1. Job Posting Analysis & Best Practices August 4, 2011 Nathan Gildow Strategy Consultant nathan.gildow@monster.com Ph. 513.546.4802 Twitter: @ncgmonster

2. Discussion Overview Job Seeker Behavior and Industry Trends Job Posting Best Practices Recommendations Questions 2

3. Monster Intelligence  What’s New with Monster (and why that matters)  National Labor Trends

4. 4 The new Monster Experience is personal, relevant & customizable = More engaged, more informed, more targeted seekers

5. 5 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.

6. Job Posting Best Practices  What is typical seeker behavior?  Are your postings effective?  How do your postings stack up against the competition?

7. Job Posting Best Practices 7 Reach Engage Capture

8. 8 Reach

9. 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 9 Post Jobs Early for Maximum Exposure

10. 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 10 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

11. “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

12. 12 Consider: Food Server O r Restaurant Team Member – Coffee Server Keyword Relevance – Job Titles Reach Ensure job title is relevant. Provide detail around coffee host/specialist within job description.

13. 13 Consider: Retail Regional Manager Keyword Relevance – Job Titles Reach Provide detail on multiple business unit leadership within the description.

14. 14 Consider: Restaurant Server Or Restaurant Team Member – Server Keyword Relevance – Job Titles Reach Most customer service positions at this level are non- exempt/hourly. No need to add to title.

15. 15 Consider: Retail General Manager Keyword Relevance – Job Titles Reach

16. Automated Media Syndication Targeting Direct link to your career site Time/Cost Savings Your Media Solution: Automated, Targeted, To Monster workflow. Career Ad Network Drive Traffic to Your Postings on Monster Automated Media Syndication Targeting Link to Job Posting on Monster Time/Cost Savings

17. 17 Engage

18. 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 18 Opportunity – Sell the Job Requirements Preferences Benefits Call to Action Title – Relates to Specific Seeker Company Branding (Big Picture Sell)

19.  Good, brief summary of who you are as an organization.  Be sure to “bullet” out additional detail on job requirements/ qualifications  Hours/Pay?  Good, brief summary of who you are as an organization.  Be sure to “bullet” out additional detail on job requirements/ qualifications  Hours/Pay? Ensure that when candidates apply for position, they know what next steps/timeline will be. Remember to keep to the structure of job postings

20. 20  Basic summary on the company. Do you have a common theme/breakdown you can provide to candidates?  Include steps on how to apply  Related Skills? Bulleted points on what is needed?  Why should I work for you?  Basic summary on the company. Do you have a common theme/breakdown you can provide to candidates?  Include steps on how to apply  Related Skills? Bulleted points on what is needed?  Why should I work for you? Remember to keep the structure to the posting

21. 21  Tell me a story about this job  Responsibilities  Qualifications  Skills  Bullet out the benefits/value proposition  What are the hours/pay?  Tell me a story about this job  Responsibilities  Qualifications  Skills  Bullet out the benefits/value proposition  What are the hours/pay? Retail Associate

22. 22  Focused on the Seeker  Great alternative apply  Nice use of benefits & referral opportunity  Focused on the Seeker  Great alternative apply  Nice use of benefits & referral opportunity

23. 23

24. 24  Seeker centric template  Interactive  Seeker centric template  Interactive

25. 25  Lots of information about the company  Great branding  Lots of information about the company  Great branding

26. 26 Capture

27. 27 The Application Process Capture Make this standard if this is the process across all positions Expectation, timelines, what will happen next… Make this standard if this is the process across all positions Expectation, timelines, what will happen next…

28. Recommendations in Summary Create consistent & common titles Build out relevant skills as needed Sell the best aspects of the opportunity and the organization to attract top performers Create clear, consistent & compelling job ads Set expectations for candidate 28 Reach Engage Capture