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

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

2. 2
COLUMBUS – 2011 JOB CANDIDATES
The Columbus labor and economic market is in a relatively solid
position due to its diverse economy, affordable housing market, and
substantial government presence, which helped the market avoid major
segment declines during the recession. Like most government-led
regions, Columbus is now reporting government budget challenges and
related employment declines, but unlike some regions, other expanding
sectors of the economy are making up for the government‟s losses.
The local market has recently shown positive signs of expansion, such
as the decline of its unemployment rate (from 9.6 percent in January
2010 to 8.2 percent in June 2011), payroll expansion since May 2010,
and a surge in online job postings in 2011. TABLE OF CONTENTS
As one local economist stated, “With the Columbus region faring better MARKET CONDITIONS 3
than average through the recession and key industry sectors going into Market Overview 3
expansion mode, we are positioned for a return to employment growth Unemployment Rate 5
1
in 2011.” Payroll Change 5
Online Recruitment Trends 6
Monster leveraged more than 200,800 Columbus resumes coupled with Recruitment Activity 7
online job postings for Columbus talent in order to gain insight into Hiring Conditions 8
candidates and employers. Data is current through June 2011 unless
otherwise noted. Additionally, Monster surveyed active Columbus HIRING TALENT IN 2011 9
professionals, HR professionals and hiring managers to present a Columbus Talent 9
snapshot of activity within the United States. The surveys were Career Talent 10
conducted between November 2010 and December 2011. Education Talent 10
Experienced Talent 10
Job Search 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 18
Compensation 19
CONCLUSION 20
MONSTER INTELLIGENCE 20
1
Columbus Chamber of Commerce’s “Blue Chip: Columbus Economy to Experience Moderate Growth in 2011.” 1/5/11.
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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
MARKET CONDITIONS
With a diversified economy as well as a strong government presence, Columbus offers a minimal cost of living, stable
housing market, and low unemployment rate. This combination sheltered Columbus from much of the economic
downturn and positions it well for the future. Recovery will still take time, however, as the economy and job opportunities
slowly reignite.
MARKET OVERVIEW
As the capital of Ohio, Columbus‟ bread-and-butter is its Government sector, employing nearly 160,000 and
representing 17 percent of its total employment. Though a majority, the Government sector has been faced with budget
deficits and layoffs, causing employment levels to recently trend down.
The remainder of Columbus‟s employment is driven by a diverse economy and an array of sectors, including finance,
education, defense, aviation, food, logistics, energy, medical, retail and technology. Major corporations headquartered
in the region include Nationwide Mutual Insurance Company, American Electric Power, Limited Brands, Momentive
Specialty Chemical, and Big Lots.
Adding to the area‟s diversity is a strong college and university presence. Ohio State University is one of the largest
college campuses in the U.S. and has over 21,000 employees. The university resources help to support a reputable
2
medical research and hospital community.
Columbus has a very affordable housing market; the average house for sale was $152,900 in June 2011 with a
depreciation rate of 3.8 percent over the past twelve months. Though affordable, the city has a surplus of homes and
slowing sales. Following sales increases driven by the first time home buyer credit, sales are now on the decline and
3
forecasted to drop 7.4 percent in 2011.
In June 2011, Columbus had 892,000 employed, 79,500 unemployed, and an 8.2 percent unemployment rate, slightly
4
below Ohio‟s unemployment rate of 8.8 percent.
5
Columbus‟s key employment industries are the following:
Industry Percent of Columbus
Employment
Trade, Transportation, & Utilities 20%
Government 17%
Professional & Business Services 17%
Education & Health Services 13%
Leisure & Hospitality 10%
Financial Activities 8%
Manufacturing 7%
Other Services 4%
All other industries 4%
2
The Ohio State University; http://www.osu.edu/osutoday/stuinfo.php
3
Housingpredictor.com; www.deptofnumbers.com
4
Bureau of Labor Statistics, www.bls.gov
5
Columbus Workers Employed by Industry; Bureau of Labor Statistics, June 2011 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.

4. 4
From July 2010 to June 2011, Columbus continued its slow and steady growth by adding 7,600 jobs. Professional &
Business Services added the most new jobs, expanding by over 5,200 roles. Other sectors with strong growth included
Trade, Transportation & Utilities (+3,700 jobs) and Construction (+3,500 jobs). Government lost the most jobs, falling by
3,300 roles. Education & Health Services and Manufacturing jobs each fell by over 1,000 jobs.
