1. LOCAL MARKET
WASHINGTON D.C.
2011 JOB CANDIDATES
Insights and Analysis from Professionals,
Recruiters and Hiring Managers
Sponsored by:
Brought to you by Monster Intelligence

2. 2
WASHINGTON D.C. – 2011 JOB CANDIDATES
With nearly one-quarter of its employment in the Government sector,
Washington D.C.‟s economy and hiring conditions are driven by the
local government presence as well as the professional sectors that
support it. As a result, the area did not experience the dips that other
regions did. Washington D.C. professionals should find improved job
opportunities in 2011 as Government and related opportunities expand.
CNNMoney.com recently ranked Washington D.C. as one of the top
five states with shrinking unemployment, stating the region‟s “numbers
show a genuine rebound in the economy.” TABLE OF CONTENTS
Monster leveraged more than 1.8 million Washington D.C. resumes Hiring Talent in 2011 3
coupled with online job postings for Washington D.C. talent in order to Washington D.C. Talent 3
gain insight into candidates and employers. Data is current through Career Talent 4
December 2010 unless otherwise noted. Additionally, Monster Education Talent 4
surveyed Washington D.C. professionals, HR professionals and hiring
Experienced Talent 4
managers to present a snapshot of activity within the United States on
Job Search Conditions 5
Monster. The surveys were conducted between November and
December 2010.
Market Conditions 6
Market Overview 6
Unemployment Rate 8
Payroll Change 8
Online Recruitment Trends 9
Recruitment Activity 10
Hiring Conditions 11
Supply and Demand Analysis 12
Labor Performance Matrix 14
Career Level Requirements 16
Education Level Requirements 16
Experience Requirements 16
Job Type Requirements 17
About the Sponsor: Job Status Requirements 17
Qualifications and Benefits 18
Compensation 19
Conclusion 20
For over 70 years, Yoh has provided the talent needed for the jobs and Monster Intelligence 20
projects critical to our client‟s success, by providing comprehensive
workforce solutions that focus on Aerospace and Defense,
Engineering, Federal Services, Health Care, Life Sciences, Information
Technology, and Telecommunications. Yoh fulfills immediate resource
needs and delivers enterprise workforce solutions, including Managed
Services, Recruitment Process Outsourcing, Vendor Management
Systems, Independent Contractor Compliance, Statement of Work and
Payroll Services.
For more information, visit www.yoh.com .
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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
HIRING TALENT IN 2011
Washington D.C. Talent Skills
The following data analyzes the supply (resumes) of Listed in the chart below are the top skills made
Washington D.C. professionals on Monster. It provides available by Washington D.C. candidates on their
a current picture of Washington D.C. talent availability Monster accounts. The list is full of technical skills,
in the United States. including computer skills and software packages. The
most popular soft skills include Leadership,
Listed below are the top ten Washington D.C. Communications, and Organization.
occupations in supply and their share of volume. These
occupations account for 89 percent of Washington
D.C.‟s talent.
Office and Administrative Support - 21%
Management - 19%
Computer and Mathematical - 18%
Business and Financial Operations - 10%
Sales and Related - 5%
Architecture and Engineering - 4%
Life, Physical, and Social Science - 4%
Arts, Design, Entertainment, Sports, and Media - 4%
Healthcare Practitioners and Technical - 2%
Installation, Maintenance, and Repair - 2%
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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
The charts below give a detailed profile of Washington D.C. talent found on Monster including career experience,
education level and work experience. Washington D.C. candidates found on Monster are typically Mid-Career with at
least a Bachelor‟s degree and have more than fifteen years of experience.
Career Level
Career Talent
Forty-seven percent of Washington D.C. job seekers in Student Executive
2011 are Mid-Career. Thirty-one percent are Managers or Entry Level 8% 5%
above while 22 percent are emerging into today‟s 14% Manager
workforce. 26%
Mid Career
47%
Education Level
Education Talent Certification
Fifty-nine percent of Washington D.C. job seekers in 2011 -Vocational
Masters or
have at least a Bachelor‟s degree. Twenty-five percent have High School
4%
Above
an Associate degree or some college experience. 12% 21%
Associate/
Some-
College
25%
Bachelors
38%
Years of Work Experience
Experienced Talent More than 15 Years
The majority (21 percent) of Washington D.C. job seekers
have two to five years of experience. The second largest 10+ to 15 Years
group has more than fifteen years of experience (20
7+ to 10 Years
percent).
