The Engineering Job Conditions Report offers a comprehensive view of the Engineering job market. This study highlights online job postings and candidate resume activity across the United States and focuses on Engineering professionals and recruiters looking to hire Engineering talent. Gain insight on online recruitment trends, supply and demand conditions, and how job seeker characteristics mesh against employer needs. Plus, see what Engineering professionals reveal about their careers in Engineering, job search obstacles, and most valued skills and qualifications. This report provides: A look at recruiters and hiring managers and their plans for acquiring Engineering talent in 2011 Insight on Engineering professionals and their careers, job search obstacles and valued qualifications and skills

1. UNITED STATES
ENGINEERING
2011 JOB CANDIDATES
Insights and Analysis from Professionals,
Recruiters and Hiring Managers
Brought to you by Monster Intelligence

2. 2
ENGINEERING – 2011 JOB CANDIDATES
The Engineering sector is showing positive signs for 2011. Online job
postings are on the rise. The Bureau of Labor Statistics forecasts the
occupation to grow 11% by 2018. Recruiters are having an adequate
time filling roles and meeting employer requirements. Compensation
levels are high. “In an economy that‟s struggled over the last few years
and is slowly making its way back, engineering has consistently been a
1
promising field and it looks to only get better.”
Despite the positive momentum, the industry‟s primary challenge lies in
educating and training sufficient candidates to meet employer
expectations. Skills and disciplines are constantly evolving. The TABLE OF CONTENTS
candidate pool is well-educated, yet has a surplus of more senior
candidates. The world is becoming increasingly Engineering-focused Hiring Talent in 2011 3
and the U.S. risks lagging behind. Engineering Talent 3
Career Talent 5
The report details hiring conditions, market conditions, and talent Education Talent 5
supply and talent demand comparisons to provide an in-depth look at Experienced Talent 5
the evolving Engineering sector. States and Major Markets 6
Job Search Conditions 7
Monster leveraged more than 1.2 million Engineering resumes coupled
with online job postings for talent across the United States in order to Market Conditions 8
gain insight into candidates and employers. Data is current through Market Overview 8
March 2011 unless otherwise noted. Additionally, Monster surveyed Online Recruitment Trends 10
active Engineering professionals, HR professionals and hiring Recruitment Activity 11
managers to present a snapshot of activity within the United States. Hiring Conditions 12
The surveys were conducted between November and December 2010.
Supply and Demand Analysis 13
Labor Performance Matrix 15
Career Level Requirements 17
Education Level Requirements 17
Experience Requirements 17
Job Type Requirements 18
Job Status Requirements 18
Qualifications and Benefits 19
Compensation 20
Conclusion 21
Monster Intelligence 21
1
Balderrama, Anthony. “Industries to Watch: Engineering” AOL Jobs. 1/27/11.
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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
Engineering Talent Skills
The following data analyzes the supply (resumes) of Listed in the chart below are the top skills made
Engineering professionals on Monster nationwide. It available by Engineering candidates on their
provides a current picture of key Engineering job seeker Monster accounts. The list is full of specific
availability in the United States. technical skills, including computer skills, software
packages, and Engineering-related terms.
The top Engineering occupations in supply are fairly
diversified, with the top 10 representing 81 percent of
all candidates.
Electical and Electronics Engineers - 16%
Mechanical Engineers - 10%
Engineering Managers - 9%
Industrial Engineers - 8%
Engineers, All Other - 8%
Computer Hardware Engineers - 8%
Electrical and Electronic Engineering Technicians - 6%
Industrial Engineering Technicians - 6%
Civil Engineers - 5%
Materials Engineers - 5%
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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
In a recent Monster survey of more than 1,000 Engineering professionals and 300 Engineering employers, respondents
were asked “Which of the following „hard‟ skills are most in supply/demand when looking for the ideal Engineering
job/candidate?” Hard skills are technical requirements of a job or activity that are teachable, often requiring on-the-job
training or more formal education such as that provided by a college or university.
