1. LOCAL MARKET
PHILADELPHIA
2011 JOB CONDITIONS
Insights and Analysis from Professionals,
Recruiters and Hiring Managers
Brought to you by Monster Intelligence

2. 2
PHILADELPHIA – 2011 JOB CONDITIONS
The Philadelphia labor and economic market is gaining momentum
though faces a long recovery, evidenced by declining indicators
throughout the summer. Although dominated by a stable education and
health sector (20 percent of employment), weakening conditions in
government, manufacturing and construction are contributing to the
difficult turn-around.
Some of the soft indicators include: the regions’ unemployment rate
which rose for the past three months, reaching 9.1 percent in July;
payroll has been stable to negative the past three months; and online
job postings are expanding, but are still significantly below prior year
levels. TABLE OF CONTENTS
MARKET CONDITIONS 3
Another challenge for the region is meeting employers’ expectations in
key areas. Healthcare, Sales, IT and Finance show tight pools of talent Market Overview 3
to meet demand compared to other more robust areas like Unemployment Rate 4
Administrative and Customer Service –like roles. Employers may need Payroll Change 5
to compromise on hiring requirements to entice candidates into Online Recruitment Trends 6
expanding roles or seek talent from other areas. Recruitment Activity 7
The most recent data shows that Philadelphia’s “economy continues a HIRING TALENT IN 2011 8
moderate recovery that began during [the] first quarter of 2010, but that Philadelphia Talent 8
the rate of the recovery has slowed and the region’s economic growth Career Talent 9
will remain lackluster in the second half of the year.” The report predicts Education Talent 9
Philadelphia will recover at the same time as the U.S. in emerging from Experienced Talent 9
1
the recession with faster growth resuming late 2012.
SUPPLY AND DEMAND ANALYSIS 10
Monster leveraged more than 683,000 Philadelphia resumes coupled Labor Performance Matrix 12
with online job postings for Philadelphia talent in order to gain insight Career Level Requirements 14
into candidates and employers. Data is current through July 2011 Education Level Requirements 14
unless otherwise noted. Experience Requirements 14
Job Type Requirements 15
Job Status Requirements 15
Compensation 16
CONCLUSION 17
MONSTER INTELLIGENCE 17
1
Greater Philadelphia Chamber of Commerce’s (gpcc.com) “Greater Philadelphia’s Economic Growth Rate Remains Positive Despite Projected
Decline over Next Several Quarters” August 2011
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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.

3. 3
MARKET CONDITIONS
With a relatively stable health and education sector, Philadelphia fared the recession better than other regions, yet will
have a moderated recovery as companies work to regenerate business and hiring, consumer confidence slowly
rebuilds, and the real estate market stabilizes.
MARKET OVERVIEW
Philadelphia’s economy and job base is supported by solid health and education sectors, representing 21% of its total
employment. The health sector is comprised of numerous biomedical and pharmaceutical companies, a strong hospital
network, and an extensive supply of medical schools. The education sector houses over 100 colleges and universities,
including a strong selection of law schools. Some of the area’s largest schools are the University of Pennsylvania (with
20,000 employees), Temple University, Villanova, and Penn State.
Also contributing to its industry base, Philadelphia accommodates several federal government facilities as well as
leverages its historic background as the first capital of the U.S. to generate a solid tourism business. Financial Services
is another key sector. The financial crisis negatively impacted the region’s financial sector, including the Philadelphia
2
Stock Exchange, evidenced by financial services employment dropping 10 percent from 2007 to 2010.
While Philadelphia’s housing market has been better off than most markets in the U.S and still offers some of the lowest
housing prices in the northeast, the area is still managing a swell of foreclosures. The average listing of a home in
August was $239,523 and the median sales price from May to July was $124,900, down 10.8% compared to the prior
3
year. The region is forecasted to see houses depreciate by 2.7 percent in 2011.
4
In July 2011, Philadelphia had 2.7 million employed, 269,500 unemployed, and a 9.1 percent unemployment rate.
4
Philadelphia’s key employment industries are the following :
Industry Percent of Philadelphia
Employment
Education & Health Services 21%
Trade, Transportation, & Utilities 19%
Professional & Business Services 15%
Government 12%
Leisure & Hospitality 9%
Financial Activities 8%
Manufacturing 7%
Other Services 5%
All other industries 4%
2
Bureau of Labor Statistics; Select Greater Philadelphia
3
Housingpredictor.com; trulia.com
4
Philadelphia Workers Employed by Industry; Bureau of Labor Statistics, July 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.