Moody‟s Economy.com June 2011 forecast predicts an average 1.9 percent expansion in Columbus jobs over the next
twelve months, right in line with the nation‟s 1.8 percent forecasted expansion. Nearly all sectors are predicted to be
steady or expanding; Government and Manufacturing are the only two sectors with a predicted slight decrease in jobs.
Columbus current indications and forecasts are positive. The city weathered the recession with a diverse and healthy
economy and is working to slowly rebuild its momentum once again. Reflecting the encouraging conditions, the
Brookings Institute recently ranked Columbus as one of the top twenty of America‟s economically strongest metro
areas. “Not only has Columbus emerged as one of the country‟s strongest performing economies since the
6
downturn….its recovery has also been better than most.”
As stated, the region‟s long term economic and employment opportunities are solid. However, Columbus employers will
conservatively hire in the short term as they rebuild their businesses, profitability and confidence.
A recent Monster survey of over 150 Columbus recruiters and hiring managers inquired about hiring intentions.
Respondents were asked “What percent of the positions you expect to fill are new openings versus replacement
positions?”
A majority of surveyed recruiters are filling a minimal amount of new roles as 54 percent plan that less than 25 percent
of positions will be new versus replacement ones.
New Columbus Openings versus Replacement Positions
40%
30%
20%
10%
0%
<10% 10% - 25% 25% - 50% 50% - 75% 75% - 100%
6
Wong, Venessa. “Twenty U.S. Metros on the Brink of Recovery.” Bloomberg Businessweek. 6/28/11.
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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.

5. 5
UNEMPLOYMENT RATE
Columbus‟s unemployment rate increased from 7.4 percent in May to 8.2 percent in June 2011. The region has
historically reported a seasonal rate jump in June. Despite the increase, Columbus‟s unemployment rate remains below
both that of the nation‟s (9.2 percent) and Ohio‟s (8.8 percent). The area‟s unemployment rate reached its peak of 9.6
7
percent in January 2010.
The unemployment rate is a lagging measure that indicates both joblessness and strength of the economy. National and
state figures are seasonally adjusted.
Columbus vs. National Unemployment Rate, %
June'08 - June '11
11.0
9.0
7.0
5.0
3.0
Dec-08
Dec-09
Dec-10
Jun-10
Jun-08
Aug-08
Jun-09
Aug-09
Aug-10
Jun-11
Feb-09
Feb-10
Feb-11
Oct-08
Apr-09
Oct-09
Apr-10
Oct-10
Apr-11
Columbus National
PAYROLL CHANGE
Job creation in the Columbus metro area has reported positive expansion since May 2010, following a continuous
decline from May 2008 to July 2010. In June 2011, the area continued its positive momentum, expanding its payroll 0.8
percent over the prior year. This rate was exactly that of the nation‟s 0.8 percent expansion and below Ohio‟s 1.4
8
percent increase.
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.
Columbus vs. National Payroll Growth, % YoY
June '08 - June '11
4.0
2.0
0.0
-2.0
-4.0
-6.0
Jun-10
Jun-08
Feb-09
Jun-09
Jun-11
Feb-10
Feb-11
Oct-08
Oct-09
Oct-10
Dec-08
Apr-09
Dec-09
Apr-10
Dec-10
Apr-11
Aug-08
Aug-09
Aug-10
Columbus National
7, 8
Bureau of Labor Statistics, www.bls.gov
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transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of
Monster, Inc.

6. 6
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 across Ohio area has reported
positive expansion for the past 17 consecutive months following its contraction from February 2008 through February
2010.
 In July 2011, the Ohio MEI gained a solid15 percent (+19 points) compared to the year prior. The Index hit its
low point of 106 points in July 2009 and again in January 2010.
Monster Employment Index
Ohio YoY Change
160 75%
140 50%
YoY Change, %
Index=100
120 25%
100 0%
80 -25%
60 -50%
May-09
May-10
May-11
Jan-11
Jul-08
Sep-08
Jan-09
Jul-09
Sep-09
Jan-10
Jul-10
Sep-10
Jul-11
Nov-08
Nov-09
Nov-10
Mar-09
Mar-10
Mar-11
The Monster Employment Index presents a monthly snapshot of employer online recruitment activity nationwide 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.
