The Atlanta Job Conditions Report offers a comprehensive view of the Atlanta job market. This study highlights online job postings and candidate resume activity across Atlanta and focuses on Atlanta professionals and recruiters looking to hire Atlanta talent.
Gain insight on online recruitment trends, supply and demand conditions, and how job seeker characteristics mesh against employer needs.
This report provides:
An overall look at market conditions including unemployment shifts, payroll changes and online recruitment trends in the Atlanta area
A profile of Atlanta talent that includes insight into the types of candidates that are currently in supply
An analysis of Atlanta supply and demand, together with a comparison of job seeker characteristics and employer requirements
The Boston Job Conditions Report offers a comprehensive view of the Boston job market. This study highlights online job postings and candidate resume activity across Boston and focuses on Boston professionals and recruiters looking to hire Boston talent.
Gain insight on online recruitment trends, supply and demand conditions, and how job seeker characteristics mesh against employer needs. Plus, see what Boston professionals reveal about their careers in Boston, job search obstacles, and most valued skills and qualifications.
This report provides:
* An overall look at Boston 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 Boston talent in 2011
* Insight on Boston professionals and their careers, job search obstacles and valued qualifications and skills
The Seattle Job Conditions Report offers a comprehensive view of the Seattle job market. This study highlights online job postings and candidate resume activity across Seattle and focuses on Seattle professionals and recruiters looking to hire Seattle talent.
Gain insight on online recruitment trends, supply and demand conditions, and how job seeker characteristics mesh against employer needs. Plus, see what Seattle professionals reveal about their careers in Seattle, job search obstacles, and most valued skills and qualifications.
This report provides:
* An overall look at Seattle 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 Seattle talent in 2011
* Insight on Seattle professionals and their careers, job search obstacles and valued qualifications and skills
The Dallas Job Conditions Report offers a comprehensive view of the Dallas job market. This study highlights online job postings and candidate resume activity across Dallas and focuses on Dallas professionals and recruiters looking to hire Dallas talent.
Gain insight on online recruitment trends, supply and demand conditions, and how job seeker characteristics mesh against employer needs. Plus, see what Dallas professionals reveal about their careers in Dallas, job search obstacles, and most valued skills and qualifications.
This report provides:
* An overall look at Dallas 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 Dallas talent in 2011
* Insight on Dallas professionals and their careers, job search obstacles and valued qualifications and skills
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.
The Chicago Job Conditions Report offers insights and analysis from Chicago recruiters, hiring managers and job seekers. This study focuses on both Chicago professionals and recruiters looking to hire Chicago talent.
Gain insight on online recruitment trends, supply and demand conditions, and how job seeker characteristics mesh against employer needs. Plus, see what Chicago professionals reveal about their careers, job search obstacles, and most valued skills and qualifications.
This report provides:
* An overall look at the Chicago 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 Chicago talent in 2011
* Insight on Chicago professionals and their careers, job search obstacles and valued qualifications and skills
2011 New York City Job Market Report | Monster.comMonster
New York City professionals should find a kinder 2011 as the area exhibits positive mprovement from the prior year.
Major components of
New York City and its economy include jobs in finance, its center as an arts culture market and its functionality as a center of business and commerce.
The Federal Reserve Bank of New York, www.ny.frb.org, indicates the business region of New York City, its job market, and its economy are on the fast track to more growth.
CNNMoney claims "Hire more workers" appears to be a popular New Year's resolution for employers this year.
Overall, New York City‟s employment picture is moving in a positive direction yet will continue to experience bumps and take time to fully recover.
Employers will remain cautious and believe the recovery will
be slow; they are wary about plans for expansion and hiring.
Monster leveraged more than 2.5 million New York City resumes
coupled with online job postings for New York City talent in order to gain insight into candidates and employers.
Data is current through
December 2010 unless otherwise noted. Additionally, Monster surveyed active New York City professionals, HR professionals and hiring managers to present a snapshot of activity within the United
States on Monster.
The surveys were conducted between November
and December 2010.
The Boston Job Conditions Report offers a comprehensive view of the Boston job market. This study highlights online job postings and candidate resume activity across Boston and focuses on Boston professionals and recruiters looking to hire Boston talent.
Gain insight on online recruitment trends, supply and demand conditions, and how job seeker characteristics mesh against employer needs. Plus, see what Boston professionals reveal about their careers in Boston, job search obstacles, and most valued skills and qualifications.
This report provides:
* An overall look at Boston 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 Boston talent in 2011
* Insight on Boston professionals and their careers, job search obstacles and valued qualifications and skills
The Seattle Job Conditions Report offers a comprehensive view of the Seattle job market. This study highlights online job postings and candidate resume activity across Seattle and focuses on Seattle professionals and recruiters looking to hire Seattle talent.
Gain insight on online recruitment trends, supply and demand conditions, and how job seeker characteristics mesh against employer needs. Plus, see what Seattle professionals reveal about their careers in Seattle, job search obstacles, and most valued skills and qualifications.
This report provides:
* An overall look at Seattle 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 Seattle talent in 2011
* Insight on Seattle professionals and their careers, job search obstacles and valued qualifications and skills
The Dallas Job Conditions Report offers a comprehensive view of the Dallas job market. This study highlights online job postings and candidate resume activity across Dallas and focuses on Dallas professionals and recruiters looking to hire Dallas talent.
Gain insight on online recruitment trends, supply and demand conditions, and how job seeker characteristics mesh against employer needs. Plus, see what Dallas professionals reveal about their careers in Dallas, job search obstacles, and most valued skills and qualifications.
This report provides:
* An overall look at Dallas 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 Dallas talent in 2011
* Insight on Dallas professionals and their careers, job search obstacles and valued qualifications and skills
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.