5+ to 7 Years
2+ to 5 Years
1+ to 2 Years
Less than 1 Year
0% 5% 10% 15% 20% 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.

5. 5
Job Search Conditions
In a recent Monster survey of over 700 Washington D.C. professionals, respondents were asked if they were actively
searching for a new opportunity and why they were looking. The primary reason Washington D.C. professionals are
looking for a job is their salary is not as desired, reflecting widespread cutbacks during the economic downturn. Other
important reasons include seeking a career change and layoffs that occurred and continue to occur in Washington D.C.
These responses show that despite improvements in the economy, uncertainly and frustration still exists.
The top five reasons Washington D.C. professionals are searching for a job include:
1. Salary is not as desired (25 percent)
2. Seeking a career change (22 percent)
3. Layoffs occurring/occurred (22 percent)
4. Limited or no potential for upward mobility (19 percent)
5. Re-entering the workforce (16 percent)
Factors less likely to drive candidates to look for a job were „business is closing‟ and „healthcare benefits not as
desired‟.
Washington D.C. professionals report that they are
Ability to Find Washington D. C. Job
somewhat finding success in meeting their job
Opportunities That Meet Requirements
expectations and requirements. Forty-six percent are
Poor Excellent
finding „Good‟ to „Excellent‟ conditions. 12% 15%
Those respondents that reported „Average‟ to „Poor‟
conditions were asked “What makes it challenging Fair
looking for a job”. The two primary reasons job seekers 11%
had a difficult time finding Washington D.C. positions
were „getting an employer or recruiter to contact them‟
and „finding a job that matches what they want (e.g.,
salary, locations, etc.)‟. Good
31%
From Monster‟s recent survey to Washington D.C. Average
professionals, the majority of respondents (67 percent) 31%
are most comfortable with visiting online job boards to
search for opportunities and post their resumes.
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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
Market Conditions
The nation‟s capital, Washington, D.C. was sheltered from the worst of the economic downturn due to the area‟s strong
reliance on the Government sector. After seeing only slight declines the past few years, the area‟s growth is now being
driven by the rapid increase in Government job opportunities.
Market Overview
Government roles represent a majority 23 percent of total employment in Washington D.C. Besides housing the federal
government, the region accommodates the numerous institutions with close government connections, including foreign
embassies, headquarters for the World Bank and International Money Fund, trade unions, lobbying groups, and
professional associations. Further, private companies from printing to technology support and garner from government
business; this leads to the second strongest employment group, Professional & Business Services, also representing 23
percent of total employment.
Non-government sectors include Education - with stalwart institutions including George Washington University and
Georgetown University, Healthcare - with Washington Hospital Center, and Tourism.1
Washington, D.C.‟s real estate market has followed the city‟s employment pattern, proceeding through the recession
with minor negative impact. In November, the region‟s S&P/Case-Schiller index, which tracks the value of single-family
homes, dropped a slight 0.1 percent over the month and gained 3.5 percent over the year. It was one of only four
markets that reported positive year-over-year expansion.2
In November 2010, Washington D.C. had 2.9 million employed, 184,300 unemployed, and a 6.0 percent unemployment
rate. Note that the Bureau of Labor Statistics figures included in this report represent the entire Washington D.C. region,
including Arlington and Alexandria, Virginia and parts of Maryland and West Virginia. Analyzing the District of Columbia
on its own provides a very different picture since it is a commuter city; it has only 300,000 in the civilian workforce and a
much higher unemployment rate (9.8 percent in November).3
Washington D.C.‟s key employment industries are the following:
Industry Percent of Washington D.C.
Employment
Government 23%
Professional & Business Services 23%
Trade, Transportation & Utilities 13%
Educational & Health Services 12%
Leisure & Hospitality 9%
Other Services 6%
Construction 5%
Finance 5%
All other industries 4%
1
Wikipedia.org
2
Standard & Poors/Case-Schiller Home Price Indices, January 2011
3
Bureau of Labor Statistics, www.bls.gov
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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
Giving evidence of its solid and improving employment situation, Washington D.C. added 49,200 jobs or 1.7 percent of
its workforce from November 2009 to November 2010 compared to a loss of nearly 55,000 the prior year period.
Professional & Business Services (+18,500) added the most jobs, followed by Trade, Transportation & Utilities
(+14,900), Government (+10,900), and Leisure & Hospitality (+10,200).
