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SIM Breakfast

SIM Breakfast. April 20, 2006 Paul N. Neilson. Monster’s Noble Purpose, Mission. Noble Purpose: We dedicate ourselves to bringing people together to advance their lives. Our Mission:

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SIM Breakfast

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  1. SIM Breakfast April 20, 2006 Paul N. Neilson

  2. Monster’s Noble Purpose, Mission • Noble Purpose: • We dedicate ourselves to bringing people together to advance their lives. • Our Mission: • We will become the world’s most valued career-centered brand to our customers, employers, teammates, business partners and investors.

  3. Why Am I Here? THE INFORMATION TECHNOLOGY WORKFORCE SIM Research 2005 - 2008. “The Unseen Threat” 2006 - 2012

  4. Who AM I

  5. Paul Neilson • Where am I from? • THE BRONX! • Title • Senior Vice President – Technology Services • Years of Management • 31 Years • Experience (35 Years – 10 Jobs) • Liberty Mutual, Commercial Union, Fidelity, HCW Oil & Gas, American Management Services - PATHFINDER, RBS - SOFTRAX, First Notice Systems, Stream International, Thomson Financial, Monster • Education • Boston University BSBA Suffolk University MBA

  6. My Company MONSTER

  7. My Company MONSTER • Approximately 1 Billion Dollars In Revenues • 4,500+ Staff World Wide • 500+ Technology Staff (11%) • Approximately 1 Billion Page Views a month

  8. Monster The Numbers • Monster is consistently in the Top 20 Most Visited Sites on the World Wide Web* • 22.4% increase year-over-year in job applications** • 92% of job seekers recognize Monster as the leading online recruitment site*** – Monster is their number one career site destination…why go any place else? Source: *comScore Media Metrix  **MonsterHouse, September ’05 ***TNS Satisfaction Survey, Q0105

  9. The Result? • MORE QUALIFIED: Monster had over 12 million quality visitors in September, which is 4 million more than any other online career site.* (Quality visits – 5+ minutes on site – are an important indicator of seekers’ commitment and dedication to their job search and their preference for Monster.) • SERIOUS SEEKERS: Monster had a total of 26 million visitors in September spending an average of over 16 minutes on site. (In fact, over 32% of CareerBuilder’s visitors were on site less than 2 minutes.)* • THE FIRST CHOICE FOR TALENT: Monster is a more efficient investment – over 37% of all CareerBuilder and HotJobs traffic also visit Monster on a regular basis, while over 67% of Monster’s visitors do not visit other online job sites.* Source: *comScore Media Metrix, September 2005

  10. Newspapers Continue to Erode • Employers Increasingly Turning to Online Recruitment as Consumer Behavior Shifts • Decrease in average daily circulations of 16 of the top 20 largest newspapers for the six months ended March 31st, compared to the same time period last year.* • Forrester – a technology research company – states that a tightening employment picture will drive online recruitment to grow an average of 13% annually over the next five years to $2.6 billion and predicts that online classified spending will grow to $4.7 billion by 2010.*** Source: *Audit Bureau of Circulation May 2005  **JupoterResearc, a division of Jupitermedia Corp. ***US Online Marketing Forecast: 2005 To 2010, Forrester May 2005

  11. Monster Today’s the day to become a SuperHuman Resource Introducing Monster Hiring Solutions, the dynamic hiring product combination that will revolutionize the way you recruit

  12. Diversity Partnerships – Connecting you with the largest network of diverse candidates on the web • Community Connect – Comprised of three properties • MiGente.com targets 2nd and 3rd generation Latinos • AsianAvenue.com is the top Asian American network on the web • BlackPlanet.com is the #1 destination for African Americans • HispanicOnline.com • NAACP.org • GayWork.com • Essence • ThirdAge • The Retired Enlisted • WomenInSports.com

  13. Monster Hiring Solutions 2 SmartFind Resume Search and TargetReach Job Postings 1 World’s largest talent pool 3 Perfect candidate “Monster’s great Hiring Tools help us narrow down our search … or broaden it if necessary, so we can find the best match for the job.” —Recruiting Specialist “We were extremely pleased with the quality of resumes we received.” —HR Manager

  14. SmartFind: Specific Attributes • Location search lets you find candidates near your ZIP code or across the country. • Keyword-ranked results place your best match at the top for fast candidate identification. • Sort results by resume title, resume match, date or location. • Detailed summaries let you quickly scan for key criteria. • Save search criteria for future use and automatically seek resumes that match your criteria. • Save resumes to your folder, make notes and e-mail resumes to involved decision makers for efficient management.

  15. TargetReach: Key Features and Benefits • Create Dynamic Postings and Filter Responses • One-Click Ad Writer pre-fills a professionally written job ad and allows you to customize the ad to meet your needs • Create customized, reusable questionnaires to screen and rank candidates • Post Jobs and Receive Resumes Fast • Job postings can appear within minutes upon submission depending on posting source used • Job seekers can respond immediately to your postings • Ensure EEO/AAP Compliance • Automated collection and reporting of Equal Employment Opportunity and Affirmative Action Plan data allows you to concentrate on direct recruitment activities to find the best qualified candidates!