The Chicago Job Conditions Report offers insights and analysis from Chicago recruiters, hiring managers and job seekers. This study focuses on both Chicago professionals and recruiters looking to hire Chicago talent.
Gain insight on online recruitment trends, supply and demand conditions, and how job seeker characteristics mesh against employer needs. Plus, see what Chicago professionals reveal about their careers, job search obstacles, and most valued skills and qualifications.
This report provides:
* An overall look at the Chicago 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 Chicago talent in 2011
* Insight on Chicago professionals and their careers, job search obstacles and valued qualifications and skills
2011 New York City Job Market Report | Monster.comMonster
New York City professionals should find a kinder 2011 as the area exhibits positive mprovement from the prior year.
Major components of
New York City and its economy include jobs in finance, its center as an arts culture market and its functionality as a center of business and commerce.
The Federal Reserve Bank of New York, www.ny.frb.org, indicates the business region of New York City, its job market, and its economy are on the fast track to more growth.
CNNMoney claims "Hire more workers" appears to be a popular New Year's resolution for employers this year.
Overall, New York City‟s employment picture is moving in a positive direction yet will continue to experience bumps and take time to fully recover.
Employers will remain cautious and believe the recovery will
be slow; they are wary about plans for expansion and hiring.
Monster leveraged more than 2.5 million New York City resumes
coupled with online job postings for New York City talent in order to gain insight into candidates and employers.
Data is current through
December 2010 unless otherwise noted. Additionally, Monster surveyed active New York City professionals, HR professionals and hiring managers to present a snapshot of activity within the United
States on Monster.
The surveys were conducted between November
and December 2010.
The Education Job Candidate Report offers a concise view of the Education job market. This study highlights current employment trends and candidate activity across the United States and focuses on Education professionals and recruiters looking to hire Education talent.
This report provides:
An overall look at Education market conditions and employment forecasts
A look at demographics and locations of Education talent across the United States
Insight on Education professionals and their evaluation of job opportunities
MRI China Group - Talent Environment Indexronaldko
At the beginning of this year we published the “2011 Greater China Talent Environment Index” which provided invaluable insights into job motivations and career trends. We are following up on this survey with the “2012 Talent Environment Index”.
We hope this will be even more insightful and useful in our mission of ‘building the heart of business’ and would, therefore, be very grateful if you could spend approximately 10 minutes completing our questionnaire.
Please click on this link: https://www.surveymonkey.com/s/MRI2012GreaterChinaIndex
The Tax & Accounting Job Conditions Report offers a comprehensive view of the Accounting job market. This study highlights online job postings and candidate resume activity across the United States and focuses on Tax & Accounting professionals and recruiters looking to hire Accounting talent.
Gain insight on online recruitment trends, supply and demand conditions, and how job seeker characteristics mesh against employer needs. Plus, see what Tax & Accounting professionals reveal about their careers in Accounting, job search obstacles, and most valued skills and qualifications.
This report provides:
* An overall look at Accounting 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 Accounting talent in 2011
* Insight on Tax & Accounting professionals and their careers, job search obstacles and valued qualifications and skills
The IT Job Conditions Report offers a comprehensive view of the IT job market. This study highlights online job postings and candidate resume activity across the United States and focuses on IT professionals and recruiters looking to hire IT talent.
Gain insight on online recruitment trends, supply and demand conditions, and how job seeker characteristics mesh against employer needs. Plus, see what IT professionals reveal about their careers in IT, job search obstacles, and most valued skills and qualifications.
This report provides:
* An overall look at IT 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 IT talent in 2011
* Insight on IT professionals and their careers, job search obstacles and valued qualifications and skills
The Engineering Job Conditions Report offers a comprehensive view of the Engineering job market. This study highlights online job postings and candidate resume activity across the United States and focuses on Engineering professionals and recruiters looking to hire Engineering talent.
Gain insight on online recruitment trends, supply and demand conditions, and how job seeker characteristics mesh against employer needs. Plus, see what Engineering professionals reveal about their careers in Engineering, job search obstacles, and most valued skills and qualifications.
This report provides:
A look at recruiters and hiring managers and their plans for acquiring Engineering talent in 2011
Insight on Engineering professionals and their careers, job search obstacles and valued qualifications and skills
ManpowerGroup surveyed nearly 40,000 employers in 41 countries and territories in 2012 to gauge the impact of talent shortages on the global labor market. The seventh annual survey also explored what impact talent challenges are having on their organizations and what they are doing to mitigate the situation.
Please contact me for more information.
The Education Job Candidate Report offers a concise view of the Education job market. This study highlights current employment trends and candidate activity across the United States and focuses on Education professionals and recruiters looking to hire Education talent.
This report provides:
An overall look at Education market conditions and employment forecasts
A look at demographics and locations of Education talent across the United States
Insight on Education professionals and their evaluation of job opportunities
MRI China Group - Talent Environment Indexronaldko
At the beginning of this year we published the “2011 Greater China Talent Environment Index” which provided invaluable insights into job motivations and career trends. We are following up on this survey with the “2012 Talent Environment Index”.
We hope this will be even more insightful and useful in our mission of ‘building the heart of business’ and would, therefore, be very grateful if you could spend approximately 10 minutes completing our questionnaire.
Please click on this link: https://www.surveymonkey.com/s/MRI2012GreaterChinaIndex
The Tax & Accounting Job Conditions Report offers a comprehensive view of the Accounting job market. This study highlights online job postings and candidate resume activity across the United States and focuses on Tax & Accounting professionals and recruiters looking to hire Accounting talent.
Gain insight on online recruitment trends, supply and demand conditions, and how job seeker characteristics mesh against employer needs. Plus, see what Tax & Accounting professionals reveal about their careers in Accounting, job search obstacles, and most valued skills and qualifications.