Moody‟s Economy.com December 2010 forecast predicts an improvement in job conditions over the next twelve
months, with an expected two percent increase in jobs. The strongest percentage increase is expected in Construction
(+7.1 percent).
Washington, D.C.‟s 2011 employment picture is relatively positive, as the federal government sustains both the
government sector and the related professional employment. The economy and employment is expected to report slight
to steady growth, putting the region in a unique position compared to most cities across the nation.
Supporting the forecast of growth, a recent Monster survey of nearly 200 Washington D.C. recruiters and hiring
managers asked “How many positions do they intend to fill in the next six months” and “What percent of the positions
they expect to fill are new openings vs. replacement positions”. A majority of those hiring in the next six months are
filling a limited numbers of roles (50 percent plan to hire less than ten positions) and limited new roles (42 percent plan
that less than 25 percent of positions will be new).
Number of Washington D.C. New Openings versus Replacement Washington D.C.
Positions to Fill in Next Six Months Positions
60% 30%
50%
40% 20%
30%
20% 10%
10%
0% 0%
<10 11-50 >50 <10% 10% - 25% 25% - 50% 50% - 75% 75% - 100%
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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
Unemployment Rate
The unemployment rate in the Washington D.C. area remained low during the turbulent economic times the past few
years, as well as has improved since its peak of 7.0 percent in January 2010. In December, the rate was 5.7 percent,
down slightly from 6.0 percent the prior month. The area‟s unemployment rate is considerably stronger than the nation‟s
December rate of 9.4 percent.
The unemployment rate is a lagging measure that indicates both joblessness and strength of the economy. National
figures are seasonally adjusted.
Washington D.C. vs. National Unemployment Rate, %
Dec'07 - Dec'10
11.0
9.0
7.0
5.0
3.0
Dec-07
Jun-08
Aug-08
Dec-08
Jun-09
Aug-09
Dec-09
Jun-10
Aug-10
Dec-10
Feb-08
Apr-08
Feb-09
Apr-09
Feb-10
Apr-10
Oct-08
Oct-09
Oct-10
Washington D.C. National
Payroll Change
Payroll change has also remained above the national trend the past couple of years. Washington D.C.‟s payroll
expanded 1.9 percent in December. The nation‟s payroll has been expanding the last several months as well and
reached positive 0.9 percent in December.
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.
Washington D.C. vs. National Payroll Growth, % YoY
Dec'07 - Dec'10
4.0
2.0
0.0
-2.0
-4.0
-6.0
Feb-08
Feb-09
Feb-10
Dec-07
Oct-08
Dec-08
Oct-09
Dec-09
Oct-10
Dec-10
Jun-08
Aug-08
Jun-09
Aug-09
Jun-10
Aug-10
Apr-08
Apr-09
Apr-10
Washington D.C. 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.

9. 9
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. As seen below, online job recruitment activity in the Washington D.C. metro area
has steadily improved during 2010 despite a slight slowdown typically seen over the holiday season. Though levels
remain far below 2007 and the first half of 2008, signs are positive that Washington D.C. employment is on the mend.
 By the end of 2010, the Washington D.C. MEI gained 9 percent (+4 points) since a year prior or 29 percent (+11
points) from its January 2010 low point.
 During December, seven of the 21 occupational categories monitored by the Washington D.C. Index showed
reduced online demand for workers from a year ago. The largest losses was seen in Architecture and
Engineering (-39 percent or -13 points) and Life, Physical, and Social Science (-32 percent or -20 points). The
greatest improvements were seen in Construction and Extraction (+55 percent or +21 points) and
Transportation and Material Moving (+51 percent or +32 points).
Monster Employment Index
Washington D.C. YoY Change
110.0 20%
YoY Change, %
90.0 0%
Index=100
70.0 -20%
50.0 -40%
30.0 -60%
Jun-08
Jun-09
Jun-10
Aug-08
Aug-09
Aug-10
Dec-07
Feb-08
Apr-08
Dec-08
Feb-09
Apr-09
Dec-09
Feb-10
Apr-10
Dec-10
Oct-08
Oct-09
Oct-10
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.
Washington D.C. opportunities across all major online job boards have reported positive expansion following two difficult
years.4 Washington D.C. job postings in 2008 fell 8 percent and in 2009 dropped another 12 percent. Postings were
positive throughout 2010 resulting in a 12 percent gain for the year.