The two key Engineering hard skills referenced by more than 60 percent of employer respondents were Project
Mangement and Design. Consistent with the top skills in supply referenced on the prior page, Engineering professionals
highly ranked Project Management, Microsoft Products and Design.
Engineering professionals and employers were each asked “Which of the following „soft‟ skills are most in
supply/demand when looking for the ideal Engineering job/candidate?”
Engineering professionals and employers agree that Problem Solving is a key success factor (63 percent and 72
percent, respectively). Professionals rank Teamwork and Communication next in importance for Engineering roles
while recruiters rank Self-Confidence and Work Ethic. Note that Leadership is one of the least important soft skill to
recruiters, but was ranked fourth by 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.

5. 5
The charts below give a detailed profile of Engineering job seekers found on Monster including career experience,
education level and work experience. Engineering candidates found on Monster are typically Mid-Career with at least a
Bachelor‟s degree and more than fifteen years of experience.
Career Talent
A steep 57 percent of Engineering job seekers are Career Level
Mid-Career. Twenty-five percent are Managers or Student Executive
above while 18 percent are emerging into today‟s 5% 2%
Entry Level Manager
workforce. 13% 23%
Mid Career
57%
Education Talent Education Level
Engineering seekers are an educated group. Sixty-
Certification
eight percent of Engineering job seekers have at -Vocational
least a Bachelor‟s degree. Twenty-seven percent High School 4% Masters or
have an Associate degree or Some-college Associate/ 5% Above
experience. Some- 24%
College
27%
Bachelors
44%
Years of Work Experience
Experienced Talent More than 15 Years
A majority of Engineering job seekers are seasoned
professionals. A strong 44 percent have over 10 10+ to 15 Years
years of experience while 17 percent have 2 to 5 7+ to 10 Years
years of experience.
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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6. 6
States and Major Markets
Detailing Engineering resumes by state shows the strong population of job seekers in California and Texas, as well as
on the East coast. In order of volume, the states with the most active Engineering resumes are California, Texas,
Florida, Michigan and Ohio; each has over 5 percent of all Engineering job seeker resumes.
The top 20 markets account for 58 percent of all Engineering job seeker resumes. Los Angeles and New York City have
the strongest concentration of candidates, each with a 6 percent share.
Engineering Resumes on Monster.com, May '10 - Apr '11
Top 20 U.S. Markets - Highest Volume
6% 6%
5% 5%
4% 4% 4% 3% 3%
3% 2%
2% 2% 2% 2% 2% 2% 1% 1% 1%
Dallas
Denver
Cleveland
Houston
Orlando
Chicago
Phoenix
Minneapolis
Raleigh-
Seattle
Los Angeles
Tampa
Boston
Atlanta
New York
San Francisco
Philadelphia
Washington
San Diego
Detroit, MI
Durham
D.C.
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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
Job Search Conditions
The primary reason Engineering professionals are looking for a job is due to layoffs that occurred and continue to occur,
which shows that despite improvements in the economy, uncertainly still exists. The second most popular response was
undesirable salary, suggesting that many professionals have accepted or maintained positions below their worth to
maintain employment through difficult times. As more jobs become available many may leave current employment to
seek higher compensation.
The top five reasons Engineering professionals are searching for a job include:
1. Layoffs occurring/occurred (24 percent)
2. Salary is not as desired (16 percent)
3. Re-entering the workforce (16 percent)
4. Limited or no potential for upward mobility (13 percent)
5. Relocating/moving (12 percent)
Factors less likely to drive candidates to look for a job were „relationship with peer‟, „relationship with manager‟, and
„healthcare benefits are not as desired‟.
Engineering professionals report that they are
somewhat finding success in meeting their job
expectations and requirements. A solid 44 percent are
finding „Good‟ to „Excellent‟ conditions.
Those respondents that reported „Average‟ to „Poor‟
conditions were asked “What makes it challenging
looking for a job?”
The three primary reasons job seekers had a difficult
time finding Engineering positions were „finding a job
that matches what they want (e.g., salary, locations,
etc.)‟, „getting an employer or recruiter to contact them‟,
and „too few jobs‟.