This report provides:
* An overall look at Accounting 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 Accounting talent in 2011
* Insight on Tax & Accounting professionals and their careers, job search obstacles and valued qualifications and skills
The IT Job Conditions Report offers a comprehensive view of the IT job market. This study highlights online job postings and candidate resume activity across the United States and focuses on IT professionals and recruiters looking to hire IT talent.
Gain insight on online recruitment trends, supply and demand conditions, and how job seeker characteristics mesh against employer needs. Plus, see what IT professionals reveal about their careers in IT, job search obstacles, and most valued skills and qualifications.
This report provides:
* An overall look at IT 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 IT talent in 2011
* Insight on IT professionals and their careers, job search obstacles and valued qualifications and skills
The Engineering Job Conditions Report offers a comprehensive view of the Engineering job market. This study highlights online job postings and candidate resume activity across the United States and focuses on Engineering professionals and recruiters looking to hire Engineering talent.
Gain insight on online recruitment trends, supply and demand conditions, and how job seeker characteristics mesh against employer needs. Plus, see what Engineering professionals reveal about their careers in Engineering, job search obstacles, and most valued skills and qualifications.
This report provides:
A look at recruiters and hiring managers and their plans for acquiring Engineering talent in 2011
Insight on Engineering professionals and their careers, job search obstacles and valued qualifications and skills
ManpowerGroup surveyed nearly 40,000 employers in 41 countries and territories in 2012 to gauge the impact of talent shortages on the global labor market. The seventh annual survey also explored what impact talent challenges are having on their organizations and what they are doing to mitigate the situation.
Please contact me for more information.
DCR Trendline January 2013 – Contingent Worker Forecast and Supply Reportss
DCR Trendline provides data, demand, usage insights, analysis and modeling of the contingent labor market and evaluates the ever changing demand and supply of the US contingent workforce.
Why Candidate Experience Will Make or Break More Than Just HiringMonster
Monster Vice President Eric Winegardner and Chris Hoyt delivered this presentation on the candidate experience during the 2015 Monster Recruitment Summit, held in Boston on Oct. 7-10.
Navigation Employment Trends: A Monster Intelligence briefingMonster
At the 2015 Monster Customer Summit — held Oct. 7-10 in Boston, Massachusetts — Joanie Courtney, senior vice president of Global Market Insights at Monster, outlined how the industry has gotten to this point, and which trends to keep an eye on as we move toward the future of recruitment.
With so many trends to watch, these are the few you should have your eyes on over the next few months.
Social Recruiting Strategies Conference presentation — Jan. 28, 2015Monster
Slides presented by Monster Vice President for Product and Technology Joe Budzienski and ManpowerGroup Digital Marketing Lead Michail Takach at the Social Recruiting Strategies Conference in San Francisco, California on January 28, 2015.
In honor of Veterans Day on November 11, we have gathered some of our favorite quotes on the honor and leadership of men who serve their countries, said by great leaders throughout history.
#MWchat Part Two: How to Achieve Work-Life BalanceMonster
Career experts Charles Purdy, Cali Williams-Yost and Maggie Mistal share their best tips for finding a job that will allow you to achieve a healthy work-life balance.
For more career tips, visit the Monster Facebook page at http://mnstr.me/GT7hds or follow @MonsterCareers and the #MWChat hashtag on Twitter.
The Legal Job Candidate Report offers a concise view of the Legal job market. This study highlights current employment trends and candidate activity across the United States and focuses on Legal professionals and recruiters looking to hire Legal talent.
This report provides:
An overall look at Legal market conditions and employment forecasts
A look at demographics and locations of Legal talent across the United States
Do you know what benefit Millennial employees want 3 TIMES MORE than cash bonuses?
Millennials, or the Gen Y workforce born between 1982 and 2002, are success-oriented but can be very high maintenance. They don’t adapt to corporate cultures. Your company must be “Millennial-friendly” or risk a high turnover rate with this not-so-tolerant generation.
With mass Boomer retirement starting, and the smaller number of Gen X workers replacing them, smart employers are currently scrambling to determine not only how to recruit their next generation of young employees, but how to retain the Millennials they have now.
Join us as Lisa Orrell, author of 2 best-selling books, Millennials Incorporated and Millennials into Leadership, explains the eight critical retention requirements Millennials seek from an employer. Lisa’s insight is backed by recent research into the Millennial generation and her years of experience working with multi-generations in organizations large and small.
In this presentation you will learn:
What makes the Millennial worker tick?
Where do you find and recruit this next generation worker?
How can you motivate, inspire and retain your Millennial workers?
Learn how your company can keep its best & brightest future leaders.
For more on recruiting and retaining Gen Y workers, visit
http://www.monsterthinking.com
The Impact of Stress on Your Business Bottom Line (Part 2)Monster
Stress. We all feel it. In today’s over-scheduled workday, stress sneaks up on us and then delivers a one two punch to our productivity and job performance.
In this two-part series, Dr. Daniel Crosby, President of IncBlot, helps you better understand how stress impacts job performance and what you can do about it.
Part II:
We discuss ways to manage stress in the workplace
We define proven strategies to help your workforce tame stress that detracts from their performance while leveraging stress that spurs growth.
We uncover some common behaviors people use to deal with stress and discuss which ones really work.
These presentations help define stress and build stress management plans that best fits your business culture so you can reduce the negative impact of stress in your company.
SeeMore is the industry's first semantic search and analytics platform for talent. Built on Monster's highly successful 6Sense® semantic search technology, SeeMore provides you with intelligence and visibility into multiple talent pools and helps managers and recruiters efficiently identify, access and manage their talent, regardless of source.