Washington D.C. Total "New" Online Job Ads - Dec'07 - Dec '10
Job Ads YoY Change
Index=100, 2007 Average
150.0 30%
20%
YoY Change, %
100.0 10%
0%
50.0 -10%
-20%
0.0 -30%
Dec-07
Jun-08
Aug-08
Dec-08
Jun-09
Aug-09
Dec-09
Jun-10
Aug-10
Dec-10
Feb-08
Apr-08
Feb-09
Apr-09
Feb-10
Apr-10
Oct-08
Oct-09
Oct-10
4
Wanted Technologies, Total New Online Ads, Dec ‟08-Dec‟10
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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
Recruitment Activity
The companies posting Washington D.C. jobs on Monster in 2010 varied across industries. Listed below are the top
twenty (out of nearly 800 industries) not including staffing or temporary employment agencies that may post for a variety
of industries. The top twenty industries posted 61 percent of the Washington D.C. jobs on Monster in 2010, with a
majority (10%) in Accounting, Audit & Bookkeeping.
10% - Accounting, Audit & Bookkeeping 2% - Business Serviecs
6% - Computer Services 2% - Telephone Manufacturing
6% - Management Consulting
2% - Transportation, Communication &
Utilities
6% - Computer Programming Services 1% - Commercial Physical Research
5% - Aeronatuical & Nautical System Manufacturing 1% - Insurance Agents, Brokers & Services
4% - Computer Sytem Design Services 1% - Telephone Communications
3% - Buiness Consulting 1% - Prepackaged Software
3% - Engineering 1% - Eating Places
3% - Job Training 1% - Radio & TV Manufacturing
2% - Aircraft Manufacturing 1% - Management Services
The types of roles Washington D.C. companies posted over the past year include opportunities primarily for IT (26%) as
well as Finance (19 percent) and Sales (10 percent).
Washington D.C. Job Postings by Category % Total Job Postings
IT/Software Development 26%
Accounting/Finance/Insurance 19%
Sales/Retail/Business Development 10%
Business/Strategic Management 7%
Engineering 5%
Administrative/Clerical 3%
Project/Project Management 3%
Medical/Health 3%
Legal 3%
Human Resources 2%
All Other 19%
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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
Hiring Conditions
Surveyed recruiters predict filling Washington D.C. roles will move fairly quickly. Nearly half (46 percent) of respondents
expect it will take an average 31 to 60 days to fill a position and 37 percent predict each opportunity will take fewer than
30 days. 17 percent plan hiring will take more than 60 days.
With the excess of candidates looking for work, it is no surprise that recruiters are having a relatively easy time finding
qualified candidates. A very strong 78 percent of respondents said their ability to find Washington D.C. candidates was
“Good” to “Excellent”.
Those few respondents that reported „Average‟ to „Poor‟
conditions were asked “What makes it hard to find Ability to Find Washington D.C. Professionals
candidates”. The primary reason recruiters and hiring That Meet Requirements
managers had a difficult time recruiting for Washington Fair Poor
D.C. positions was „time required to hire‟, most likely due 5% 1%
to the surplus of resumes that they must review to find Average
16% Excellent
the ideal candidate. The next three challenge areas were
33%
„unclear job descriptions‟, „nothing‟ and „increased
workload‟.
When looking at the challenges of the candidates
themselves, responses reveal that recruiters are
frustrated with the types of candidates they are seeing
and the fact that they cannot offer them adequate Good
compensation. The most popular responses were „not 45%
enough candidates‟, „under-qualified candidates‟, and
„compensation below candidate expectation‟.
Recruiters noted the top five areas with planned hiring in Washington D.C. include:
1. IT (45 percent)
2. Sales (32 percent)
3. Engineering (27 percent)
4. Administrative Support (16 percent)
5. Accounting (11 percent)
Looking at the methods Washington D.C.‟s recruiters and hiring managers use to recruit talent; most respondents (87
percent) are most comfortable with going to online job boards to source candidates.
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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
Supply and Demand Analysis
The Washington D.C. area encompasses counties in the states of Maryland, Pennsylvania, West Virginia, and Virginia.
A comparison of Monster job seekers searching for employment in the market compared to the volume of job postings
in the area reveals higher supplies of talent in the counties of Berkeley in West Virginia and Page and Stafford in
Virginia, denoted by the darker green areas in the map below. Recruitment for candidates in Falls Church City and
Arlington in Virginia and the District of Columbia, noted in light green, may be more competitive as the ratio of resumes
per job posting is comparatively low.