  16. TargetReach: Specific Attributes • Choose from more than 2,000 prewritten job titles, each containing professionally written job descriptions and job ads you can customize to meet your specific requirements. • Access essential reports that track views, how/when a candidate clicks through your ad, how often a candidate emails you directly from the ad and applications to help ensure the effectiveness of your postings. • Additional posting capabilities to multiple categories and locations at one time are available to you.

  17. TargetReach: Specific Attributes • Filter candidates by key criteria, including education and career level, ZIP code or work authorization. • Automatically respond to applicants with your personalized response letter. • Spell-check feature to ensure your postings are perfect – every time.

  18. Tickle.com - #1 self-discovery & assessment site in the world 21 million active members; 10,000 new members added daily Over 200,000 tests, quizzes & PhD assessments completed daily Fastweb - #1 scholarship search site Over 28 million registered users searching $3billion in scholarships 40 points of demographic data Military.com - #1 site for military personnel and their families Over 6 million registered users, including 25% of all armed services Monster - #1 job search site 40,000 new accounts created daily Work history, occupation, job title, skills, salary Making It Count, nation’s premier educational training and advisory organization 10 million students 5000 High Schools, 650 Colleges MonsterTrak - #1 job search site for college students Alliances with over 2,500 colleges & universities School, major, GPA, year of graduation Consumer = The Monster Properties Personal Transition Points

  19. Top Myths About Technology Employment

  20. Myth 1 There are no IT jobs now.

  21. Reality ??? • Job market is very strong for Technology related jobs: • Currently there are 78,007 North American tech jobs available on Monster.com • Significant increases to number of jobs available since 2002 • Enterprises have increased spending on IT staffing since 2003 (Gartner) • MonsterTRAK, 72% of employers nationwide plan to hire this year's graduates, compared with 64% last year. (+8%) Employment (mm) Year 2005 Data is through 3/05. Source: BLS. Industry employment includes manufacturing (computers, storage devices, peripherals), software, Internet related (ISPs, search portals), data processing, computer design, computer programming, computer systems design, computer facilities management, and other comptuer-related services.

  22. IT Postings 2005 -2006

  23. Boston Market • Job seeking activity by Boston workers during 2005 increased significantly over 2004. • New job opportunities are outpacing new resumes and job searches. • Growing discrepancy between workers and available opportunities • Suggests an emergent labor shortage, primarily in high demand areas.

  24. Today is THE Day in Boston! • Fewer job seekers are flagging their resumes as confidential (i.e., name not revealed on Monster) • 2006 15%. • 2005 20% • Nearly 37% in 2002! • Confidential resumes a lead indicator movement.. • Can you say Turnover!

  25. Top 10 largest Increases in Specific Job Postings (jobs averaging more than 2,500 postings in 2004-2005).

  26. Slowest Growth Applicant Pools in Boston

  27. Difficult To Fill …. Boston Recruiters 63% > 25%

  28. Myth 2 There will be no IT jobs for graduates.

  29. Reality • Four of the fastest growing occupations in the US between 2002 and 2012 for those with bachelors degrees will be Technology related (BLS Occupational Handbook, 2004-05).

  30. Myth 3 Technology Salaries are low due to cheaper overseas labor

  31. Reality – Technology Industry Salaries are Relatively High Salary Range (000) $ Source: US Bureau of Labor Statistics, Occupational Outlook Handbook, 2005. Notes: Higher salaries are reflective of experience, education level, training, and certifications. *Sociology and Political Science are median salary levels.

  32. Myth 4 All Technology Related Jobs Are Getting Sourced Offshore

  33. Multiple hidden costs (CIO Magazine): Vendor selection Initial Migration / Transition Layoffs Cultural barriers Ramping up operations Managing the contract and relationship Loss of Control Intellectual Property Issues Reality – Not So Simple • Security issues: • Theft of code • Theft of sensitive data • Hard to do a background check in India • Potential political instability and terrorist activities • Potential problems with local officials

  34. Some Jobs Will Go Overseas • Some basic jobs (e.g. some programming, help desk) will go overseas, but highly skilled jobs and jobs that relate to a company’s core competencies or products will stay. • Jobs that require close contact with the business will also stay. (CIO Magazine)

  35. Myth 5 Technology Related Training is Worth Less

  36. Question • Where was Ben Franklin born? • Milk Street Boston - 17 January 1706 (300 Years)

  37. Reality – Undergraduate Starting Salaries IT Related Fields are some of the Highest $

  38. And…Salaries May Go Even Higher • If current trends continue (i.e. decreased enrollment, significant job growth) • There will soon be a shortfall of adequately skilled Technology people. • Demand for labor will outstrip supply, putting further upward pressure on salaries. 75 million adults born between 1946 and 1964 reach retirement age. • This happened during the dot-com boom when we saw a significant increase to salaries for critically skilled IT labor.

  39. Develop Skills for Six Figure Future • Technical Skills: • Operating Systems (e.g. Windows, Unix) • Databases (e.g. Oracle, SQL, DB2) • Programming Languages (e.g. Java, ASP, C++,) • Enterprise Systems (e.g. Oracle, Peoplesoft, SAP) • Philosophy, Music, Math, Any Science, Accounting, Fixing Cars… • Technology Business Skills: • Program Management • Project Management • Business Analysis • Process re-engineering • Technical Writer • Quality Assurance • History, Anthropology, English, Sociology, Government…

  40. Questions??

  41. Thank You

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