2011 Sales Job Candidate Career Outlook - Monster.comMonster
The Sales Job Candidate Report offers a concise view of the Sales job market. This study highlights current employment trends and candidate activity across the United States and focuses on Sales professionals and recruiters looking to hire Sales talent.
This report provides:
An overall look at Sales market conditions and employment forecasts
A look at demographics and locations of Sales talent across the United States
Insight on Sales professionals and their evaluation of job opportunities
Career Sites, Recruiting Strategy & The Candidate ExperienceMonster
A significant component of a company’s recruitment strategy is a corporate website. This website showcases your company, your culture and your recruitment brand. Great Candidates who are carefully managing their careers are visiting your website and making assumptions about your organization based on what they find. Unfortunately, many websites are not designed with the Candidate experience in mind and fail to engage the right talent.
This presentation illustrates how leading edge organizations are developing sites that are intuitive, experiential and most importantly help filter the right Candidates in and the wrong Candidates out.
When do you consider your employee survey to be complete?
Once all of your employees have taken the survey
Once your organization has received the data
After you’ve shared a couple of reports with senior management
Find out why employee surveys should be an ongoing process, where the actions taken post-survey are even more important than the survey itself. Ignoring post-survey steps can be more detrimental to Employee Engagement and Satisfaction than not conducting the survey in the first place. In this presentation, we discuss essential post-survey steps, the importance of creating an ongoing survey process, why Engagement matters, and how to create a culture of Engagement.
Monster Employment Index - Europe (July 2011)Monster
European Online Recruitment Grows 21% Year-over-Year, Reports Monster Employment Index Europe
July 2011 Index Highlights:
• The Monster Employment Index Europe demonstrates 21 percent annual growth in July
• Industrial production and related sectors complete a sixth consecutive month at the top with the strongest growth of all industries
• Telecommunication remains a strong performer in July, moving to fourth position by measure of annual growth in the Index
• Public sector and the arts remain in annual decline although the arts experiences a slight easing on its rate of decline
• Growth takes place across all EU countries monitored by the Index in July, with Germany continuing to lead with 36 percent
The good news: With the worst of the recession behind us, companies are once again hiring.
The bad news: Many talented workers are now looking for growth opportunities and are ready to leave their current employer.
What will you do to retain your best talent?
Whether you are a small business or a large enterprise organization, you need to identify strategies to help minimize a post-recession talent exodus in your company. Check out this presentation and learn how worker loyalty differs by company size and explore ways to increase worker loyalty in your company. We will emphasize strategies that can be used by small businesses to help them better manage their workforce during this period of economic transition.
You will learn ways to:
Address any misalignment in compensation
Target the “right” hire
Communicate a strong employer brand
Continually fill a pipeline of prospects
Strive to keep your “A” workers
The Myths and Power of Social in Acquiring the Best TalentMonster
“Social” is bringing new opportunities and challenges to all parts of business, and human resources and recruiting are no exception. In this deck, we explore six new realities surrounding “social” recruiting and strategies you can employ to help you succeed in today’s social world. We’ll separate the myths from reality and share emerging practices on how social tools and tactics fit into an overall recruiting strategy.
You will learn:
Why “social” matters and how it’s changing business, HR and the recruiting landscape
How to think about bringing social into your recruiting processes in ways that are relevant to your industry and company culture (it’s not a one size fits all world!)
Where to learn more, get the support you need to be successful.
April 2011 Index Highlights:
• Annual growth rate at 9 percent in April, marking the 15th consecutive month of year-over year growth
• Index climbs 7 percent (9 points) month-over-month
• 27 of the 28 metro markets showed positive annual growth in April
• Mining, quarrying, oil and gas extraction continues to lead the Index on an annual basis;
manufacturing reaches highest levels of demand since late 2008, driving growth in
manufacturing hubs such as Detroit and Cleveland
The Monster Employment Index is a monthly gauge of U.S. online job demand based on a realtime review of millions of employer job opportunities culled from a large representative selection of career Web sites and online job listings.
The Index does not reflect the trend of any one advertiser or source, but is an aggregate measure of the change in job listings across the industry.
The Evolution From Management From Leadership to CreativeshipMonster
We’ve evolved from Management to Leadership, and now need to evolve to Creativeship, defined as the necessity to create an organizational culture that can compete and thrive in this new era.
The combination of technological advances (including social media), globalization, shifting economic drivers, government intervention, vastly different motivational drivers within different generations, and the emergence of social responsibility is leading to a pronounced shift in the definition of leadership.
Over the past 25 years, we have seen the shift from managing things, data, process (management) to leading people (leadership).
Going forward, leaders will now need to focus on Creativeship – defined as creating sustainable cultures.
This presentation will push you to think differently on how best to flourish in this era of speed, technological advances, and innovation.
Key take-a-way points include:
* Why you need to link your employment brand to your product or service brand
* Importance of thinking global
* Why and how to leverage social media
* Best practices to boost innovation, speed, technology, engagement, purpose, inclusion, collaboration, and engagement
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
1. LOCAL MARKET
ATLANTA
2012 JOB CONDITIONS
Insights and Analysis from Professionals,
Recruiters and Hiring Managers
Brought to you by Monster Insights
2. 2
ATLANTA – 2012 JOB CONDITIONS
Atlanta professionals should find mixed hiring and economic
conditions in 2012. Though the local economy is diverse and
made notable improvements in 2011, the area has and will in the
short term suffer from reserved employer hiring, a weakened real
estate market, and higher than average unemployment rate.
Forecasts suggest somewhat stable employment; though expect
some continued job loss in 2012.
As the Federal Reserve Board’s Beige Book recently
summarized, Atlanta’s hiring continues to be modest. Employers
are still using a higher level of temporary and part-time help than
usual and will do so until they see sustained improvement in TABLE OF CONTENTS
1
demand.