The types of roles these candidates are seeking span a wide range of areas with the highest volume targeting
IT/Software Development (25%), Accounting/Finance/Insurance (18 percent), and Sales/Retail/Business Development
(10 percent). IT dominates one-quarter of the categories for both seekers and recruiters.
Washington D.C. Job Seekers by Category % Total Job Seekers
IT/Software Development 25%
Accounting/Finance/Insurance 18%
Sales/Retail/Business Development 10%
Business/Strategic Management 6%
Engineering 5%
Administrative/Clerical 4%
Project/Program Management 3%
Medical/Heath 3%
Legal 3%
Human Resources 2%
All Other 21%
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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.

13. 13
The remainder of this report will focus on key Washington D.C. professions and how supply and demand measures up
when recruiting for this multifaceted talent pool.
Employers
Job Seekers
1. Secretaries/Administrative 1. Computer Software Engineers, 9%
Assistants, 8% 2. Accountants/Auditors, 6%
2. Computer Software Engineers, 6% 3. Financial Analysts/Advisors, 5%
3. General/Operations Managers, 5% 4. Financial Managers, 4%
4. Computer Systems Analysts, 3% 5. Human Resource Specialists, 3%
5. Other Managers, 3% 6. General/Operations Managers, 3%
6. Marketing/Sales Managers, 3% 7. Computer Systems Analysts, 3%
7. Network/Computer Systems 8. Network/Computer Systems
Administrators, 2% Administrators, 3%
8. Computer/IS Managers, 2% 9. Budget Analysts, 3%
9. Financial Analysts/Advisors, 2% 10. Marketing/Sales Managers, 3%
10. Human Resources Specialists, 2%
● ● ● ● ● ●
Over one-third of the talent supply (37 percent) and demand (43 percent) in Washington D.C. are for the top ten
occupation clusters provided above. Seven of the top ten opportunities in demand may be found among the top
candidates in supply. Plan for extra time to weed through the excess of resumes and seek prospects to transition
candidates into other opportunities.
Listed below are the top 20 out of over 2,700 job titles in which Washington D.C. job seekers are interested. These 20
job titles accounted for 23 percent of the Washington D.C. talent. The list is dominated by IT, administrative and
manager roles.
# Job Titles (1-10) # Job Titles (11-20)
1 Administrative Assistant 11 Business Systems Analyst
2 Project Manager 12 Sr. Software Engineer
3 General Manager 13 Office Manager
4 Software Engineer 14 Assistant Manager
5 Executive Administrative Assistant 15 Research Assistant
6 Customer Service Representative 16 Receptionist
7 Financial Analyst 17 General Director
8 Sales Representative 18 Consultant
9 Office and Administrative Support Workers, Other 19 Programmer Analyst
10 Program Manager 20 Accountant
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14. 14
The top 20 (out of more than 2,700 titles) Washington D.C. job titles posted on Monster.com from January 2010 to
December 2010 were dominated by IT, financial and administrative positions and accounted for 23 percent of all job
titles.
# Job Titles (1-10) # Job Titles (11-20)
1 Budget Analyst 11 Sr. Tax Accountant
2 Finance Manager 12 Loan Officer
3 Software Engineer 13 Lead Lawson Integration Engineer
4 Government Contracts Specialist 14 Visual Basic Programmer
5 Contract Administrator 15 Sr. Software Engineer
6 Auditor 16 Sales Representative
7 Financial Analyst 17 Intelligence Analyst
8 Sr. Accountant 18 Sr. Financial Analyst
9 Technical Recruiter 19 Security Administrator
10 Accountant 20 Controller
Labor Performance Matrix
The Labor Performance Matrix below and on the next page compares job posting and resume performance within
the key Washington D.C. occupation clusters.
The size of the circle represents the supply, based on the ratio of resumes per job from January 2010 through
December 2010. 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 growth in jobs and talent
Focus on keeping talent
Talent Shortage
Not enough talent to meet demand
At risk for competition
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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
Talent Surplus
The Administrative and Sales categories sit in the Talent Surplus quadrant when comparied to other occupations in the
Washington D.C. area. These occupations have a high supply of seekers and a low volume of job postings for the
market. Administrative has a particularly strong surplus of candidates indicated by the size of the circle. The Marketing
and Customer Service categories are close to entering this quadrant with a growing abundance of resumes.
Incubator Opportunities (Growth Areas)
The growth occupations span a wide range of occupations, many of them tending towards the Talent Surplus area.
These areas are prime for job opportunity expansion.