From Monster‟s recent survey to Engineering
professionals, the majority of respondents (68 percent)
are most comfortable with going to online job boards to
search for 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.

8. 8
Market Conditions
The economic downturn in 2009 negatively impacted the Engineering occupation as firms were forced to cut their
budgets, reduce research and design initiatives, and institute layoffs. 2010 brought constrained and variable growth.
Initial indications for 2011 are positive, yet can vary widely across the array of Engineering disciplines.
Market Overview
Engineers‟ primary job, defined by the Bureau of Labor Statistics (BLS), is to “apply the principles of science and
mathematics to develop economical solutions to technical problems.” Engineers offer critical skills to develop product
and infrastructure, provide manufacturing solutions, cut costs, innovate, improve the environment, and advance new
technology. The field is incredibly wide and diverse; the BLS identifies 17 engineering specialties, each with numerous
subdivisions.
There are several factors influencing Engineering occupations today:
The constant need for the design and development of new products and technology, including the push for
more efficient processes to enhance profitability and competitiveness
Continued population growth demands more infrastructure, food, energy and clean water, each of which
engineers are tasked with developing
Related to population growth, is the expanding aging population which requires increased medical care and
medical products, spurring the growth in particular of Biomedical Engineers
Expanding concern for our environment, driving for example the investigation of solar energy, minimizing
environmental hazards, and making products and processes safe
International competition is stunting U.S. job expansion, in particular for Computer Hardware, Electrical and
Electronics Engineers
In 2008, approximately 36 percent of engineering jobs were in manufacturing industries, 30 percent in professional,
scientific and technical service industries, 12 percent in government roles, and the remainder divided among
2
construction, telecommunications, wholesale trade and other industries.
Engineering remains one of the highest paying occupations. The National Association of Colleges and Employers
recent 2010 survey ranked Engineering roles in eight of the top 10 highest paying majors (each of them in excess of
$57,000) as well as noted that select Engineering roles had some of the largest year-over-year salary increases (for
3
example, Electrical Engineer offers were up 4.4 percent to $61,690), an encouraging sign for the sector.
Contributing to the high salaries is the sector‟s constant shortage of qualified candidates. The Presidential
Administration has taken a strong initiative to develop the nation‟s critical “STEM” (Science, Technology, Engineering,
and Mathematics) occupations by exposing grade school children at an early age, better training teachers, and
4
providing more hands-on education.
Related to candidate shortage is the U.S.‟s Engineering brain drain. Not only are foreign nationals coming to the U.S. for
Engineering education and then heading back to their home countries (more than 50 percent of Engineering doctoral
degrees are awarded to foreign nationals), but also many countries are rapidly escalating their own Engineering
programs, meaning fewer foreign nationals could eventually come to the U.S. for education.
As comparison, one-third of U.S. bachelor degrees are in Science and Engineering compared to 63 percent in Japan
and 56 percent in China. “The blunt truth is that unless we produce more STEM-capable workers, U.S. technology
4
leaders will be forced to offshore more high-tech jobs and with them, our best shot at keeping America competitive.”
2
Bureau of Labor Statistics
3
Hopkins, Katy. “Brighter Job Outlook for Class of 2011.” Usnews.com. 3/9/11.
4
The STEM Lab Report’s “STEM and the Workforce of the Future.” November 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.

9. 9
Despite the challenges that the industry faces, long term prospects are positive. According to the BLS, engineers held
1.6 million jobs in 2008 and employment opportunities are forecasted to grow 11% to 1.8 million by 2016. The chart
below shows the five top engineering disciplines, which represent 65% of the total engineering field.
Key Engineering Occupations 2008 2018 % Growth
Civil Engineers 278 346 +24%
Mechanical Engineers 239 253 +6%
Industrial Engineers 215 245 +14%
Electrical Engineers 158 161 +2%
Electronics Engineers, except Computers 144 144 +0%
TOTAL ALL ENGINEERING OCCUPATIONS 1,572 1,750 +11%
Out of the total 178,000 engineering jobs created from 2008 to 2018, the greatest number of new jobs will be for Civil
Engineers (67,600) and Industrial Engineers (30,600).