MARKET CONDITIONS 3
It will take Atlanta another couple of years to realize the potential
Market Overview 3
of its educated job seeker population, desirable living conditions
Unemployment Rate 4
and presence of strong Fortune 500 companies and return to
Payroll Change 4
labor market expansion and low levels of unemployment it once
Online Recruitment Trends 5
had.
HIRING TALENT IN 2012 7
Monster leveraged more than 624,000 Atlanta resumes coupled
with online job postings for Atlanta talent in order to gain insight Atlanta Talent 7
into candidates and employers. Data is current through Skills 8
December 2011 unless otherwise noted. Job Search 8
SUPPLY AND DEMAND ANALYSIS 9
Geography 9
Occupations 9
Labor Performance 11
Career Level 12
Education 12
Work Experience 12
Job Type (Perm or Contract) 13
Job Status (Full or Part-time) 13
Compensation 14
CONCLUSION 15
MONSTER INSIGHTS 15
1
The Federal Reserve Board‟s Beige Book, November 30, 2011
Copyright @ 2012 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.
3. 3
MARKET CONDITIONS
Atlanta is expected to face continuing economic and employment challenges in 2012. Conditions such as a lagging
unemployment rate and payroll growth, as well as an unreliable real-estate market, are causing employers to remain
very cautious before hiring new talent. However, Atlanta has a lot to offer with its below average cost of living and
attractive quality of life. This will help Atlanta rebuild its economy. The cost of living consistently ranks below the national
2
average and may entice candidates to come to Atlanta or to stay in the area.
MARKET OVERVIEW
Atlanta has a diverse economy supported by a wide range of industries and companies. The area has expertise in
global logistics, bioscience, and health IT. Leading companies headquartered in the area include Coca-Cola, The Home
Depot, UPS, Delta Air Lines, The Southern Company, NCR and First Data. The region benefits from its local
universities, including Emory University, Georgia Tech and Georgia State University, as well as mild weather and an
3
affordable cost of living.
4
In October 2011, Atlanta had 2.4 million employed, 266,400 unemployed, and a 9.9 percent unemployment rate.
Atlanta’s key employment industries are the following:
Industry Percent of Atlanta
Employment
Trade, Transportation, & Utilities 23%
Professional & Business Services 18%
Government 14%
Education & Health Services 13%
Leisure & Hospitality 10%
Manufacturing 7%
Financial Activities 6%
All other industries 9%
From November 2010 to November 2011, the Atlanta economy shed 13,100 jobs. Financial Activities and Government
reported the most significant declines, losing 10,700 and 10,100 jobs, respectively. Trade, Transportation & Utilities
added 8,500 new jobs. Professional & Business Services and Education & Health Services each added approximately
3
5,000 roles over the twelve-month period.
Moody’s Analytics’ December 2011 jobs forecast predicts a minimal 0.6 percent expansion in Atlanta jobs over the next
twelve months compared to 0.8 percent for the nation. Nearly all sectors are predicted to be flat or declining with the
exception of Natural Resources & Mining, Construction, and Other Services. A Georgia State University economist
5
forecasted Atlanta will gain 17,400 jobs in 2012 and 40,200 in 2013.
Like employment, the area’s real estate market is also facing a delayed recovery. Standard & Poor’s Case-Shiller
Atlanta index fell by 5.9 percent from August to September, reporting a new index low, and declined 9.8 percent year-
over-year. In comparison, the nation reported a 0.1 percent expansion from August to September and a 3.9 percent
6
annual decline. Atlanta home prices are forecasted to drop a further 6.7 percent in 2012.
2
Metro Atlanta Chamber (MAC), www.metroatlantachamber.com
3
Metro Atlanta Chamber‟s “Metro Atlanta Executive Profile.”
4
Bureau of Labor Statistics, www.bls.gov; November 2011 data
5
Shockley, Jenifer. “Outlook „muddled‟ due to domestic uncertainty and global headwinds.”Georgia State University‟s J. Mack Robinson College of Business. 11/16/11
6
S&P/Case-Shiller Home Price Indices, released 11/29/11; housingpredictor.com
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transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of
Monster, Inc.
4. 4
UNEMPLOYMENT RATE
Atlanta’s unemployment rate was 9.2 percent in November 2011, down from 9.9 percent in October. The area’s
unemployment rate reached its peak in January 2010, hitting a high 10.7 percent. Atlanta’s unemployment rate lies in
7
between the state’s November rate of 9.9 percent and the nation’s 8.6 percent rate.
The unemployment rate is a lagging measure that indicates both joblessness and strength of the economy. National and
state figures are seasonally adjusted.
Atlanta vs. National Unemployment Rate, %
Nov '08 - Nov'11
13.0
11.0
9.0
7.0
5.0
3.0
May-09
May-10
May-11
Sep-11
Jan-09
Jul-09
Sep-09
Jan-10
Jul-10
Sep-10
Jan-11
Jul-11
Nov-08
Nov-09
Nov-10
Nov-11
Mar-10
Mar-09
Mar-11
Atlanta National
PAYROLL CHANGE
Job creation in the Atlanta metro area has been negative since December 2010. In November 2011, the area reported a
-0.6 percent decline over the prior year. This rate falls below both Georgia’s -0.5 percent decline and the nation’s 1.2
7
percent expansion. Note the nation has expanded its payroll rate since September 2010.
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.
Atlanta vs. National Payroll Growth, % YoY
Nov'08 - Nov'11
2.0
0.0
-2.0
-4.0
-6.0
-8.0
May-11
May-09
Jul-09
May-10
Jan-09
Sep-09
Jan-10
Jul-10
Sep-10
Jan-11
Jul-11
Sep-11
Nov-08
Nov-09
Nov-10
Nov-11
Mar-09
Mar-10
Mar-11
Atlanta National
7
Bureau of Labor Statistics, www.bls.gov; November 2011 data
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transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of
Monster, Inc.