After falling 7 percent in 2009, Columbus‟s online job postings surged 26 percent in 2010, reflecting improvements in
the local economy. The strong momentum has continued into 2011 as online job postings rose 32 percent in the first
8
half of the year.
8
Wanted Technologies Corporation
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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
RECRUITMENT ACTIVITY
The companies posting Columbus jobs on Monster from July 2010 to June 2011 varied across industries. Listed below
are the top twenty (out of more than 650 industries) not including staffing or temporary employment agencies that may
post for a variety of industries. Posting 39 percent of the Columbus jobs on Monster, the top 20 industries represent a
wide range of sectors.
5% - National Commerical Banks 2% - Trucking
4% - Computer Programming Services 1% - Insurance Agents, Brokers & Services
3% - Health Practitioner 1% - Advertising Agency
3% - Management Consulting 1% - Eating Places
3% - Radiotelephone Communications 1% - State Commercial Banks
2% - Business Services 1% - Social Services
2% - Computer Services 1% - Accounting, Auditing, & Bookkeeping
2% - Medical Doctors Offices 1% - Department Stores
2% - Life Insurance 1% - Women's Clothing Stores
2% - Drugs, Proprietaries & Druggists Sundries 1% - General Medical & Surgical Hopsitals
The types of positions Columbus companies posted over the past year include roles primarily for IT (19 percent), Sales
(15 percent), and Health (11 percent).
Columbus Job Postings by Category % Total Job Postings
IT/Software Development 19%
Sales/Retail/Business Development 15%
Medical/Health 11%
Accounting/Finance/Insurance 9%
Logistics/Transportation 5%
Customer Support/Client Care 5%
Engineering 4%
Manufacturing/Production/Operations 4%
Installation/Maintenance/Repair 4%
Administrative/Clerical 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.

8. 8
HIRING CONDITIONS
Recruiters surveyed by Monster predict filling Columbus roles will move fairly quickly. Nearly half (49 percent) of
respondents expect it will take between 31 and 60 days to fill an opportunity and 36 percent expect it will take fewer
than 30 days to fill a position. Only 15 percent of surveyed recruiters plan that hiring will take more than 60 days.
With the excess of candidates looking for work, recruiters are having a relatively easy time finding qualified candidates.
Seventy-one percent of respondents said their ability to find Columbus candidates was „Good‟ to „Excellent‟.
Ability to Find Columbus Professionals
That Meet Requirements
Fair Poor
7% 2%
Excellent
Average 32%
20%
Good
39%
The minority of respondents that reported „Average‟, „Fair‟ or „Poor‟ conditions were asked “What makes it hard to find
candidates?”
Excluding the candidates, the primary reason recruiters and hiring managers had a difficult time recruiting for Columbus
positions was the extensive time required to hire, possibly due to the steep hiring standards of employers and the
surplus of available candidates. Insufficient budget and increased workload were two other primary concerns.
When looking at recruitment challenges around talent, a few hirers noted candidates were „under-qualified‟ and that
there are „not enough candidates‟ to meet their demands.
Recruiters noted the top areas with planned hiring in Columbus included:
1. Sales (47 percent)
2. IT (38 percent)
3. Engineering (30 percent)
4. Manufacturing/Production (16 percent)
5. Customer Service (16 percent)
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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
HIRING TALENT IN 2011
COLUMBUS TALENT Skills
The following data analyzes the supply (resumes) of Listed in the chart below are the top skills made
Columbus professionals on Monster. It provides a available by Columbus candidates on their Monster
current picture of available Columbus talent. accounts. Besides Microsoft Office products,
Customer Service, Communications and
Listed below are the top ten Columbus occupations in Leadership top the list.
supply and their share of volume. These occupations
account for 85 percent of Columbus‟s talent.
Office and Administrative Support - 26%
Management - 21%
Computer and Mathematical - 9%
Business and Financial Operations - 7%
Sales and Related - 6%
Arts, Design, Entertainment, Sports, and Media - 4%
Production - 3%
Healthcare Practitioners and Technical - 3%
Architecture & Engineering - 3%
Installation, Maintenance, and Repair- 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.