4. 4
From July 2010 to July 2011, Philadelphia gained a net 200 jobs. The sector to decline the most was Government,
which lost a substantial 8,800 jobs. Manufacturing lost 5,700 jobs and Construction lost 5,500 during the twelve-month
period. Offsetting the declines, the three sectors with the most growth were: Education & Health Services (+5,400);
Professional & Business Services (+5,400), and Trade, Transportation & Utilities (+4,100).
Moody’s Economy.com August 2011 forecast predicts an average 1.1 percent expansion in Philadelphia jobs over the
next twelve months, slightly below the 1.5 percent rate expected for the nation. A majority of sectors are predicted to
report limited growth, while Government, Manufacturing and Utilities are expected to report declines.
The most recent Federal Reserve Beige Book report casts a gloomy picture of Philadelphia’s economic activity, showing
growth has been and is expected to continue to be at a very slow rate. Local employment will follow this pace, with a
5
measured return to strong consumer confidence, business activity and hiring.
UNEMPLOYMENT RATE
In July, Philadelphia’s unemployment rate rose for the third consecutive month, increasing from 8.9 percent to 9.1
percent. The city’s unemployment rate peaked at 9.6 percent in February 2010. The Philadelphia July rate is the same
6
as the nation’s rate of 9.1 percent while it exceeds Pennsylvania’s low unemployment rate of 7.8 percent.
The unemployment rate is a lagging measure that indicates both joblessness and strength of the economy. National and
state figures are seasonally adjusted.
Philadelphia vs. National Unemployment Rate, %
July '08 - July '11
11.0
9.0
7.0
5.0
3.0
Jul-10
Jul-08
Jan-09
Jul-09
Jan-10
Jan-11
Jul-11
Nov-08
Nov-09
Nov-10
Mar-09
Mar-10
Mar-11
May-09
May-10
May-11
Sep-08
Sep-09
Sep-10
Philadelphia National
5
Federal Reserve District’s Beige Book for the Third District - Philadelphia, 7/27/11.
6, 8
Bureau of Labor Statistics
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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
PAYROLL CHANGE
After remaining stable or expanding for eleven months, Philadelphia’s payroll reported a -0.4 decline in May, a -0.5
decline in June, and then was stable in July. In comparison, Pennsylvania’s payroll continued its positive 2011 payroll
growth by rising 1.3 percent in July. The national payroll expanded 1.0 percent in June, marking the eleventh
8
consecutive month of payroll expansion.
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.
Philadelphia vs. National Payroll Growth, % YoY
July '08 - July '11
2.0
0.0
-2.0
-4.0
-6.0
Jul-08
Jan-09
Jul-09
Jan-10
Jul-10
Jan-11
Jul-11
Nov-08
Nov-09
Nov-10
Mar-09
Mar-10
Mar-11
Sep-08
May-09
Sep-09
May-10
Sep-10
May-11
Philadelphia National
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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
ONLINE RECRUITMENT TRENDS
The Monster Employment Index (MEI) is a leading indicator of labor market trends as it tracks online recruitment activity
by location, occupation, and industry. Though still well below average, online job recruitment activity in the Philadelphia
metro area has reported positive expansion since March 2010 following its contraction from December 2007 through
February 2010.
 The Philadelphia MEI gained 6 percent (+4 points) from July to August. Year-over-year, the Index rose 22
percent (+13 points). The Index hit its low point of 36 points in January 2010.
 During August, two of the 21 occupational categories monitored by the Index showed a decline in online
demand for workers compared to a year prior: Healthcare Practitioners; and Arts, Design, Entertainment,
Sports, and Media Occupations.
 The greatest percentage improvements were seen in Transportation and Material Moving (+66 percent or +58
points); Construction and Extraction (+62 percent or +16 points); and Production (+60% or +46 points).
Monster Employment Index
Philadelphia YoY Change
160 60%
140 40%
120 20%
YoY Change, %
Index=100
100 0%
80 -20%
60 -40%
40 -60%
20 -80%
Jun-09
Jun-10
Jun-11
Feb-09
Feb-10
Feb-11
Oct-08
Oct-09
Oct-10
Apr-11
Dec-08
Apr-09
Dec-09
Apr-10
Dec-10
Aug-08
Aug-09
Aug-10
Aug-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.