5. 5
ONLINE RECRUITMENT TRENDS
The Monster Employment Index (Index) tracks online recruitment activity and related job opportunities across Atlanta
and is a leading indicator of labor market trends.
The Atlanta Index continued its upward trajectory during 2011 indicating sustained growth in online job availability
throughout the year. By December 2011, the Atlanta Index stood at a level of 96, which represents an increase of 8
points or 9 percent for the year. The Atlanta Index hit its low point of 66 points in January 2010 after reaching an all-time
high of 149 in October 2007 suggesting further recovery remains underway.
Growth was primarily driven by higher demand for workers in skilled trades such as installation, maintenance and repair,
construction and extraction, production, and transportation and material moving. Online recruiting also surged in life,
physical, and social sciences, architecture and engineering, and computer and mathematical occupations.
The Atlanta Index demonstrates a moderation in online job demand during the second half of the year. The Atlanta
Index’s annual growth rate peaked at 24 percent in December 2010; by December 2011 it had dipped to 9 percent
matching its annual 9 percent low in June 2011.
The Atlanta Index results for the past 13 months are as follows:
Dec 10 Jan 11 Feb 11 Mar 11 Apr 11 May 11 Jun 11 Jul 11 Aug 11 Sep 11 Oct 11 Nov 11 Dec 11
88 77 91 94 99 101 101 103 108 104 106 105 96
The Atlanta Index results over the past three years:
Monster Employment Index
Atlanta YoY Change
150 50%
125 25%
YoY Change, %
Index=100
100 0%
75 -25%
50 -50%
Dec-08
Aug-09
Dec-09
Dec-10
Dec-11
Jun-09
Jun-10
Aug-10
Jun-11
Aug-11
Feb-09
Feb-10
Feb-11
Apr-09
Oct-09
Apr-10
Oct-10
Apr-11
Oct-11
The Monster Employment Index presents a monthly snapshot of employer online recruitment activity nationwide for 28 of the
largest metro areas, 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.
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transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of
Monster, Inc.
6. 6
Atlanta’s online job demand rose in 17 of the 24 occupational categories tracked by the Monster Employment Index in
2011, suggesting continued hiring activity across a diverse range of companies. Occupations showing the greatest rate
of increase over the year include personal care and service, installation, maintenance, and repair, and protective
service.
Most Wanted Occupational Experience in November
Dec Dec %
Occupations
2010 2011 YoY YoY
Personal Care and Service 381 469 +88 23%
Installation, Maintenance, and
Repair
112 151 +39 35%
Occupations showing the Protective Service 86 111 +25 29%
greatest rate of increase in Arts, Design, Entertainment,
Sports, and Media
95 117 +22 23%
online job demand in 2011
Military Specific 86 106 +20 23%
Computer and Mathematical 76 95 +19 25%
Life, Physical, and Social
Science
77 96 +19 25%
Building and Grounds Cleaning
and Maintenance
62 79 +17 27%
Architecture and Engineering 69 83 +14 20%
Installation, maintenance, and repair increased 39 points or 35 percent in 2011. Both automotive and building
equipment contractors contain many positions for mechanics, technicians and repairers. Increased demand for
communications has also contributed to the rise in demand for equipment and line installers and repairers in the
telecommunications sector.
Online demand for computer and mathematical occupations continued its ascent in 2011, rising 19 points or 25
percent for the year 2011. The increase was driven, in part, by rising demand for health IT, cyber security, and digital
media. Often referred to as the nation’s health IT capital, Atlanta is at the forefront of consumer digital health with more
8
than 135 healthcare IT companies across the state.
Life, physical, and social science was up 19 points or 25 percent for the year, reflecting a gradual build-up in demand
for researchers, college professors and other scientists and professionals with a high level of formal education. Fast-
growing biosciences remain drivers of this category.
8
Metro Atlanta Chamber (MAC), www.metroatlantachamber.com
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transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of
Monster, Inc.
7. 7
As seen on Monster, the types of jobs many
Atlanta Job Postings by Category % Total Job Postings
Atlanta companies posted over the past year
include roles primarily for IT (27 percent), finance IT/Software Development 27%
(17 percent), and sales (15 percent).
Accounting/Finance/Insurance 17%
Sales/Retail/Business Development 15%
Medical/Health 5%
Business/Strategic Management 5%
Engineering 4%
Market/Product 3%
Project/Program Management 2%
Human Resources 2%
Logistics/Transportation 2%
All Other 18%
HIRING TALENT IN 2012
Atlanta’s talent is experienced, well educated, and covers a broad range of skills and expertise. With a 9.2%
unemployment rate reported in November 2011 companies should be able to find the talent they need to hire for most of
their general roles. Despite this large talent pool, it should be noted that many companies requiring specialized skills in
fields such as health IT, cyber security and wireless are reporting greater challenges finding the right (or enough) talent
9
to hire.
ATLANTA TALENT
The types of roles Atlanta candidates are seeking Atlanta Job Seekers by Category % Total Job Seekers
on Monster span a wide range of areas with the
highest volume targeting Administrative/Clerical Administrative/Clerical 13%
(13 percent) opportunities followed by Customer Customer Support/Client Care 10%
Support/Client Care (10 percent).
Sales/Retail/Business Development 9%
IT/Software Development 6%
Accounting/Finance/Insurance 6%
Medical/Health 5%
Manufacturing/Production/Operations 5%
Business/Strategic Management 4%
Manufacturing/Production/Operations 4%
Logistics/Transportation 4%
All Other 34%
9
Metro Atlanta Chamber (MAC), www.metroatlantachamber.com
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transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of
Monster, Inc.
