The document provides an analysis of the job market in Chicago in 2011 based on resume and hiring data. It finds that while the economy is improving slowly, professionals will still face challenges finding new opportunities that meet their needs. The top occupations in Chicago are office/administrative support, management, and computer/math. Most candidates have a bachelor's degree or higher and 15+ years of experience. Common reasons for seeking new jobs include layoffs, desire for higher pay or career change. Hiring is expected to be limited, with most employers only filling under 10 positions in the next six months. The unemployment rate is declining but remains higher than the national rate.

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

2. 2
CHICAGO – 2011 JOB CANDIDATES
Chicago professionals should find improved hiring conditions in 2011
as the area slowly rebuilds its economy. It will take time as well as
continued ups and downs to get each of Chicago‟s critical sectors,
including financial services, media, education, and transportation,
productive and hiring.
The Federal Reserve Bank of Chicago, www.federalreserve.gov, is
“cautiously optimistic” about the outlook for 2011. The most recent
economic indications were positive with increased consumer spending,
business spending, and manufacturing production.
TABLE OF CONTENTS
Monster leveraged more than 1.1 million Chicago resumes coupled
with online job postings for Chicago talent in order to gain insight into Hiring Talent in 2011 3
candidates and employers. Data is current through December 2010 Chicago Talent 3
unless otherwise noted. Additionally, Monster surveyed active Chicago Career Talent 4
professionals, HR professionals and hiring managers to present a Education Talent 4
snapshot of activity within the United States on Monster. The surveys Experienced Talent 4
were conducted between November and December 2010. Job Search Conditions 5
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
About the Sponsor: Experience Requirements 16
Job Type Requirements 17
Job Status Requirements 17
Qualifications and Benefits 18
Compensation 19
Staffmark has a long and successful history in the staffing industry.
Founded in 1970, we have now grown to be one of the top ten Conclusion 20
commercial staffing companies in the United States. Staffmark has a
reputation for outstanding customer service, and we are committed to Monster Intelligence 20
matching quality companies with only the most skilled and talented
candidates, the first time, and every time!
We have been in business for over 38 years and have more than 300
locations in 31 states. Our longevity in the market, strategically placed
branch offices, extensive candidate and customer base, and focus on
superior customer support allow us to deliver world-class service on a
targeted, personal level.
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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
Chicago Talent Skills
The following data analyzes the supply (resumes) of Listed in the chart below are the top skills made
Chicago professionals on Monster. It provides a current available by Chicago candidates on their Monster
picture of Chicago talent availability in the United accounts. The list is full of technical skills, including
States. computer skills and software packages, as well as
administrative functions, such as typing, filing, and
Listed below are the top ten Chicago occupations in office equipment. The most popular soft skills include
supply and their share of volume. These occupations Communications, Leadership and Organization.
account for 87 percent of Chicago‟s talent.
Office and Administrative Support - 23%
Management - 21%
Computer and Mathematical - 10%
Business and Financial Operations - 9%
Sales and Related - 8%
Architecture and Engineering - 4%
Arts, Design, Entertainment, Sports, and Media - 3%
Production - 3%
Life, Physical, and Social Science - 3%
Healthcare Practitioners and Technical - 3%
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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 Chicago talent found on Monster including career experience, education level
and work experience. Chicago candidates found on Monster are typically mid-career with at least a Bachelor‟s degree
and have more than fifteen years of experience.
Career Talent Career Level
Forty-five percent of Chicago job seekers in 2011 are mid-
career. Thirty percent are managers or above while 24 Student Executive
percent are emerging into today‟s workforce. Entry Level
9% 5%
Manager
15%
26%
Mid Career
45%
Education Talent Education Level
Fifty-two percent of Chicago job seekers in 2011 have at
least a Bachelor‟s degree. Twenty-four percent have an Certification
-Vocational Masters or
Associate degree or some college experience. 5% Above
High School 15%
14%
Associate/ Bachelors
Some- 37%
College
24%
Experienced Talent Years of Work Experience
The majority (25 percent) of Chicago job seekers have more
than fifteen years of work experience. The second largest More than 15 Years
group has two to five years of experience (18 percent).
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% 10% 20% 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.

5. 5
Job Search Conditions
In a recent Monster survey of nearly 1,000 Chicago professionals, respondents were asked if they were actively
searching for a new opportunity and why they were looking. The primary reason Chicago professionals are looking for a
job is due to layoffs that occurred and continue to occur in Chicago, which shows that despite improvements in the
economy, uncertainly and frustration still exists. Further suggesting discontent among working professionals, other
responses included salary is not as desired, limited or no potential for upward mobility, and seeking a career change.