7. 7
RECRUITMENT ACTIVITY
The companies posting Philadelphia jobs on Monster from August 2010 to July 2011 vary across industries. Listed
below are the top twenty (out of more than 700 industries) not including staffing or temporary employment agencies that
may post for a variety of industries. The top 20 industries account for 45 percent of the Philadelphia jobs and are fairly
concentrated in management and computer services.
5% - Management Services 2% - Business Consulting
5% - Management Consulting 2% - Medical Doctors Offices
4% - Accounting, Auditing & Bookkeeping 2% - Insurance Agents, Brokers, & Services
4% - Medical & Hospital Equipment 1% - Pharmaceutical Preparations
3% - Computer Programming Services 1% - General Medical & Surgical Hospitals
3% - Business Services 1% - Computer Systems Design
2% - National Commercial Banks 1% - Fire, Marine & Casualty Insurance
1% - Security Brokers, Dealers & Flotation
2% - Computer Services
Companies
2% - Drugs, Proprpietaries & Druggists'
1% - Engineering Services
Sundries
2% - Radiotelephone Communications 1% - Telephone Communications
The types of positions Philadelphia companies posted over the past year include roles primarily for IT (19 percent),
Finance (13 percent), and Sales (13 percent).
Philadelphia Job Postings by Category % Total Job Postings
IT/Software Development 19%
Accounting/Finance/Insurance 13%
Sales/Retail/Business Development 13%
Medical/Health 8%
Engineering 4%
Administrative/Clerical 4%
Biotech/R&D/Science 4%
Business/Strategic Management 4%
Manufacturing/Production/Operations 3%
Customer Support/Client Care 3%
All Other 25%
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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
HIRING TALENT IN 2011
PHILADELPHIA TALENT Skills
The following data analyzes the supply (resumes) of Listed in the chart below are the top skills made
Philadelphia professionals on Monster. It provides a available by Philadelphia candidates on their
current picture of available Philadelphia talent. Monster accounts. Microsoft Office products top the
list followed by the critical skills of
Listed below are the top ten Philadelphia occupations in Communications, Leadership and Customer
supply and their share of volume. These occupations Service.
account for 84 percent of Philadelphia’s talent.
Office and Administrative Support - 24%
Management - 20%
Computer and Mathematical - 9%
Business and Financial Operations - 7%
Sales and Related - 7%
Arts, Design, Entertainment, Sports, and Media - 4%
Healthcare Practitioners and Technical - 4%
Architecture and Engineering - 3%
Life, Physical, and Social Science - 3%
Production - 3%
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transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of
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9. 9
The charts below give a detailed profile of Philadelphia talent found on Monster from August 2010 to July 2011 including
career experience, education level and work experience. Philadelphia candidates found on Monster are typically Mid-
Career with at most a Bachelor’s Degree and more than 15 years of work experience.
CAREER TALENT Career Level
Nearly one-half (45 percent) of Philadelphia job seekers are
Student Executive
Mid-Career. Thirty-two percent are Managers or above 9% 5%
while 23 percent are emerging into today’s workforce. Entry Level
14% Manager
27%
Mid Career
45%
EDUCATION TALENT Education Level
A strong 47 percent of Philadelphia job seekers have at
least a Bachelor’s Degree while 29 percent have an Certification
Masters or
-Vocational
Associate’s degree or some college experience. 7%
Above
13%
High School
17%
Associate/ Bachelors
Some- 34%
College
29%
EXPERIENCED TALENT
Nearly one-quarter (24 percent) of Philadelphia job seekers Years of Work Experience
have more than 15 years of work experience. The second
largest group is those with 2 to 5 years of experience, which More than 15 Years
comprises 19 percent of job seekers.
10+ to 15 Years
7+ to 10 Years
5+ to 7 Years
2+ to 5 Years
1+ to 2 Years
Less than 1 Year
0% 5% 10% 15% 20% 25% 30%
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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
SUPPLY AND DEMAND ANALYSIS
The following analysis depicts a comparison of Monster job
candidates seeking employment to the volume of job postings in
the eighteen Pennsylvania, New Jersey and Delaware counties
surrounding Philadelphia. It reveals higher supplies of talent in
the counties some distance from Philadelphia, such as Berks,
PA as well as Salem, Cape May, and Gloucester, NJ. These