Another encouraging detail for the occupation, U.S. News & World Report recently listed the best 50 U.S. careers for
2011 and four of them (Biomedical Engineer, Civil Engineer, Computer Software Engineer, and Environmental
Engineering Technician) were engineering-related careers. These careers were ranked strongly based on their
expected growth (at the top, Biomedical Engineers are forecasted to increase an extraordinary 72% over the next
decade, from 16,000 to 27,600 as the aging baby boom generation requires more medical procedures and medical
innovation), good pay, and varied educational requirements.
With business and consumer confidence reviving in 2011, Engineering roles will evolve as well. The sector will need to
address the candidate shortages over the long term, including working with universities, local education programs and
associations to ensure a full pipeline of trained Engineering candidates, as well as work to continually educate and hone
the skills of those already in the workforce.
A recent Monster survey of nearly 350 Engineering recruiters and hiring managers supports the constrained optimism.
The respondents were asked “How many Engineering positions do you intend to fill in the next six months?” and “What
percent of the Engineering positions you expect to fill are new openings versus replacement positions?”
A majority of those hiring in the next six months are filling a limited numbers of roles (64 percent plan to hire less than
ten positions). Further, employers are filling a minimal amount of new roles, as 46 percent plan that less than 25 percent
of positions will be new versus replacement ones.
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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
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, each of the three indices noted here (National, Architecture &
Engineering, and Information) reported positive momentum in 2010 followed by a cautious December or January dip
and then improved performance in February and March 2011.
The Architecture & Engineering MEI follows online job postings for a wide selection of architects, drafters and
engineers. The Index rose 5 points (+5 percent) from February to March 2011 but gained an impressive 13
points (+15 percent) year-over-year. It hit its low point of 73 in July 2009.
The Information MEI, which is an industry group that includes technology, as well as other information sectors
such as publishing, motion picture, broadcasting, and telecommunications, reported similar trends. The Index
gained 3 points (+4 percent) both month-over-month and year-over-year in March 2011. The Information Index
hit its low point of 67 in July 2009.
Monster Employment Index
National Arch/Eng (Occupation) Information (Industry)
190
170
150
130
110
90
70
50
Jan-09
Jan-10
Jan-11
Jul-08
Mar-08
Mar-09
Jul-09
Mar-10
Jul-10
Mar-11
Sep-09
Sep-08
Sep-10
May-08
Nov-08
May-09
Nov-09
May-10
Nov-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.
Engineering opportunities across all major online job boards have reported positive expansion following two difficult
5
years. Job postings in 2008 fell 6 percent and in 2009 dropped 36 percent. After declining the first two months, job
postings reported positive growth for the remainder of 2010, ending the year with a 33 percent gain. The first quarter of
2011 job advertisements continued the positive trend with a 54 percent increase over the prior year.
Engineering Total "New" Online Job Ads - Mar '08 - Mar '10
Job Ads YoY Change
Index=100, 2008 Average
120.0 100%
100.0
YoY Change, %
50%
80.0
60.0 0%
40.0
-50%
20.0
0.0 -100%
May-08
Sep-08
May-09
Sep-09
May-10
Sep-10
Jul-08
Jan-09
Jul-09
Jan-10
Jul-10
Jan-11
Nov-08
Nov-09
Nov-10
Mar-08
Mar-09
Mar-10
Mar-11
5
Wanted Technologies, Total New Online Ads, Jan ’09-Jan’11
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11. 11
Recruitment Activity
A variety of companies are seeking Engineering professionals on Monster. Listed below are the top ten (out of more
than nearly 800 industries) not including staffing or temporary employment agencies that may post for a variety of
industries. The industries span a wide range and the top ten only represent 34 percent of the Engineering jobs on
Monster from April 2010 to March 2011.