10. 10
The charts below give a detailed profile of Columbus talent found on Monster from July 2010 to June 2011 including
career experience, education level and work experience. Columbus candidates found on Monster are typically Mid-
Career with at most a Bachelor‟s Degree and more than 15 years of work experience.
CAREER TALENT Career Level
Nearly one-half (44 percent) of Columbus job seekers are
Student Executive
Mid-Career. Thirty-two percent are Managers or above 4%
9%
while 24 percent are emerging into today‟s workforce. Entry Level
15% Manager
28%
Mid Career
44%
EDUCATION TALENT Education Level
Forty-three percent of Columbus job seekers have at least a
Bachelor‟s Degree while 34 percent have an Associate‟s Certification Masters or
-Vocational
Degree or some college experience and 17% have at most 6%
Above
a High School Degree. High School 10%
17%
Bachelors
33%
Associate/
Some-
College
34%
EXPERIENCED TALENT
Columbus job seekers are concentrated in two main groups: Years of Work Experience
22 percent have more than 15 years of work experience
and another 20 percent have 2 to 5 years of experience. 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%
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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
JOB SEARCH CONDITIONS
According to surveyed respondents, the primary reason Columbus professionals are looking for a job was because they
were searching for a job due to layoffs that occurred and continue to occur, which shows that despite improvements in
the economy, uncertainly and frustration still exists.
The top five reasons Columbus professionals are searching for a job include:
1. Layoffs occurring/occurred (27 percent)
2. Salary is not as desired (18 percent)
3. Re-entering the workforce (15 percent)
4. Limited or no potential for upward mobility (14 percent)
5. Seeking a career change (14 percent)
Factors less likely to drive candidates to look for a job were relationship with a peer or an employment contract expiring.
Surveyed Columbus professionals report that they are finding average success in meeting their expectations and
requirements. As seen in the chart below, 68 percent report the ability to find job opportunities that meet their
requirements are „Average‟ to „Good‟.
Ability to Find Columbus Job Opportunities
That Meet Requirements
Poor Excellent
10% 7%
Fair
15%
Good
31%
Average
37%
For those Columbus job seekers that are frustrated finding opportunities, surveyed professionals noted the difficulty in
„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‟.
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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 analysis here encompasses counties surrounding
Columbus, in Ohio only.
A comparison of Monster job candidates seeking
employment in the market compared to the volume of
job postings in the area reveals higher supplies of
talent in the counties of Hardin as well as Perry,
Hocking, Fayette and Fairfield, denoted by the darker
green areas in the map.
Recruitment for candidates in other counties, such as
Franklin, Union and Guernsey, may be more
competitive as the ratio of resumes per job posting is
lower than in other Columbus areas.
The types of roles these candidates are seeking span a wide range of areas with the highest volume targeting
Administrative/Clerical (11 percent) opportunities followed by Customer Support/Client Care (9 percent).
Columbus Job Seekers by Category % Total Job Seekers
Administrative/Clerical 11%
Customer Support/Client Care 9%
Sales/Retail/Business Development 8%
Medical/Health 6%
IT/Software Development 6%
Accounting/Finance/Insurance 6%
Manufacturing/Production/Operations 5%
Business/Strategic Management 4%
Logistics/Transportation 4%
Marketing/Product 4%
All Other 37%
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13. 13
The remainder of this report will focus on key Columbus professions and how supply and demand measures up when
recruiting in this dynamic area. Listed below are the top ten occupations in supply for job seekers and in demand by
employers on Monster.