Re-entry into the workforce was also a common theme. With the uncertainty of the economy many stay at home mom‟s,
retired individuals, and those unemployed for extended periods of time are seeking re-entry into the workforce.
The top five reasons Chicago professionals are searching for a job include:
1. Layoffs occurring/occurred (27 percent)
2. Salary is not as desired (21 percent)
3. Limited or no potential for upward mobility (17 percent)
4. Seeking a career change (16 percent
5. Re-entering the workforce (13 percent)
Factors less likely to drive candidates to look for a job were „relationship with a peer or manager‟.
Chicago professionals report that they are somewhat
finding success in meeting their expectations and Ability to Find Chicaog Job Opportunities That
requirements. Thirty-nine percent are finding „Good‟ to Meet Requirements
„Excellent‟ conditions, which is slightly encouraging Excellent
news in this rebounding region. Poor 10%
18%
Those respondents that reported „Average‟ to „Poor‟
conditions were asked “What makes it challenging
looking for a job”. The two primary reasons job seekers
had a difficult time finding Chicago positions were Good
„getting an employer or recruiter to contact them‟ and Fair 29%
„finding a job that matches what they want (e.g., salary, 17%
locations, etc.)‟.
From Monster‟s recent survey to Chicago professionals,
the majority of respondents (68 percent) are most
Average
comfortable with visiting online job boards to search for 26%
opportunities and post their resume.
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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
Chicago‟s diverse and substantial economy has hit bottom and begun the climb back to positive territory.
Unemployment and payroll change metrics are slowly improving; indicating businesses are stabilizing and expanding.
Despite the positive momentum, Chicago‟s economy and employment will take several years to achieve a full recovery.
Market Overview
Similar to New York City, Chicago has a wide array of business sectors. It is a major world financial center, is the
nation‟s third largest media market, and hosts a significant number of advertising agencies and manufacturing,
publishing, printing, and food processing companies. The area is also a strong transportation and distribution hub, with
an inland port and one-half of the nation‟s freight trains passing through the area. In addition to the city‟s $95 million
highway resurfacing project, O‟Hare has begun a major $15 billion modernization program, which is projected to create
jobs and cash flow through 2026.
Education is a notable employment sector (15 percent of total employment) due to top universities in the area, including
University of Chicago and Northwestern, and its operation of the third largest public school system in the nation with
400,000 students enrolled. Lastly, tourism thrives because of the local attractions and convention facilities attracting
over 35 million visitors annually.1
In November 2010, Chicago had 4.4 million employed, 440,600 unemployed, and a 9.0 percent unemployment rate.
Note the measured area defined by the Bureau of Labor Statistics includes the geography in and around Chicago,
Illinois; Joliet, Indiana; and Naperville, Wisconsin.2
Chicago‟s key employment industries are the following3:
Industry Percent of Chicago
Employment
Trade, Transportation, and Utilities 20%
Professional and Business Services 15%
Educational and Health Services 15%
Government 14%
Manufacturing 10%
Leisure and Hospitality 8%
Finance 7%
Other Services 4%
Construction 4%
All other industries 2%
1
“REJournals.com’s “What’s Next? A Look Ahead at Chicago’s Industrial Market” by James A. McShane 10/12/10
2
Bureau of Labor Statistics, www.bls.gov
3
Chicago Workers Employed by Industry; Bureau of Labor Statistics, October 2010 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.

7. 7
Demonstrating that improvement is happening, but happening slowly, Chicago reported a loss of 62,100 jobs or 1.5
percent of its workforce from October 2009 to October 2010 compared to a loss of 255,400 jobs the prior year period.
The loss in Manufacturing jobs stabilized (-200 drop in jobs) while the drop in Construction (- 22,500 jobs and 13
percent of its employment base) and Professional & Business Services (-15,300 and 2 percent of its workforce)
continued. Education & Health Services was the only sector to expand during the year, adding a minor 4,800 jobs.
Moody‟s Economy.com December 2010 forecast predicts improved job conditions over the next twelve months, with an
expected 2.4 percent increase in jobs. While most sectors are forecasted to expand, the strongest percentage increase
is expected in Professional & Business Services (+6.6 percent).