11% - Engineering Services 2% - Business Consulting
4% - Semiconductors and Related
2% - Management Consulting
Services
3% - Highway and Street 2% - Computer Programming
Construction Services
3% - Search and Navigation 2% - Accounting, Auditing,
Equipment Bookkeeping
3% - Radiotelephone 2% - Commercial Physical and
Communications Biological Research
The types of roles Engineering companies posted from April 2010 to March 2011 include roles primarily for
Electrical/Electronics Engineering (25 percent), Mechanical Engineering (17 percent), and Industrial/Manufacturing
Engineering (15 percent).
Engineering Job Postings by Category % Total Job Postings
Electrical/Electronics Engineering 25%
Mechanical Engineering 17%
Industrial/Manufacturing Engineering 15%
Systems/Process Engineering 10%
CAD/Drafting 6%
Civil & Structural Engineering 5%
RF/Wireless Engineering 5%
Energy/Nuclear Engineering 4%
Aeronautic/Avionic Engineering 4%
Chemical Engineering 3%
All Other 6%
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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
Hiring Conditions
Recruiters surveyed by Monster are taking time to sort through the Engineering candidates to land the ideal employee.
Recruiters predict more than half (54 percent) of opportunities will take an average of 31 to 60 days to fill. Thirty percent
of respondents expect opportunities to take more than 60 days to fill and 15 percent plan for less than 30 days.
With the excess of candidates looking for work, recruiters are having a relatively easy time finding qualified candidates.
61 percent of respondents said their ability to find Engineering candidates was „Good‟ to „Excellent‟, though most
responses were concentrated in „Good‟ (46 percent).
The minority of respondents that reported „Average‟
to „Poor‟ conditions were asked “What makes it
Ability to Find Engineering Professionals
hard to find candidates?” to Meet Requirements
Poor
Fair Excellent
The primary reason recruiters and hiring managers 3%
7% 15%
had a difficult time recruiting for Engineering talent
is the „time required to hire‟. Extra time is required
to sort through the various skills and experiences of
candidate resumes and match them to the
requirements of the position. Additionally, increased
workloads and unclear job descriptions from hiring Average
managers were also noted as causing delays. 29%
When looking at the challenges of the candidates
themselves, responses were few and varied. Some
hirers noted there were „under qualified Good
candidates‟, „not enough candidates‟, and 46%
„compensation below candidate expectations‟.
Recruiters noted the top five Engineering areas with
planned hiring include:
1. Electrical (54 percent)
2. Mechanical (54 percent)
3. Manufacturing (39 percent)
4. Computer (28 percent)
5. Industrial (19 percent)
From Monster‟s recent survey to Engineering recruiters and hiring managers, a majority of respondents (78 percent) are
most comfortable with going to online job boards to source candidates, where a majority of candidates are posting 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.

13. 13
Supply and Demand Analysis
Below is a comparison of Monster job seekers searching for employment in the Engineering segment compared to the
volume of Engineering job postings by state. The dark green areas reveal higher supplies of candidates; these states
include Florida, Mississippi, New Hampshire, and Georgia. Recruitment for candidates in lighter green areas such as
Washington D.C., Wisconsin, Iowa, and Wyoming, where the ratio of resumes per job posting is lower than in other
areas, may have more competitive hiring conditions.
The types of roles these candidates are seeking span a range of Engineering disciplines with the highest volume
targeting Electrical/Electronics (16 percent) and Industrial/Manufacturing (15 percent).
Engineering Job Seekers by Category % Total Resumes
Electrical/Electronics Engineering 16%
Industrial/Manufacturing Engineering 15%
Mechanical Engineering 13%
CAD/Drafting 11%
Systems/Process Engineering 9%
Aeronautic/Avionic Engineering 7%
Energy/Nuclear Engineering 7%
Civil & Structural Engineering 6%
RF/Wireless Engineering 5%
Environmental and Geological Engineering 5%
All Other 6%
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14. 14
The remainder of this report will focus on key Engineering professions and how supply and demand measures up when
recruiting for this multifaceted talent pool.