8. 8
SKILLS
Despite a relatively high unemployment rate that has Top Skills - Atlanta Job Seekers
been hovering around 10 percent, some employers
Customer Support/Service
in Atlanta may struggle to find the right talent. Gaps
may exist between the skills workers have or present Sales
and the qualifications employers require to meet their Microsoft Excel
hiring needs. Microsoft Word
How do companies overcome skill gaps? Microsoft PowerPoint
English Language
Landing the best hard-to-find talent may require Time Management
some fine-tuning when it comes to talent acquisition
Microsoft Outlook
strategies. As recruitment activities heat-up for 2012,
consider some of these tactics shared by three Problem Solving Skills
10
corporate powerhouses: Training/Teaching
Billing
Showcase what employees enjoy
Unleash employee connections Recruiting/Staffing/Hiring
Mount a strategic employee training effort Organizational Skills
Microsoft Office
Atlanta’s talent pool boasts Customer Service and
Sales as the top most common skills, referenced in Administrative Skills
over 35% of seeker resumes. Marketing
Communication Skills
Analysis Skills
Telephone Skills
Customer Relations
0% 10% 20% 30% 40% 50%
JOB SEARCH
Over the past 12 months, Monster has seen an average of 440,000 Atlanta area job searches each month. 62 percent
of Atlanta job searches did not contain a keyword suggesting Job Seekers cast a wide-area search before narrowing
activity.
Top Keywords Searched by Atlanta Job Seekers Include:
1. Sales 11. Part Time
2. Customer Service 12. Receptionist
3. Accounting 13. Construction
4. Warehouse 14. Medical Assistant
5. Administrative Assistant 15. Manager
6. Human Resources 16. Real Estate
7. Marketing 17. Data Entry
8. Retail 18. Manufacturing
9. Healthcare 19. Education
10. Administrative 20. Finance
10
Monster "The Skills Gap: Creative Ways to Manage Talent Acquisition"
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transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of
Monster, Inc.
9. 9
SUPPLY AND DEMAND ANALYSIS
GEOGRAPHY
As defined here, the Atlanta market
encompasses primarily Georgia cities and
towns and select counties in the states of
Alabama and North Carolina.
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 eastern
Georgia, denoted by the darker green areas
in the map.
Recruitment for candidates in lighter green
areas, such as those regions surrounding the
city of Atlanta, may be more competitive as
the ratio of resumes per job posting is lower
compared to other areas around Atlanta.
OCCUPATIONS
Over one-third of the supply (37 percent) and an even higher 41 percent of the demand in Atlanta are for the top ten
occupation clusters listed below. Six of the top ten opportunities in demand may be found among the top candidates in
supply. The roles that are not in common include administrative, financial and IT positions.
Employers
Job Seekers
1. Secretaries/Admin. Assistants, 7% 1. Computer Software Engineers, 12%
2. Customer Service Reps., 6% 2. Accountants/Auditors, 8%
3. General/Operations Managers, 5% 3. Computer Systems Analysts, 3%
4. Marketing/Sales Managers, 4% 4. General/Operations Managers, 3%
5. Managers, General, 4% 5. Marketing/Sales Managers, 3%
6. Computer Software Engineers, 3% 6. Emergency Management, 3%
7. Computer Systems Analysts, 2% 7. Financial Analysts/Advisors, 3%
8. Office Supervisors/Managers, 2% 8. Computer Programmers, 2%
9. Sales, General, 2% 9. Human Resources Specialists, 2%
10. Human Resources Specialists, 2% 10. Office Supervisors/Managers, 2%
● ● ● ● ● ●
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transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of
Monster, Inc.
10. 10
Listed below are the top 20 (out of nearly 2,700) job titles in which Atlanta job seekers are interested. These 20 job titles
accounted for 26 percent of the talent in Atlanta and have a strong selection of administrative, customer service, and
manager-level roles.
# Job Titles (1-10) # Job Titles (11-20)
1 Customer Service Representative 11 Assistant Manager
2 Administrative Assistant 12 Retail Salesperson
3 General Manager 13 Receptionist
4 Sales Representative 14 Clerk/Typist
5 Project Manager 15 Office and Administrative Support Workers
6 Office Manager 16 General Director
7 Customer Service 17 Business Systems Analyst
8 Executive Administrative Assistant 18 Software Engineer
9 Warehouse Worker 19 Sales Executive
10 Medical Assistant 20 Human Resources Administrative Assistant
The top 20 (out of nearly 2,500) Atlanta job titles posted on Monster.com from December 2010 to November 2011 are
dominated by IT and Finance roles and accounted for 24 percent of all job titles.
# Job Titles (1-10) # Job Titles (11-20)
1 Software Engineer 11 Sr. Software Engineer
2 Disaster Relief Services Director 12 Project Manager
3 Staff Accountant 13 Warehouse Manager
4 Sr. Accountant 14 Sales Representative
5 Accountant 15 Payroll Manager
6 Financial Analyst 16 Software Quality Assurance Engineer
7 Customer Service Representative 17 Scientist
8 Accounts Payable Clerk 18 Financial Accountant
9 Cost Accountant 19 Sr. Financial Analyst
10 Java Developer 20 Product Manager
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transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of
Monster, Inc.
11. 11
LABOR PERFORMANCE
The supply and demand below compares job posting and resume performance within the key Atlanta occupation
clusters from January 2011 through December 2011. The chart plots demand (Atlanta job postings on Monster)
versus supply (Atlanta candidates on Monster). The size of the circle represents the number of resumes per job
posting. 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.
