SIM Breakfast

1

• SIM Breakfast

April 20, 2006 Paul N. Neilson
2
Monsters Noble Purpose, Mission

• Noble Purpose
• We dedicate ourselves to bringing people together
  to advance their lives.
• Our Mission
• We will become the worlds most valued
  career-centered brand to our customers,
  employers, teammates, business partners and
  investors.

3
Why Am I Here?

• THE INFORMATION TECHNOLOGY WORKFORCE
• SIM Research 2005 - 2008.
• The Unseen Threat 2006 - 2012

4
Who AM I
5
Paul Neilson

• Where am I from?
• THE BRONX!
• Title
• Senior Vice President Technology Services
• Years of Management
• 31 Years
• Experience (35 Years 10 Jobs)
• Liberty Mutual, Commercial Union, Fidelity, HCW
  Oil Gas, American Management Services -
  PATHFINDER, RBS - SOFTRAX, First Notice Systems,
  Stream International, Thomson Financial, Monster
• Education
• Boston University BSBA Suffolk University MBA

6
My Company MONSTER
7
My Company MONSTER

• Approximately 1 Billion Dollars In Revenues
• 4,500 Staff World Wide
• 500 Technology Staff (11)
• Approximately 1 Billion Page Views a month

8
Monster The Numbers

• Monster is consistently in the Top 20 Most
  Visited Sites on the World Wide Web
• 22.4 increase year-over-year in job
  applications
• 92 of job seekers recognize Monster as the
  leading online recruitment site Monster is
  their number one career site destinationwhy go
  any place else?

Source comScore Media Metrix  MonsterHouse,
September 05 TNS Satisfaction Survey, Q0105
9
The Result?

• MORE QUALIFIED Monster had over 12 million
  quality visitors in September, which is 4 million
  more than any other online career site. (Quality
  visits 5 minutes on site are an important
  indicator of seekers commitment and dedication
  to their job search and their preference for
  Monster.)
• SERIOUS SEEKERS Monster had a total of 26
  million visitors in September spending an average
  of over 16 minutes on site. (In fact, over 32 of
  CareerBuilders visitors were on site less than 2
  minutes.)
• THE FIRST CHOICE FOR TALENT Monster is a more
  efficient investment over 37 of all
  CareerBuilder and HotJobs traffic also visit
  Monster on a regular basis, while over 67 of
  Monsters visitors do not visit other online job
  sites.

Source comScore Media Metrix, September 2005
10
Newspapers Continue to Erode

• Employers Increasingly Turning to Online
  Recruitment as Consumer Behavior Shifts
• Decrease in average daily circulations of 16 of
  the top 20 largest newspapers for the six months
  ended March 31st, compared to the same time
  period last year.
• Forrester a technology research company
  states that a tightening employment picture will
  drive online recruitment to grow an average of
  13 annually over the next five years to 2.6
  billion and predicts that online classified
  spending will grow to 4.7 billion by 2010.

Source Audit Bureau of Circulation May
2005  JupoterResearc, a division of
Jupitermedia Corp. US Online Marketing
Forecast 2005 To 2010, Forrester May 2005
11
Monster
Todays the day to become a SuperHuman
Resource Introducing Monster Hiring Solutions,
the dynamic hiring product combination that will
revolutionize the way you recruit
12
Diversity Partnerships Connecting you with the
largest network of diverse candidates on the web

• Community Connect Comprised of three properties
  
• MiGente.com targets 2nd and 3rd generation
  Latinos
• AsianAvenue.com is the top Asian American network
  on the web
• BlackPlanet.com is the 1 destination for African
  Americans
• HispanicOnline.com
• NAACP.org
• GayWork.com
• Essence
• ThirdAge
• The Retired Enlisted
• WomenInSports.com

13
Monster Hiring Solutions
SmartFind Resume Search and TargetReach Job
Postings
2
Worlds largest talent pool
1
3
Perfect candidate
Monsters great Hiring Tools help us narrow down
our search or broaden it if necessary, so we
can find the best match for the job. Recruiting
Specialist We were extremely pleased with the
quality of resumes we received. HR Manager
14
SmartFind Specific Attributes

• Location search lets you find candidates near
  your ZIP code or across the country.
• Keyword-ranked results place your best match at
  the top for fast candidate identification.
• Sort results by resume title, resume match, date
  or location.
• Detailed summaries let you quickly scan for key
  criteria.
• Save search criteria for future use and
  automatically seek resumes that match your
  criteria.
• Save resumes to your folder, make notes and
  e-mail resumes to involved decision makers for
  efficient management.

15
TargetReach Key Features and Benefits

• Create Dynamic Postings and Filter Responses
• One-Click Ad Writer pre-fills a professionally
  written job ad and allows you to customize the ad
  to meet your needs
• Create customized, reusable questionnaires to
  screen and rank candidates
• Post Jobs and Receive Resumes Fast
• Job postings can appear within minutes upon
  submission depending on posting source used
• Job seekers can respond immediately to your
  postings
• Ensure EEO/AAP Compliance
• Automated collection and reporting of Equal
  Employment Opportunity and Affirmative Action
  Plan data allows you to concentrate on direct
  recruitment activities to find the best qualified
  candidates!