Like its economy, Chicago‟s housing market is experiencing a slow turnaround. In November, the city‟s Case-Schiller
House Price Index, which tracks changes in the residential housing market, was down a significant 7.6 percent for the
year and 2.2 percent from October to November; it was one of nine markets to report a new low. In September 2010,
42.5 percent of all home sales in the Chicago area were distressed properties and the average price paid for a home
was $238,592, down 4.6 percent from a year earlier.4
Predictions for 2011 are that the year will be similar to 2010, reporting continued positive but measured growth. Chicago
will closely track the national economy and recovery and rely on the nation to generate local momentum, especially in
financial services and transportation.5
Supporting the forecast of constrained growth, a recent Monster survey of more than 400 Chicago 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 (54 percent plan to hire less than ten positions) and very limited new roles (59 percent
plan that less than 25 percent of positions will be new).
Number of Chicago Positions New Openings versus Replacement Chicago Positions
to Fill in Next Six Months 40%
60%
50% 30%
40% 20%
30%
20% 10%
10%
0% 0%
<10 11-50 >50 <10% 10% to 25% 25% to 50% 50% to 75% 75% to 100%
4
Standard & Poors’ Case-Schiller Home Price Indices, November 2010;The Home Front’s “Distressed property bargains create glut in
Chicago housing market” by Don Debat 10/27/10
5
The PNC Financial Services Group’s “Regional Economic Outlook” Fourth Quarter 2010
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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
Improvement in the Chicago unemployment rate supports indications of a recovering economy. The city‟s rate has fallen
from its peak of 11.7 percent in January 2010 to 9.0 percent in November. The area‟s unemployment rate is stronger
than the nation‟s November rate of 9.8 percent (and December rate of 9.4 percent) and Illinois‟ 9.6 percent November
rate.
The unemployment rate is a lagging measure that indicates both joblessness and strength of the economy. National and
state figures are seasonally adjusted.
Chicago vs. National Unemployment Rate, %
Nov '07 - Nov '10
13.0
11.0
9.0
7.0
5.0
3.0
Nov-07
May-08
Nov-08
May-09
Nov-09
May-10
Nov-10
Jan-08
Jul-08
Jan-09
Jul-09
Jan-10
Jul-10
Mar-08
Sep-08
Mar-09
Sep-09
Mar-10
Sep-10
Chicago National
Payroll Change
Job creation in the Chicago metro area dropped a slight 1.2 percent in November; though still negative, this
performance continued a significant improvement trend seen throughout 2010. As comparison, the nation‟s payroll has
reported strong recovery with positive expansion since August and a solid 0.6 percent growth in November.
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.
Chicago vs. National Payroll Growth, % YoY
Nov '07 - Nov '10
2.0
0.0
-2.0
-4.0
-6.0
-8.0
Nov-07
May-08
Nov-08
May-09
Nov-09
May-10
Nov-10
Jan-08
Jan-09
Jan-10
Mar-08
Jul-08
Sep-08
Mar-09
Jul-09
Sep-09
Mar-10
Jul-10
Sep-10
Chicago 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 Chicago 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 Chicago employment is on the mend.
 By the end of 2010, the Chicago MEI gained 30 percent (+14 points) since a year prior or 42 percent (+23
points) from its January 2010 low point.
 During December, only 1 of the 21 occupational categories monitored by the Chicago Index showed reduced
online demand for workers from a year ago: Military Specific (-6 percent or -5 points). The greatest
improvements were seen in Personal Care and Service (+13 percent or 55 points) and Transportation and
Material Moving (+69 percent or +46 points).
Monster Employment Index
Chicago YoY Change
140.0 40%
120.0 20%
YoY Change, %
Index=100
100.0 0%
80.0 -20%
60.0 -40%
40.0 -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.
Chicago opportunities across all major online job boards have reported positive expansion following two difficult years.6
Chicago job postings in 2008 fell 28 percent and in 2009 dropped another 24 percent. Postings were positive throughout
2010 resulting in a significant 28 percent gain for the year.
Chicago "New" Online Job Ads - Dec'07 - Dec '10
Job Ads YoY Change
Index=100, 2007 Average
120.0 60%
100.0 40%
YoY Change, %
80.0 20%
60.0 0%
40.0 -20%
20.0 -40%
0.0 -60%
Dec-07
Feb-08
Dec-08
Feb-09
Dec-09
Feb-10
Dec-10
Oct-08
Oct-09
Oct-10
Jun-08
Aug-08
Jun-09
Aug-09
Jun-10
Aug-10
Apr-08
Apr-09
Apr-10
6
Wanted Technologies, 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 Chicago 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 46 percent of the Chicago jobs on Monster in 2010, with the highest volume
(9 percent) in Industrial & Personal Service Paper (wholesale trades).
