Dir. Biz. Dev.<br />EnterpriseSoftware<br />Copyright – 2011 Monster<br />
    31. 31. The Common Search Problem<br />Synonyms<br />Homonyms<br />Stemming<br />Partial Matches<br />Spelling Errors<br />Concatenation<br />Diacritics<br />Abbreviations<br />Punctuation<br />Search Query<br />Dir. Biz. Dev.<br />EnterpriseSoftware<br />Top BusinessSchools<br />Copyright – 2011 Monster<br />
    32. 32. Concept and Context-Based Searching<br />Searches on the meaning of words<br />Understands job titles, skills, industries, education etc.<br />Understands the hierarchy of concepts<br />Skills<br />Accounting<br />GAAP<br />SOX<br />FASB<br />FinancialAudit<br />RevenueRecognition<br />SOX 404<br />SOX302<br />VSOE<br />Financial<br />Disclosure<br />Fraud<br />Investigation<br />© 2010 Monster<br />Copyright – 2011 Monster<br />
    33. 33. Concept and Context-Based Searching<br />Knows the difference between:<br />George Washington University<br />Washington Mutual<br />123 Washington Avenue<br />George Washington<br />Evaluates the length of time using a skill or holding a job.<br />10 years of experience vs. 1 year<br />Understands difference between recent and dated experience.<br />Accountant now vs. Accountant 10 yrs ago<br />Copyright – 2011 Monster<br />
    34. 34. Power Resume Search with6Sense™ Search Technology<br />Provides unrivaled candidate matches <br />Understands concepts and context<br />Bases matches on actual, relevant experience, skills, education, and more<br />Automatically sorts, scores, and ranks<br />Provides at-a-glance comparisons<br />Copyright – 2011 Monster<br />
    35. 35. Power Resume Search ROI<br />65%<br />Less Time<br />150%<br />More Candidates<br />90%<br />Preferred PRS<br />97%<br />PRS is faster<br />Recruiters believed PRS found candidates faster<br />Recruiters<br />preferred using PRS over keyword search<br />Less Time Taken<br />using PRS vs. keyword search<br />More qualified candidates found<br />Source: Data collected from 48 recruiters, managers and executives from 15 enterprise customers nationwide after hands-on testing of PRS vs. various keyword searches<br />Copyright – 2011 Monster<br />
    36. 36. LIVE DEMOPaul Miller@SeekerPal<br />
    37. 37. WHERE DOES THIS GO?<br />
    38. 38. 6Sense Enterprise Suite<br />Talent Matching<br />Talent Dashboard<br />Search<br /><ul><li>Consolidate all applicants in one pool
    39. 39. Leverage patented semantic search capability
    40. 40. Find better quality candidates faster
    41. 41. Automatically match applicants to job criteria
    42. 42. Manage applicant inflow efficiently
    43. 43. Identify top candidates
    44. 44. Model internal talent
    45. 45. Understand demographic shifts and challenges
    46. 46. Identify talent gaps</li></ul>Copyright – 2011 Monster<br />
    47. 47. Questions?<br />Eric WinegardnerVP, Client Adoptioneric.winegardner@monster.com@ewmonster<br />
    48. 48. THANK YOU!<br />Eric WinegardnerVP, Client Adoptioneric.winegardner@monster.com@ewmonster<br />

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