16
TargetReach Specific Attributes

• Choose from more than 2,000 prewritten job
  titles, each containing professionally written
  job descriptions and job ads you can customize to
  meet your specific requirements.
• Access essential reports that track views,
  how/when a candidate clicks through your ad, how
  often a candidate emails you directly from the ad
  and applications to help ensure the effectiveness
  of your postings.
• Additional posting capabilities to multiple
  categories and locations at one time are
  available to you.

17
TargetReach Specific Attributes

• Filter candidates by key criteria, including
  education and career level, ZIP code or work
  authorization.
• Automatically respond to applicants with your
  personalized response letter.
• Spell-check feature to ensure your postings are
  perfect every time.

18
Consumer The Monster Properties
Personal Transition Points
19
Top Myths About Technology Employment
20
Myth 1

• There are no IT jobs now.

21
Reality
???

• Job market is very strong for Technology related
  jobs
• Currently there are 78,007 North American tech
  jobs available on Monster.com
• Significant increases to number of jobs available
  since 2002
• Enterprises have increased spending on IT
  staffing since 2003 (Gartner)
• MonsterTRAK, 72 of employers nationwide plan to
  hire this year's graduates, compared with 64
  last year. (8)

Employment (mm)
Year

• 2005 Data is through 3/05.
• Source BLS. Industry employment includes
  manufacturing (computers, storage devices,
  peripherals), software, Internet related (ISPs,
  search portals), data processing, computer
  design, computer programming, computer systems
  design, computer facilities management, and other
  comptuer-related services.

22
IT Postings 2005 -2006
23
Boston Market

• Job seeking activity by Boston workers during
  2005 increased significantly over 2004.
• New job opportunities are outpacing new resumes
  and job searches.
• Growing discrepancy between workers and
  available opportunities
• Suggests an emergent labor shortage, primarily
  in high demand areas.

24
Today is THE Day in Boston!

• Fewer job seekers are flagging their resumes as
  confidential (i.e., name not revealed on Monster)
• 2006 15.
• 2005 20
• Nearly 37 in 2002!
• Confidential resumes a lead indicator movement..
  
• Can you say Turnover!

25
Top 10 largest Increases in Specific Job Postings
(jobs averaging more than 2,500 postings in
2004-2005).
26
Slowest Growth Applicant Pools in Boston
27
Difficult To Fill . Boston Recruiters
63 25
28
Myth 2

• There will be no IT jobs for graduates.

29
Reality

• Four of the fastest growing occupations in the US
  between 2002 and 2012 for those with bachelors
  degrees will be Technology related (BLS
  Occupational Handbook, 2004-05).

30
Myth 3

• Technology Salaries are low due to cheaper
  overseas labor

31
Reality Technology Industry Salaries are
Relatively High
Salary Range (000)

Source US Bureau of Labor Statistics,
Occupational Outlook Handbook, 2005. Notes
Higher salaries are reflective of experience,
education level, training, and certifications. So
ciology and Political Science are median salary
levels.
32
Myth 4

• All Technology Related Jobs Are Getting Sourced
  Offshore

33
Reality Not So Simple

• Security issues
• Theft of code
• Theft of sensitive data
• Hard to do a background check in India
• Potential political instability and terrorist
  activities
• Potential problems with local officials

• Multiple hidden costs (CIO Magazine)
• Vendor selection
• Initial Migration / Transition
• Layoffs
• Cultural barriers
• Ramping up operations
• Managing the contract and relationship
• Loss of Control
• Intellectual Property Issues

34
Some Jobs Will Go Overseas

• Some basic jobs (e.g. some programming, help
  desk) will go overseas, but highly skilled jobs
  and jobs that relate to a companys core
  competencies or products will stay.
• Jobs that require close contact with the business
  will also stay. (CIO Magazine)

35
Myth 5

• Technology Related Training is Worth Less

36
Question

• Where was Ben Franklin born?
• Milk Street Boston - 17 January 1706 (300 Years)

37
Reality Undergraduate Starting Salaries IT
Related Fields are some of the Highest

38
AndSalaries May Go Even Higher

• If current trends continue (i.e. decreased
  enrollment, significant job growth)
• There will soon be a shortfall of adequately
  skilled Technology people.
• Demand for labor will outstrip supply, putting
  further upward pressure on salaries.? 75 million
  adults born between 1946 and 1964 reach
  retirement age.
• This happened during the dot-com boom when we
  saw a significant increase to salaries for
  critically skilled IT labor.

39
Develop Skills for Six Figure Future

• Technical Skills
• Operating Systems (e.g. Windows, Unix)
• Databases (e.g. Oracle, SQL, DB2)
• Programming Languages (e.g. Java, ASP, C,)
• Enterprise Systems (e.g. Oracle, Peoplesoft,
  SAP)
• Philosophy, Music, Math, Any Science, Accounting,
  Fixing Cars
• Technology Business Skills
• Program Management
• Project Management
• Business Analysis
• Process re-engineering
• Technical Writer
• Quality Assurance
• History, Anthropology, English, Sociology,
  Government

40
Questions??
41

• Thank You