2011 dc job outlook
DESCRIPTION
Monster provides a detailed outlook of the job market in the greater Washington DC areaTRANSCRIPT
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
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.
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.” Monster leveraged more than 1.8 million Washington D.C. resumes coupled with online job postings for Washington D.C. talent in order to gain insight into candidates and employers. Data is current through December 2010 unless otherwise noted. Additionally, Monster surveyed Washington D.C. professionals, HR professionals and hiring managers to present a snapshot of activity within the United States on Monster. The surveys were conducted between November and December 2010. About the Sponsor: For over 70 years, Yoh has provided the talent needed for the jobs and 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 .
TABLE OF CONTENTS
Hiring Talent in 2011 3
Washington D.C. Talent 3
Career Talent 4
Education Talent 4
Experienced Talent 4
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
Experience Requirements 16
Job Type Requirements 17
Job Status Requirements 17
Qualifications and Benefits 18
Compensation 19
Conclusion 20
Monster Intelligence 20
3
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.
HIRING TALENT IN 2011 Washington D.C. Talent The following data analyzes the supply (resumes) of Washington D.C. professionals on Monster. It provides a current picture of Washington D.C. talent availability in the United States. Listed below are the top ten Washington D.C. occupations in supply and their share of volume. These occupations account for 89 percent of Washington D.C.‟s talent.
Skills Listed in the chart below are the top skills made available by Washington D.C. candidates on their Monster accounts. The list is full of technical skills, including computer skills and software packages. The most popular soft skills include Leadership, Communications, and Organization.
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%
4
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.
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 Talent Forty-seven percent of Washington D.C. job seekers in 2011 are Mid-Career. Thirty-one percent are Managers or above while 22 percent are emerging into today‟s workforce.
Education Talent Fifty-nine percent of Washington D.C. job seekers in 2011 have at least a Bachelor‟s degree. Twenty-five percent have an Associate degree or some college experience.
Experienced Talent The majority (21 percent) of Washington D.C. job seekers have two to five years of experience. The second largest group has more than fifteen years of experience (20 percent).
Executive5%
Manager26%
Mid Career47%
Entry Level14%
Student8%
Career Level
Masters or Above21%
Bachelors38%
Associate/Some-College
25%
High School12%
Certification-Vocational
4%
Education Level
More than 15 Years
10+ to 15 Years
7+ to 10 Years
5+ to 7 Years
2+ to 5 Years
1+ to 2 Years
Less than 1 Year
0% 5% 10% 15% 20% 25%
Years of Work Experience
5
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.
Excellent
15%
Good
31%
Average
31%
Fair
11%
Poor
12%
Ability to Find Washington D. C. Job
Opportunities That Meet Requirements
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
somewhat finding success in meeting their job
expectations and requirements. Forty-six 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 two primary reasons job seekers
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.)‟.
From Monster‟s recent survey to Washington D.C.
professionals, the majority of respondents (67 percent)
are most comfortable with visiting online job boards to
search for opportunities and post their resumes.
6
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.
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:
1 Wikipedia.org 2 Standard & Poors/Case-Schiller Home Price Indices, January 2011
3 Bureau of Labor Statistics, www.bls.gov
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%
7
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.
0%
10%
20%
30%
40%
50%
60%
<10 11-50 >50
Number of Washington D.C.
Positions to Fill in Next Six Months
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).
0%
10%
20%
30%
<10% 10% - 25% 25% - 50% 50% - 75% 75% - 100%
New Openings versus Replacement Washington D.C.
Positions
8
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.
3.0
5.0
7.0
9.0
11.0
De
c-0
7
Feb
-08
Ap
r-0
8
Jun
-08
Au
g-0
8
Oct
-08
De
c-0
8
Feb
-09
Ap
r-0
9
Jun
-09
Au
g-0
9
Oct
-09
De
c-0
9
Feb
-10
Ap
r-1
0
Jun
-10
Au
g-1
0
Oct
-10
De
c-1
0
Washington D.C. vs. National Unemployment Rate, %
Dec'07 - Dec'10
Washington D.C. National
-6.0
-4.0
-2.0
0.0
2.0
4.0
De
c-0
7
Feb
-08
Ap
r-0
8
Jun
-08
Au
g-0
8
Oct
-08
De
c-0
8
Feb
-09
Ap
r-0
9
Jun
-09
Au
g-0
9
Oct
-09
De
c-0
9
Feb
-10
Ap
r-1
0
Jun
-10
Au
g-1
0
Oct
-10
De
c-1
0
Washington D.C. vs. National Payroll Growth, % YoY
Dec'07 - Dec'10
Washington D.C. National
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.