9% - Industrial & Personal Service Paper 1% - Eating Places
6% - Accounting, Auditing & Bookkeeping 1% - Business Consulting
5% - Management Consulting 1% - Social Services
4% - Computer Programming Services 1% - Highway & Street Construction
3% - Radio & Telephone Communications 1% - Trucking
2% - Business Services 1% - Grocery Stores
2% - Insurance Agents, Brokers & Services 1% - Management Services
2% - Computer Related Services 1% - Security Broker & Dealers
2% - Fire, Marine & Casualty Insurance 1% - Personal Credit Institutions
2% - Advertising Agencies 1% - Pharmaceutical Manufacturers
The types of roles Chicago companies posted over the past year include opportunities largely for Finance (19 percent),
IT (17 percent), and Sales (15 percent).
Chicago Job Postings by Category % Total Job Postings
Accounting/Finance/Insurance 19%
IT/Software Development 17%
Sales/Retail/Business Development 15%
Marketing/Product 5%
Business/Strategic Management 5%
Medical/Health 4%
Engineering 4%
Logistics/Transportation 4%
Administrative/Clerical 3%
Manufacturing/Production/Operations 3%
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.

11. 11
Hiring Conditions
Surveyed recruiters predict filling Chicago 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 29 percent predict each opportunity will take fewer than 30 days.
24 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 71 percent of respondents said their ability to find Chicago 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 Chicago Professionals That
candidates”. The primary reason recruiters and hiring Meet Requirements
managers had a difficult time recruiting for Chicago Fair Poor
positions was „time required to hire‟, most likely due to 6% 2%
Excellent
the surplus of resumes that they must review to find the 26%
ideal candidate. The next two challenge areas were
Average
„insufficient budget‟, showing that budgets are still 21%
constrained, and „unclear job descriptions‟.
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
compensation. The most popular responses were Good
„under-qualified candidates‟, „not enough candidates‟, 45%
and „compensation below candidate expectation‟.
Recruiters noted the top five areas with planned hiring in Chicago include:
1. Sales (43 percent)
2. IT (34 percent)
3. Engineering (29 percent)
4. Accounting (19 percent)
5. Manufacturing/Production (18 percent)
Looking at the methods Chicago‟s recruiters and hiring managers use to recruit talent, most respondents (86 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 Chicago area encompasses counties in the states of Illinois and Indiana. A comparison of Monster job seekers
seeking employment in the market compared to the volume of job postings in the area reveals higher supplies of talent
in the counties of DeKalb in Illinois and Jasper in Indiana, denoted by the darker green areas in the map below.
Recruitment for candidates in Lake, Cook and Grundy in Illinois, 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
Accounting/Finance/Insurance (18 percent), IT/Software Development (16 percent), and Sales/Retail/Business
Development (15 percent).The Chicago seekers are more concentrated and Administrative/Clerical roles ranked much
lower compared with other regions.
Chicago Job Seekers by Category % Total Job Seekers
Accounting/Finance/Insurance 18%
IT/Software Development 16%
Sales/Retail/Business Development 15%
Medical/Health 5%
Marketing/Product 5%
Logic/Transportation 4%
Business/Strategic Management 4%
Engineering 4%
Administrative/Clerical 4%
Manufacturing/Production/Operations 3%
All Other 22%
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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 Chicago 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, 8%
Assistants, 6% 2. Marketing/Sales Managers, 4%
2. General/Operations Managers, 4% 3. Computer Systems Analysts, 4%
3. Marketing/Sales Managers, 4% 4. General/Operations Managers, 4%
4. Customer Service Representatives, 5. Human Resource Specialists, 3%
4% 6. Accountants/Auditors, 3%
5. Other Managers, 4% 7. Secretaries/Administrative
6. Computer Software Engineers, 3% Assistants, 3%
7. Financial Analysts/Advisors, 3% 8. Financial Analysts/Advisors, 3%
8. Sales and Related, 2% 9. Computer Hardware Engineers, 2%
9. Computer Systems Analysts, 2% 10. Financial Managers, 2%
10. Human Resources Specialists, 2%
● ● ●
● ● ●
Over one-third of the talent supply (34 percent) and demand (36 percent) in Chicago 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 Chicago job seekers are interested. These 20 job titles
accounted for 26 percent of the Chicago talent. The frequency of administrative, customer service and manager roles,
common across regions, is particularly strong in Chicago.