High Performance
IT is in the High Performance quadrant and dominates the supply and demand in Washington, D.C. Finance is also in
this area, but closer to the Talent Shortage quadrant. The circles‟ small size indicates demand might outweigh supply.
As the economy and employment opportunities expand, ensure programs are in place to keep existing talent and
knowledge pool. Plan additional time for recruiting talent into thse positions and look towards realigning training
programs to ensure prompt transition of new hirers.
Talent Shortage
There are no occupations in the Talent Shortage quadrant, supporting the fact that there is a current suplus of
candidates and lack of opportunities in the market.
The matrix below summarizes occupational supply and demand from January 2010 through December 2010.
Talent Surplus High Performance Zone
Incubator Talent Shortage
Zone
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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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16. 16
In the following analysis, we compare Washington D.C.‟s 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
A vast majority of job postings (70 percent) are for Mid-
level candidates, compared to 47 percent of available
seekers. This disparity is typical and indicates recruiters
could have a difficult time hiring, as an excess of under
and over-qualified candidates are in the market.
Education Level
Washington D.C. recruiters primarily seek candidates with
at most a Bachelor‟s Degree (74 percent), while only 38
percent of seekers have at most a Bachelor‟s. As more
seekers than opportunities fall in the Master‟s/Doctorate
and Associate/Some College education level, recruiters
might have to settle for an under or over-qualified
candidate, potentially causing frustration and conflict. Note
the relatively high percentage of Master‟s/Doctorate
candidates (21%), supporting the area‟s highly educated
workforce.
Experience Level
As shown in the chart to the right, Washington D.C.
employers are currently seeking to fill roles for those in
their early to mid-career; a majority 61% percent of
postings are for individuals with 2 to 7 years of experience.
Seekers on the other hand are more distributed, with
concentration in 2 to 5 years (21%) and more than 15
years (20%) of experience.
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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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17. 17
Job Type Requirements
Eighteen percent of 2010 Washington D.C. online positions on Monster are for temporary/contract work while 19
percent of seekers are open to temporary, contract, intern, and seasonal work. Temporary work typically grows the
fastest as the economy improves due to employers hiring conservatively for the short-term. With 79 percent of job
seekers desiring permanent employment and 21 percent willing to step into either a perment or temporary role,
employers should be able to support current hiring needs for this requirement.
Job Status Requirements
Employers should find adequate supply based on employment status: 97 percent of job postings are for full-time
employment and 3 percent for part-time, while 84 percent of candidates are open to full-time employment, 2 percent for
part-time, and 14 percent for either.
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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
Qualifications and Benefits
As employers look through reams of resumes, the most important qualifications Washington D.C. professionals place
the greatest importance on when applying for opportunities is years of work experience (72 percent) and type(s) of work
experience (69 percent). Recruiters agree that the type of work experience and years of experience is critical in the
evaluation of Washington D.C. candidates. When asked “What were the most important qualifications in recruiting
Washington D.C. talent”, hirers responded types of work experience (91 percent) and years of work experience (86
percent) followed closely by personality/cultural fit (75 percent).
Listed below are the most important factors Washington D.C. professionals consider when evaluating a job opportunity.
Note that these characteristics have been influenced by the recessionary economy and corporate scandals over the
past few years, as „salary‟ and „stability of position‟ ranked in first and second, respectively.
Recruiters were also asked how they would rate the same list of factors in terms of their importance to recruiting talent.
Respondents agree that salary, a company‟s reputation and stability of the position are key to landing top talent.
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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.

19. 19
Compensation
Washington D. C. recruiters appear to be offering notably higher compensation than seekers are requiring, giving
encouragement that recruiters can easily satisfy a potential recruit. The median salary offered in 2010 was $85,000 and
the median salary candidates were seeking was $60,000. (Please note these salary requirements may represent total
compensation for some job seekers and only a base salary for others.)
A majority of Washington D.C. job postings on Monster offer a salary in excess of $100,000 (30 percent) while job
seekers requirements are concentrated in the $20-60,000 range (28 percent $40-60,000 and 23 percent $20-40,000).
The most significant disparity between recruiters and seekers is at $60,000, where 75 percent of recruiters offer at least
$60,000 and only 48 percent of candidates are requiring that amount.
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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.

20. 20
Diversify Your Recruitment Strategy in 2011
As the nation emerges from its downturn, 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 December, 2010 unless otherwise indicated.
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.

21. 21
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.