counties are denoted by the darker green areas in the map.
Recruitment for candidates in other counties, such as Mercer,
NJ and Montgomery and Chester, PA, may be more competitive
as the ratio of resumes per job
posting is much lower than in other
Philadelphia areas. These regions
are shown in the lighter shades.
The types of roles these candidates are seeking span a wide range of areas with the highest volume targeting
Administrative/Clerical (11 percent) opportunities followed by Sales/Retail/Business Development (8 percent) and
Customer Support/Client Care (7 percent).
Philadelphia Job Seekers by Category % Total Job Seekers
Administrative/Clerical 11%
Sales/Retail/Business Development 8%
Customer Support/Client Care 7%
Medical/Health 6%
Accounting/Finance/Insurance 6%
IT/Software Development 6%
Marketing/Product 5%
Manufacturing/Production/Operations 4%
Business/Strategic Management 4%
Human Resources 3%
All Other 40%
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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
The remainder of this report will focus on key Philadelphia professions and their supply and demand measures. Listed
below are the top ten occupations in supply for job seekers and in demand by employers.
Job Seekers
Employers
1. Secretaries/Administrative 1. Computer Software Engineers, 8%
Assistants, 6% 2. Accountants/Auditors, 4%
2. Customer Service Reps., 5% 3. Marketing/Sales Managers, 3%
3. General/Operations Managers, 4% 4. Human Resources Specialists, 3%
4. Marketing/Sales Managers, 4% 5. General/Operations Managers, 3%
5. Misc. Managers, 3% 6. Financial Analysts/Advisors, 3%
6. Computer Software Engineers, 3% 7. Secretaries/Administrative
7. Supervisors/Managers of Office and Assistants, 2%
Administrative Support Workers, 2% 8. Computer Systems Analysts, 2%
8. Computer Systems Analysts, 2% 9. Customer Service Reps., 2%
9. Sales and Related, 2% 10. Financial Managers, 2%
10. Financial Analysts and Advisors, 2% ● ● ●
● ● ●
Thirty-three percent of the supply and 32 percent of the demand in Philadelphia are for the respective top ten
occupation clusters listed above. Three of the ten occupations that are on the top ten employer list are not on the top
ten job seeker list, indicating recruiters might have a challenge finding qualified candidates for some positions.
Listed below are the top 20 out of nearly 2,700 job titles in which Philadelphia job seekers are interested. These 20 job
titles account for 22 percent of Philadelphia talent and have a strong selection of administrative and manager-level
roles.
# Job Titles (1-10) # Job Titles (11-20)
1 Customer Service Representative 11 Receptionist
2 Administrative Assistant 12 (General) Director
3 (General) Manager 13 Registered Nurse (RN)
4 Sales Representative 14 Office and Administrative Support Workers, Other
5 Project Manager 15 Assistant Manager
6 Office Manager 16 (General) Supervisor
7 Clerk/Typist 17 Customer Service
8 Executive Administrative Assistant 18 Human Resources Administrative Assistant
9 Medical Assistant 19 Financial Analyst
10 Retail Salesperson 20 Certified Nursing Assistant
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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
The top 20 (out of over 2,500) Philadelphia job titles posted on Monster.com from August 2010 to July 2011 account for
16 percent of all job titles and represent a mix of industries.
# Job Titles (1-10) # Job Titles (11-20)
1 Software Engineer 11 Assistant Manager
2 Customer Service Representative 12 Truck Driver
3 Sales Representative 13 Accountant
4 Administrative Assistant 14 General Manager
5 Sr. Software Engineer 15 Accounts Payable Clerk
6 Financial Analyst 16 Cost Accountant
7 Product Manager 17 Recruiter
8 Staff Accountant 18 Bus Driver
9 Sr. Accountant 19 Architectural Drafter
10 Sales Executive 20 Registered Nurse (RN)
LABOR PERFORMANCE MATRIX
The Labor Performance Matrix below and on the next page compares job posting and resume performance within
the key Philadelphia occupation clusters.
The size of the circle represents the supply based on the ratio of resumes per job from August 2010 through July
2011. 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.
HOW TO READ THE MATRIX:
Talent Surplus
Not enough jobs to match supply
Plan for increased volume of candidates
Focus on skills migration
Incubator Opportunities (Growth Areas)
High growth potential
High Performance
High volume in jobs and talent
Focus on keeping talent and generating jobs
Talent Shortage
Not enough talent to meet demand
At risk for competition
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Monster, Inc.