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.
9
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.
-60%
-40%
-20%
0%
20%
30.0
50.0
70.0
90.0
110.0
De
c-0
7
Feb
-08
Ap
r-0
8
Jun
-08
Au
g-0
8
Oct
-08
De
c-0
8
Feb
-09
Ap
r-0
9
Jun
-09
Au
g-0
9
Oct
-09
De
c-0
9
Feb
-10
Ap
r-1
0
Jun
-10
Au
g-1
0
Oct
-10
De
c-1
0
YoY
Ch
an
ge
, %
Ind
ex=
10
0
Monster Employment IndexWashington D.C. YoY Change
-30%
-20%
-10%
0%
10%
20%
30%
0.0
50.0
100.0
150.0
De
c-0
7
Feb
-08
Ap
r-0
8
Jun
-08
Au
g-0
8
Oct
-08
De
c-0
8
Feb
-09
Ap
r-0
9
Jun
-09
Au
g-0
9
Oct
-09
De
c-0
9
Feb
-10
Ap
r-1
0
Jun
-10
Au
g-1
0
Oct
-10
De
c-1
0
YoY
Ch
an
ge
, %
Ind
ex=
10
0, 2
00
7 A
vera
ge
Washington D.C. Total "New" Online Job Ads - Dec'07 - Dec '10
Job Ads YoY Change
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). 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.
4 Wanted Technologies, Total New Online Ads, Dec ‟08-Dec‟10
10
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.
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.
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%
10% - Accounting, Audit & Bookkeeping
6% - Computer Services
6% - Management Consulting
6% - Computer Programming Services
5% - Aeronatuical & Nautical System Manufacturing
4% - Computer Sytem Design Services
3% - Buiness Consulting
3% - Engineering
3% - Job Training
2% - Aircraft Manufacturing
2% - Business Serviecs
2% - Telephone Manufacturing
2% - Transportation, Communication & Utilities
1% - Commercial Physical Research
1% - Insurance Agents, Brokers & Services
1% - Telephone Communications
1% - Prepackaged Software
1% - Eating Places
1% - Radio & TV Manufacturing
1% - Management Services
11
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.
Excellent
33%
Good
45%
Average
16%
Fair
5%
Poor
1%
Ability to Find Washington D.C. Professionals
That Meet Requirements
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
candidates”. The primary reason recruiters and hiring
managers had a difficult time recruiting for Washington
D.C. positions was „time required to hire‟, most likely due
to the surplus of resumes that they must review to find
the ideal candidate. The next three challenge areas were
„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
compensation. The most popular responses were „not
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.
12
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.
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%
13
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.
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.
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
Jo
b S
ee
ke
rs
Em
plo
ye
rs 1. Computer Software Engineers, 9%
2. Accountants/Auditors, 6%
3. Financial Analysts/Advisors, 5%
4. Financial Managers, 4%
5. Human Resource Specialists, 3%
6. General/Operations Managers, 3%
7. Computer Systems Analysts, 3%
8. Network/Computer Systems
Administrators, 3%
9. Budget Analysts, 3%
10. Marketing/Sales Managers, 3%
● ● ●
1. Secretaries/Administrative
Assistants, 8%
2. Computer Software Engineers, 6%
3. General/Operations Managers, 5%
4. Computer Systems Analysts, 3%
5. Other Managers, 3%
6. Marketing/Sales Managers, 3%
7. Network/Computer Systems
Administrators, 2%
8. Computer/IS Managers, 2%
9. Financial Analysts/Advisors, 2%
10. Human Resources Specialists, 2%
● ● ●
14
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.
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
15
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.
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
Talent Shortage Incubator
Zone
16
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.
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.
17
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.
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.
18
Copyright @ 2011 by Monster, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system or transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of Monster, Inc.
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.
19
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.
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.
20
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.
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 [email protected] 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.
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.