Presentation on theme: "Job Posting & Recruitment Best Practices September 20, 2011 Nathan Gildow Strategy Consultant Ph. 513.546.4802"— Presentation transcript:
Job Posting & Recruitment Best Practices September 20, 2011 Nathan Gildow Strategy Consultant Ph
2 nathan gildow – sr. strategy consultant Brief Bio Nathan is a Human Resources professional with over 10 years of experience. He serves as recruitment Strategy Consultant at Monster.com and develops online recruiting strategies for Fortune 500 and Fortune 100 clients. Nathan also represents Monster at major HR conferences like Society of Human Resource Management (SHRM), where he provides Monster product demos to current and future customers. Prior to working for Monster, Nathan held several roles at Great American Insurance, including HR Project Manager, HR Relationship Manager, and Business Operations Specialist. Nathan holds a BA in Communication from University of Cincinnati and resides in Cincinnati, OH.
Discussion Overview Monster on the Move Monster Intelligence Job Seeker Behavior Job Posting Best Practices Questions 3
Monster on the Move What’s New with Monster? (and why that matters) What is the Monster footprint?
The new Monster Experience is personal, relevant & customizable = More engaged, more informed, more targeted seekers 5
Monster Mobile 6
Monster’s Universe 7 PASSIVE SEEKERS Communities Diversity Network Career Ad Network ® Monster Brand / Campaigns Social Social Recruiting Solution Social Broadcasting SEO Optimization ACTIVE SEEKERS Mobile and Browser Apps Strong Domains HR Alliances/Other Partnerships Newspaper Partnerships
Monster Intelligence National Labor Statistics The Monster Employment Index Occupational Data & Trends
The war for talent is back on... Source: 9
State of the Job Market August ‘11 BLS data: Jobs added by monthJobs added by month
11 Job Posting Activity Online About the Index: The Monster Employment Index provides HR professionals and labor market observers with a monthly snapshot of online job demand and employer recruitment activity. With traditional help-wanted advertising migrating online and nearly every Fortune 500 company utilizing online recruiting, the Monster Employment Index is uniquely positioned to contribute valuable data complementing official labor statistics. Tracking online job postings for positions to be filled within 30 to 60 days, the Index is an important leading indicator of labor market performance. Note that for each index series, the baseline value of 100 represents the average of the first 12 months of data.
12 A Historical Perspective MEI 186 Unemployment 5% Employer’s Market MEI 147 Unemployment 9.1% Seeker’s Market Source: 1 - Monster Employment Index: July – August 2011 BLS data: National Unemployment Rate by month 1 2
Unemployment Rate by Education Level 13 August 2011 BLS data: Unemployment age 25+ by Education LevelUnemployment age 25+ by Education Level
Job Posting Best Practices What is typical seeker behavior? Are your postings effective? How do your postings stack up against the competition?
The New World of Work Copyright – 2011 Monster
The New World of Work Copyright – 2011 Monster
Job Posting Best Practices 17 Reach Engage Capture
Source: Monster Internal Data, January 2010 – December 2010, Monster US Seasonal spikes occur in March, August and October On average, about 124 million Job Searches are performed on Monster.com each month > Candidates searching for jobs are more active at the beginning of the year > The majority of job searches are conducted at the beginning of the week 19 Post Jobs Early for Maximum Exposure
How Do Job Seekers Search On Monster? 87% of searches contain a Location 38% of searches include a Keyword 24% of searches contain a Title 5% of searches contain a Category 20 Locations (87%): 1.New York10% 2.Los Angeles7% 3.Chicago4% 4.Dallas4% 5.Atlanta4% 6.Philadelphia4% 7.Boston3% 8.Houston3% 9.San Francisco3% 10.Washington D.C.3% Keywords (38%): 1.Sales 2.Accounting 3.Customer Service 4.Administrative Assistant 5.Marketing 6.Part Time 7.Healthcare 8.Human Resources 9.Receptionist 10.Retail Titles (24%): 1.Administrative Assistant 2.Customer Service Representative 3.Sales Representative 4.Manager, Other 5.Assistant Manager 6.Project Manager 7.Customer Service 8.Executive Administrative Assistant 9.Office Manager 10.Software Engineer Source: Monster Internal Data, January 2011, Monster.com
“Classic Search” – How does it work? Exact keyword match for the job will be returned in the seeker’s search results Higher relevance is given to postings with a keyword match in the job title and higher keyword frequency* > If keyword match is same on two jobs, job with newer date returns first > If location is used, jobs closest to location returns first if keyword match is the same Reach Power Search Beta– How does it work? Relevance is Key PowerSearch Understands the meaning of words and matches concepts even when the exact word is not in the job description PowerSearch ranks title and description keywords equally Secondary sort is by date relevance Best Practices Use specific and common titles with two or three descriptive keywords Make clear delineations between sections in job posting Required & Preferred skills will be critical to precision matching Weigh the pros and cons of dual or conflicting titles
Job Posting Guidelines & Best Practices Include key criteria within a job posting to attract candidates who are viewed as important to job seekers (in order): 1.Location 2.Salary, Salary, Salary 3.Quality & Security of the Company 4.Corporate Culture 5.What’s the Work Environment Like? 6.Schedule/Hours – Could be PT/Flexible Hours Structure job postings in the order in which job seekers/candidates read a posting: 1.Company Name (Logo/Picture) 2.Job Title 3.Summary Information 4.Requirements 5.Qualifications 6.Benefits 7.About the Company Source: 2007 Study from BNA and Kennedy Information “Sourcing Today’s Candidate: What’s Working to Attract Top Talent” ; Webinar “Sourcing Candidates” Eliminate potential barriers that job seekers/candidates’ indicate are their biggest frustrations: 1.Vague Job Descriptions 2.Inflated Requirements “Super Candidate Syndrome 3.Lack of Response From Employers 4.Omission of Key Information in the Posted Job 23 Opportunity – Sell the Job Requirements Preferences Benefits Call to Action Title – Relates to Specific Seeker Company Branding (Big Picture Sell)
25 Interactive and engaging content Compensation data Video Interactive and engaging content Compensation data Video
26 Great video Great connectivity Great video Great connectivity
29 The Application Process Capture Apply standard language across all positions