13. 13
Talent Surplus
Administrative and Customer Service are the occupations in the Talent Surplus quadrant, showing 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.
Incubator Opportunities (Growth Areas)
The growth occupations span a wide range of categories and are prime for candidate and/or job opportunity expansion.
High Performance
The Sales occupation is squarely in the High Performance zone, while Healthcare, Finance and IT are bordering the
quadrant. Each of these occupations is experiencing an ample volume of both job postings and seekers. The smaller
circle sizes indicate demand may outweigh supply, showing the need for talent recruitment, re-training and retention
management.
Talent Shortage
There are no occupations in the Talent Shortage area, but Healthcare, Finance and IT are close to this region. These
occupations should be monitored to ensure a continuous supply of talent meets the stronger volume of jobs.
The matrix below summarizes occupational supply and demand from August 2010 through July 2011.
Talent Surplus High Performance
Incubator Talent Shortage
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Monster, Inc.

14. 14
In the following analysis, we compare Philadelphia 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 REQUIREMENTS
Sixty-seven percent of job postings are for mid-career Philadelphia - Career Level
talent compared with 45 percent of new resumes. Due Job Postings Resumes
to this imbalance, recruiters may need to be flexible in
their career requirement, most likely leveraging the 4%
Executive 5%
strong excess of over-qualified Manager-level
candidates. 15%
Manager 27%
67%
Experienced (Non-Manager) 45%
13%
Entry Level 14%
1%
Student 9%
EDUCATION LEVEL REQUIREMENTS
Philadelphia recruiters are concentrated in searching for Philadelphia - Education Level
candidates with at most a Bachelor’s Degree (58 Job Postings Resumes
percent) followed by seekers with at most a High School
7%
Degree (24 percent). Candidates are both more senior Masters/Doctorate 13%
and junior, meaning recruiters might be forced to alter
58%
their expectations as well as compensation Bachelors
requirements. 34%
8%
Associate/Some-College 29%
24%
High School 17%
3%
Certification - Vocational 7%
Philadelphia - Years of Experience
EXPERIENCE LEVEL REQUIREMENTS Job Postings Resumes
A high 38 percent of job opportunities are for candidates
with 2 to 5 years of experience compared to only 19 <1%
More than 15 Years 24%
percent of available seekers. It is common that 4%
candidates are more senior compared to available jobs, 10+ to 15 Years
16%
yet Philadelphia has a particularly strong population of 7%
seasoned candidates (40 percent have over 10 years of 7+ to 10 Years 13%
experience). Some recruiters might need to settle on 22%
candidates with more years of experience than desired 5+ to 7 Years 12%
which could lead to higher compensation. 38%
2+ to 5 Years 19%
1+ to 2 Years 16%
9%
13%
Less than 1 Year 7%
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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
JOB TYPE REQUIREMENTS
Seventy-seven percent of Philadelphia job postings are for permanent positions and the remaining 23 percent are for
temporary and intern work, which typically expand during an economic recovery as employers conservatively hire. With
18 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.
Philadelphia Job Type Philadelphia Job Type
New Resumes Job Postings
Intern/
Either Type
Seasonal
Intern/ 17%
1%
Seasonal
<1%
Temp/ Temp/
Contract Contract
1% 22%
Permanent
77%
Permanent
82%
JOB STATUS REQUIREMENTS
Ninety-four percent of job postings are for full-time employment and 6 percent for part-time, while 79 percent of
candidates are open to full-time employment, 3 percent for part-time only, and 18 percent for either. Employers should
have an ample pool of talent to meet their needs within these criteria.
Philadelphia Job Status Philadelphia Job Status
New Resumes Job Postings
Either
Status Part-time
18% 6%
Part-time
3%
Full-time Full-time
79% 94%
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Monster, Inc.

16. 16
COMPENSATION
Compensation expectations for recruiters and candidates are fairly disparate, with recruiters expecting to pay more than
candidates are requiring. The median salary offered from August 2010 to July 2011 was $65,000 and the median salary
candidates were seeking was $50,000. 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.
This gap could also be caused by the talent shortage in the Healthcare, IT and Finance sectors, the latter two which
typically offer higher paying roles.
A majority of Philadelphia job postings (31 percent) offer a salary ranging from $20-40,000 while a majority of
candidates (36 percent) are requiring the same $20-40,000 range.
The chart below shows how far apart Philadelphia employer and candidate compensation requirements are and that the
furthest gap is at $60,000, where 32% of candidates expect to earn at least $60,000 and over 47% of employers expect
to pay 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.

17. 17
DIVERSIFY YOUR RECRUITMENT STRATEGY IN 2011
As the nation emerges from challenging times, 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. With Monster’s 20 network communities integrated into its core site, experts are better able to help individuals
access advice from industry experts and keep on top of trends. These communities also offer employers access to a
pool of targeted candidates.
Play a smart matching game. Have processes and paper work in place, be diligent about screening, and communicate
frequently with hiring managers. Many recruiters are using technology to help quickly match candidates to jobs and
eliminate unqualified applicants. Monster’s semantic 6Sense™ search technology powers our Power Resume Search
application, sorting and ranking candidates so the best are at the top. Using these types of sorting programs, recruiters
save time and money sourcing candidates that precisely match their positions.
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 INTELLIGENCE
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 Intelligence, 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 July 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.

18. 18
Copyright @ 2011 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.