Employers
Job Seekers
1. Electrical/Electronics Engineers, 16% 1. Electrical/Electronics Engineers, 17%
2. Mechanical Engineers, 10% 2. Industrial Engineers, 12%
3. Engineering Managers, 9% 3. Engineering Managers, 10%
4. Industrial Engineers, 8% 4. Engineers, All Other, 8%
5. Engineers, All Other, 8% 5. Mechanical Engineers, 7%
6. Computer Hardware Engineers, 8% 6. Electrical/Electronic Eng Tech, 6%
7. Electrical/Electronic Eng Tech, 6% 7. Computer Hardware Engineers, 5%
8. Industrial Engineering Technicians, 6% 8. Industrial Engineering Technicians, 5%
9. Civil Engineers, 5% 9. Civil Engineers, 4%
● ● ●
● ● ●
The top nine occupations in the job seeker occupation list above are the exact same titles, though in slightly different
order, as the employer occupation list. The occupations are not concentrated in one key occupation, but are distributed
among these top roles. The nine occupations noted above account for 76 percent of all talent supply and 74 percent of
all talent demand.
Listed below are the top 20 out of over 150 Engineering job titles in which job seekers are interested. These 20 job titles
account for 62 percent of the Engineering talent.
# Job Titles (1-10) # Job Titles (11-20)
1 Mechanical Engineer 11 Civil Engineer
2 Electronics Technician 12 Project Analyst
3 Hardware Test Engineer 13 Mechanical Engineering Technician
4 Electrical Engineer 14 Industrial Engineer
5 Quality Assurance Technician 15 Civil Design Technician
6 Project Engineer 16 Telecommunications Network Engineer
7 Manufacturing Engineer 17 Safety Specialist
8 Engineers, Other 18 Electrical Engineering Manager
9 Engineering Manager 19 Electrical and Electronics Engineering, Other
10 Process Engineer 20 Engineering Director
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15. 15
The top 20 Engineering specific job titles posted on Monster.com from April 2010 to March 2011 are listed below and
account for 57 percent of Engineering opportunities.
# Job Titles (1-10) # Job Titles (11-20)
1 Engineering Manager 11 Sanitary Engineer
2 Electrical Engineer 12 Manufacturing Engineer
3 Mechanical Engineer 13 Petroleum Engineer
4 Electronics Technician 14 Civil Engineer
5 Project Engineer 15 Quality Assurance Technician
6 Process Engineer 16 Sr. Mechanical Engineer
7 Industrial Engineer 17 Sr. Electrical Engineer
8 Project Analyst 18 Mechanical Engineering Technician
9 Staff Engineer 19 Test Technician
10 Operations Analyst 20 Automation Engineer
Labor Performance Matrix
The Labor Performance Matrix below and on the next page compares job posting and resume performance within
the Engineering occupation clusters.
The size of the circle represents the supply, based on the ratio of resumes per job from April 2010 through March
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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16. 16
Talent Surplus
CAD/Drafting is the only Engineering occupation with a surplus of resumes and fewer job opportunities to meet job
seeker needs. Recruiters could consider retraining or other workplace development programs in order to put these
candidates to work in other Engineering disciplines.
Systems/Process is in the Growth quadrant and close to entering the Talent Surplus area, showing a stronger volume of
candidates and lower volume of job postings. However, the smaller circle size may indicate a competitive area for talent.
Should the demand for Systems/Process Engineers outgrow the supply, employers may face a talent shortage.
Incubator Opportunities (Growth Areas)
The Growth occupations span a range of Engineering occupations. These areas are prime for candidate and/or job
opportunity expansion.
High Performance
There are three occupations in the High Performance quadrant: Industrial/Manufacturing, Mechanical and
Electrical/Electronics. There is an ample supply of both job postings and seeker resumes for these occupations. Their
smaller circle size suggests as opportunities expand without equal talent expansion that demand for talent may be
highly competitive.