Administrative and Customer Service occupations show a Talent Surplus due to 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, particularly in Sales, Finance and IT roles which are showing a need
for talent.
The Sales and Healthcare occupations demonstrate adequate supply of both resumes and postings. Their smaller
circle sizes reveal that these clusters have a smaller resume per postings ratio compared to other Atlanta segments
such as Hospitality. Demand could outweigh supply from additional expansion from these areas.
Finance and IT show a solid volume of opportunities and lower volumes of candidates. The small circle size further
confirms the shortage of candidates in each of these areas. Recruiters need to actively and continuously recruit
qualified candidates in order to fill these types of roles and should consider working with local educators to ensure
programs continue that help to develop the skills required to meet hiring needs.
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transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of
Monster, Inc.
12. 12
In the following analysis, we compare Atlanta 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 Atlanta - Career Level
A majority 44 percent of Atlanta job seekers are Mid- Job Postings Resumes
Career (or Experienced, Non-Mangers). Thirty-six
percent are Managers or above while 20 percent are 2%
emerging into today’s workforce. Executive 5%
14%
A steep percent of job postings (72 percent) are for Mid- Manager 31%
Career talent compared with 44 percent of new 72%
resumes. Due to this imbalance, recruiters may need to Experienced (Non-Manager) 44%
be flexible in their career requirement, most likely
11%
leveraging the strong excess of over-qualified Manager- Entry Level 12%
level candidates (assuming these candidates are open 1%
to such opportunities). Student 8%
Atlanta - Education Level
EDUCATION
Job Postings Resumes
A solid 44 percent of Atlanta job seekers have at least a
Bachelor’s Degree while 34 percent have an Associate’s 5%
degree or some college experience. Masters/Doctorate 12%
57%
Atlanta recruiters are concentrated in searching for Bachelors
32%
candidates with at most a Bachelor’s Degree (57 7%
percent) followed very closely by those with at most a Associate/Some-College 34%
High School Degree (28 percent). Based on the myriad
28%
of education levels, recruiters may want to broaden their High School 16%
search for candidates as well as adjust compensation
3%
accordingly. Certification - Vocational 6%
WORK EXPERIENCE
Atlanta job seekers are concentrated in two main
Atlanta - Years of Experience
groups: 22 percent have more than 15 years of work Job Postings Resumes
experience and another 19 percent have 2 to 5 years of <1%
experience. More than 15 Years 22%
3%
A high 39 percent of job opportunities are for candidates 10+ to 15 Years
18%
with 2 to 5 years of experience compared to only 19 7%
percent of available seekers. It is common that 7+ to 10 Years 14%
candidates are more senior compared to available jobs; 24%
5+ to 7 Years 15%
Atlanta has a strong population of seasoned candidates
(40 percent have over 10 years of experience). Some 39%
2+ to 5 Years 19%
recruiters might need to settle on candidates with more
years of experience than desired which could lead to 1+ to 2 Years 14%
7%
higher compensation.
13%
Less than 1 Year 5%
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transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of
Monster, Inc.
13. 13
JOB TYPE (PERMANENT OR CONTRACT)
Three-quarters of Atlanta job postings are for permanent positions and the remaining 25 percent are for temporary and
intern work. With at most 21 percent of job seekers interested in a temporary role, employers might have to convince
some job seekers to settle for a temporary instead of permanent position.
Atlanta Job Type Atlanta Job Type
New Resumes Job Postings
Intern/
Either Type Seasonal
20% <1%
Intern/
Seasonal Temp/
<1% Contract
Temp/ 25%
Contract
1% Permanent
75%
Permanent
79%
JOB STATUS (FULL OR PART-TIME)
Nearly all Atlanta jobs (97 percent) are for full-time employment while 3 percent are for part-time; 80 percent of
candidates are open to full-time employment, 2 percent for part-time, and 18 percent for either. Employers should have
an ample pool of talent to meet their needs within these criteria.
Atlanta Job Status Atlanta Job Status
New Resumes Job Postings
Either Part-time
Status 3%
18%
Part-time
2%
Full-time Full-time
80% 97%
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transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of
Monster, Inc.
14. 14
COMPENSATION
Atlanta recruiters have a slightly higher salary requirement compared to candidate’s salary expectations. Supporting
this, the median salary offered from January 2011 to December 2011 was $62,500 and the median salary candidates
were seeking was $45,000. 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.
The majority of Atlanta candidates (41 percent) expect a salary of $40-60,000 while approximately one quarter of
employers expect to pay each in the $20-40,000, $40-60,000 and $60-80,000 range.
The chart below shows that Atlanta employers have compensation requirements in excess of candidates, with the
highest disparity at $60,000, where 48 percent of employers expect to pay at least $60,000 and only 28 percent of
candidates expect to earn at least $60,000.
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transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of
Monster, Inc.
15. 15
DIVERSIFY YOUR RECRUITMENT STRATEGY IN 2012
As the nation continues to manage challenging economic conditions, 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. BeKnown, Monster‟s social app on Facebook, extends your reach. Build your employer brand on the world‟s
most active social network.
Play a smart matching game. Have processes and paper work in place, be diligent about screening, and communicate
frequently with hiring managers. Monster‟s patented 6Sense® search technology powers a suite of products to help
deliver the precise, relevant matches you need to save you time and money. See more of the talent you have and find
the talent you need with Monster SeeMore, our cloud-based search and analytics platform. Let Monster Power Resume
Search.® match qualified job seekers to your opportunities. Power Resume will sort and rank candidates for you, so the
best matches are right at the top, saving you time and effort.
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 INSIGHTS
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 Insights, 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 Intelligence@monster.com
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 December 2011 unless otherwise indicated.
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transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of
Monster, Inc.
16. 16
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transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of
Monster, Inc.