# Job Titles (1-10) # Job Titles (11-20)
1 Administrative Assistant 11 Office Manager
2 Customer Service Representative 12 Receptionist
3 Sales Representative 13 Software Engineer
4 General Manager 14 Business Systems Analyst
5 Assistant Manager 15 Clerk/Typist
6 Project Manager 16 Call Center Representative - Financial Services
7 Executive Administrative Assistant 17 General Director
8 Customer Service Associate 18 Medical Assistant
9 Office and Administrative Support Workers, Other 19 Accountant
10 Financial Analyst 20 Programmer - Entry Level
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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.

14. 14
The top 20 (out of more than 2,500 titles) Chicago job titles posted on Monster.com from January 2010 to December
2010 were dominated by IT, financial and administrative positions and accounted for 22 percent of all job titles.
# Job Titles (1-10) # Job Titles (11-20)
1 Hardware Test Engineer 11 Customer Service Representative
2 Sales Representative 12 Software Engineer
3 Group Leader 13 Regional Sales Manager
4 Lawson System Administrator 14 Actuarial Analyst
5 Product Manager 15 Consulting Manager
6 Executive Administrative Assistant 16 Administrative Assistant
7 Quality Services Supervisor 17 Sr. Consultant
8 Sr. Accountant 18 Financial Analyst
9 Staff Accountant 19 Manufacturing Engineering, Other
10 Executive Recruiter 20 Engagement Manager
Labor Performance Matrix
The Labor Performance Matrix below and on the next page compares job posting and resume performance within
the key Chicago 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
Administrative, Customer Service and Production sit in the Talent Surplus quadrant. These occupations each have a
lack of job opportunities and surplus of seekers. Chicago recruiters will spend extra time recruiting for these sectors as
additional screening will be required. Recruiters 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 occupations, many of them tending towards the Talent Surplus area.
These areas are prime for candidate and/or job opportunity expansion.
High Performance
IT, Sales, and Finance sit in the High Performance quadrant, meaning there is a steady volume of both job postings and
seeker resumes. The circles‟ small size indicates demand might outweigh supply; categories may drift into the talent
shortage quadrant. 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 a current surplus of candidates and lack of
opportunities in Chicago.
The matrix below summarizes occupational supply and demand from January 2010 through December 2010.
High Performance Zone
Talent Surplus
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 Chicago‟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 (71 percent) are for Mid-level
candidates, compared to 45 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
Chicago recruiters primarily seek candidates with at most a
Bachelor‟s Degree (67 percent), while only 37 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.
Experience Level
As shown in the chart below, Chicago employers are
currently seeking to fill roles for those in their early to mid-
career; 61 percent of postings are for individuals with 2 to 7
years of experience. Seekers, on the other hand, are more
experienced; 55 percent have over 7 years of experience.
While, again, this disparity is typical, it shows that recruiters
might be challenged as they try to fill the ranks with lower
level, less expensive hires compared to the seekers
available. Further, companies risk the potential „brain drain‟
from the loss of more senior employees.
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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
Job Type Requirements
Twenty percent of current Chicago online positions on Monster are for temporary/contract work while 20 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
permanet employment and 20 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: 95 percent of job postings are for full-time
employment and 5 percent for part-time, while 80 percent of candidates are open to full-time employment, 2 percent for
part-time, and 18 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 Chicago professionals place the
greatest importance on when applying for opportunities is type(s) of work experience (76 percent) and years of work
experience (73 percent). Recruiters agree that the type of work experience is critical in the evaluation of Chicago
candidates. When asked “What were the most important qualifications in recruiting Chicago talent”, hirers responded
types of work experience (90 percent) and years of work experience (80 percent) followed closely by personality/cultural
fit (76 percent).
Listed below are the most important factors Chicago 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 „stability of position‟ and „salary‟ 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.
While stability of position and salary ranked high, bonuses and raises was the number one featured factor in recruiting
talent. This may be further evidence of recruitment struggles as employers try to entice those golden employees.
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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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19. 19
Compensation
Compensation expectations for recruiters and candidates are in fairly close alignment, giving encouragement that
recruiters can easily satisfy a potential recruit‟s salary expectations. The median salary offered in 2010 was $62,500
and the median salary candidates were seeking was $50,000. (Please note these salary requirements may represent
total compensation for some job seekers and only a base salary for others.)
A majority of both Chicago job postings and job seekers on Monster offer/desire a salary ranging from $20-40,000 (31
percent and 35 percent, respectively).
The most significant disparity between recruiters and seekers is at $60,000, where a higher percentage of employers
offer greater salaries than candidates are requiring. Sixty-seven percent of Chicago job seekers expect to earn less than
$60,000 though only 56 percent of employers plan to offer less than $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.

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.