Job Posting Analysis & Best Practices August 4, 2011

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

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

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

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

7. Engage Reach Job Posting Best Practices Capture

8. Reach

9. Post Jobs Early for Maximum Exposure • 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 Seasonal spikes occur in March, August and October Source: Monster Internal Data, January 2010 – December 2010, Monster US

10. Titles (24%): • Administrative Assistant • Customer Service Representative • Sales Representative • Manager, Other • Assistant Manager • Project Manager • Customer Service • Executive Administrative Assistant • Office Manager • Software Engineer • Locations (87%): • New York 10% • Los Angeles 7% • Chicago 4% • Dallas 4% • Atlanta 4% • Philadelphia 4% • Boston 3% • Houston 3% • San Francisco 3% • Washington D.C. 3% Keywords (38%): Sales Accounting Customer Service Administrative Assistant Marketing Part Time Healthcare Human Resources Receptionist Retail 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 Source: Monster Internal Data, January 2011, Monster.com

11. Reach “Classic Search” – How does it work? Power Search Beta– 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 • 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. Reach Keyword Relevance –Job Titles Ensure job title is relevant. Provide detail around coffee host/specialist within job description. • Consider:Food Server Or • Restaurant Team Member – Coffee Server

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

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

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

16. Career Ad NetworkDrive Traffic to Your Postings on Monster Your Media Solution: Automated, Targeted, To Monster workflow.

17. Engage

18. Job Posting Guidelines & Best Practices • Eliminate potential barriers that job seekers/candidates’ indicate are their biggest frustrations: • Vague Job Descriptions • Inflated Requirements “Super Candidate Syndrome • Lack of Response From Employers • Omission of Key Information in the Posted Job • Include key criteria within a job posting to attract candidates who are viewed as important to job seekers (in order): • Location • Salary, Salary, Salary • Quality & Security of the Company • Corporate Culture • What’s the Work Environment Like? • Schedule/Hours – Could be PT/Flexible Hours • Structure job postings in the order in which job seekers/candidates read a posting: • Company Name (Logo/Picture) • Job Title • Summary Information • Requirements • Qualifications • Benefits • About the Company Company Branding (Big Picture Sell) Title – Relates to Specific Seeker Opportunity – Sell the Job Requirements Preferences Benefits Call to Action Source: 2007 Study from BNA and Kennedy Information “Sourcing Today’s Candidate: What’s Working to Attract Top Talent” ; Webinar “Sourcing Candidates”

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

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? Remember to keep the structure to the posting

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

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

24. Seeker centric template • Interactive

25. Lots of information about the company • Great branding

26. Capture

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

28. Reach Capture Engage 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