Talent Shortage
There are no occupations in the Talent Shortage area, showing the low volume of job opportunities compared to
interested candidates in the Engineering sector.
The matrix below summarizes occupational supply and demand from April 2010 through March 2011.
Talent Surplus High Performance Zone
Talent Shortage
Incubator
Zone
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17. 17
In the following analysis, we compare talent demand (job postings) with talent supply (resumes) across a range of
characteristics for key Engineering occupations. 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 steep 73 percent of job postings are for Experienced (Non-
Manager) candidates compared to 57 percent of resumes.
Recruiters might have to settle with a candidate who has
slightly more or less experience than desired.
Education Level
Engineering recruiters are primarily searching for candidates
with at most a Bachelor‟s degree (81 percent). Though the
talent supply pool is a very educated group (68 percent have
at least a Bachelor‟s degree) recruiters could be challenged
to fill roles as many seekers are either under or over-qualified
with respect to education level.
Experience Level
Candidates and job postings are concentrated at opposite
ends of the spectrum in terms of years of experience. A high
63 percent of job opportunities are for candidates with 2 to 7
years of experience while 57 percent of candidates have over
7 years of experience.
Some recruiters might need to settle on candidates with more
years of experience than desired which may lead to higher
compensation.
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18. 18
Job Type Requirements
Twenty-one percent of postings are for contract roles, which is typical for the Engineering sector, while 29 percent of
candidates are open to either contract or permanent positions. Seventy-nine percent of postings are for permanent roles
while 71 percent of candidates are open to permanent roles only. There should be adequate supply to meet recruiter
demand for this requirement.
Engineering Job Type Engineering Job Type
Resumes, Apr '10-Mar '11 Job Postings, Apr '10-Mar '11
Either Intern/
Type Seasonal
27% <1%
Intern/ Temp/
Seasonal Contract
1% 21%
Temp/ Permanent
Contract 79%
1% Permanent
71%
Job Status Requirements
Nearly all (99 percent) of Engineering job postings are for full-time employment while 1 percent are for part-time. With
84 percent of candidates open to full-time employment only and 16 percent considering either full-time or part-time,
employers should have an ample pool of talent to meet their needs within these criteria.
Engineering Job Status Engineering Job Status
Resumes, Apr '10-Mar '11 Job Postings, Apr '10-Mar '11
Part-time
Either 1%
Status
15%
Part-time
1%
Full-time
84%
Full-time
99%
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.

19. 19
Qualifications and Benefits
Engineering professionals and employers place the greatest importance on the same top three qualifications within the
engineering field: type(s) of work experience (professionals=71 percent; employers=83 percent), years of work
experience (professionals=67 percent; employers=68 percent) and education (professionals=47 percent; employers=63
percent).
Listed below are the most important factors Engineering professionals consider when evaluating a job opportunity.
Candidates highly value the stability of a position, salary, and recognition of employees for hard work.
Recruiters were asked how they would rate the same list of factors in terms of their importance to recruiting talent.
Salary was at the top of the list, followed by stability of position and company‟s reputation. Interestingly, recognition of
employees for hard work was ranked near the bottom of the list, when it was in the top three factors for 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.

20. 20
Compensation
Compensation expectations for recruiters and candidates are slightly skewed, as candidates have higher expectations
for the lower paying jobs (under $60,000) and lower expectations for the higher paying jobs (over $80,000).
The median salary offered in 2010 was $92,500 and the median salary candidates were seeking was $72,000. Please
note these salary requirements may represent total compensation for some job seekers and only a base salary for
others.
A significatn 39 percent of Engineering job postings on Monster offer a salary over $100,000 while most job seekers
have more modest expectations (56 percent expect to earn between $40-60,000).
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. This trend supports the fact that there is a lack of available, skilled
talent and that recruiters are willing to pay top-dollar for in-demand skills. The industry and relevant associations and
education programs need to continue to develop future Engineers as well as train existing ones to keep their skills
current.
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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.

21. 21
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 hiring 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 March, 2011 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.

22. 22
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.