Job Seekers
1. Customer Service Reps., 6% 1. Computer Software Engineers, 8%
Employers
2. Secretaries/Administrative 2. Health Diagnosing and Treating
Assistants, 6% Practitioner Support Technicians, 6%
3. Misc. Managers, 4% 3. General/Operations Managers, 3%
4. General/Operations Managers, 4% 4. Computer Systems Analysts, 3%
5. Marketing/Sales Managers, 2% 5. Marketing/Sales Managers, 3%
6. Computer Software Engineers, 2% 6. Customer Service Reps., 3%
7. Supervisors/Managers of Office and 7. Registered Nurses, 2%
Administrative Support Workers, 2% 8. Financial Analysts/Advisors, 2%
8. Computer Systems Analysts, 2% 9. Human Resources Specialists, 2%
9. Sales and Related, 2% 10. Driver/Sales Workers and Truck
10. Human Resources Specialists, 2% Drivers, 2%
● ● ● ● ● ●
Approximately one-third of the supply (32 percent) and demand (34 percent) in Columbus are for the top ten occupation
clusters listed above. Employers could have a difficult time filling healthcare roles, as both Health Diagnosing and
Treating Practitioner Support Technicians and Registered Nurses are on the top ten employer list but not on the top ten
job seeker list.
Listed below are the top 20 out of over 2,700 job titles in which Columbus job seekers are interested. These 20 job titles
account for 24 percent of the Columbus talent and have a strong selection of administrative and manager-level roles.
# Job Titles (1-10) # Job Titles (11-20)
1 Customer Service Representative 11 General Supervisor
2 General Manager 12 Assistant Manager
3 Administrative Assistant 13 Registered Nurse (RN)
4 Sales Representative 14 Office and Administrative Support Workers, Other
5 Office Manager 15 Warehouse Worker
6 Customer Service 16 Executive Administrative Assistant
7 Project Manager 17 General Director
8 Receptionist 18 Business Systems Analyst
9 Clerk/Typist 19 Records Management Analyst
10 Medical Assistant 20 Retail Salesperson
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14. 14
The top 20 (out of over 2,200) Columbus job titles posted on Monster.com from July 2010 to June 2011 have a fairly
wide range of roles and account for 22 percent of all job titles.
# Job Titles (1-10) # Job Titles (11-20)
1 Software Engineer 11 Project Manager
2 Customer Service Representative 12 Credit/Debit Card Clerk
3 Registered Nurse (RN) 13 Programmer Analyst
4 Truck Driver 14 General Manager
5 Sales Representative 15 PC Technician
6 Assistant Manager 16 Regional Sales Manager
7 Business Systems Analyst 17 Software Quality Assurance Engineer
8 Sales Trainee 18 Administrative Assistant
9 Sales Executive 19 Financial Analyst
10 Java Developer 20 Physical Therapist
LABOR PERFORMANCE MATRIX
The Labor Performance Matrix below and on the next page compares job posting and resume performance within
the key Columbus occupation clusters.
The size of the circle represents the supply based on the ratio of resumes per job from July 2010 through June
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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15. 15
Talent Surplus
Administrative and Customer Service are the two occupations in the Talent Surplus quadrant. These categories show a
strong supply of resumes and fewer job opportunities to meet job seeker needs. Recruiters need to plan for additional
time and resources to help screen increased volumes of candidates and could consider retraining or other workplace
development programs to ensure the surplus of candidates are put to work.
The Finance sector is partially in the Talent Surplus area, indicating a lower volume of candidates compared to
Administrative and Customer Service, yet is still experiencing some excess talent.
Incubator Opportunities (Growth Areas)
The growth occupations span a wide range of categories and are prime for candidate and/or job opportunity expansion.
High Performance
Columbus has three sectors - Sales, IT, and Healthcare - in the High Performance quadrant, indicating a strong supply
of resumes and postings. The small circle sizes, however, indicate that demand may outweigh supply creating a need
for strong processes to attract talent and manage retention.
Talent Shortage
While there are no occupations in the Talent Shortage area, the IT, Healthcare and Finance occupations border the
quadrant suggesting the need for close management to ensure ample talent pools are in place.
The matrix below summarizes occupational supply and demand from July 2010 through June 2011.
Talent Surplus High Performance
Incubator Talent Shortage
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16. 16
In the following analysis, we compare Columbus 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 REQUIREMENTS
Two-thirds (66 percent) of job postings are for mid- Columbus - Career Level
career talent compared with 44 percent of new Job Postings Resumes
resumes. Due to this imbalance, recruiters may need to
be flexible in their career requirement, most likely 4%
Executive 4%
leveraging the excess of over-qualified Manager-level
candidates. 15%
Manager 28%
66%
Experienced (Non-Manager) 44%
14%
Entry Level 15%
1%
Student 9%
EDUCATION LEVEL REQUIREMENTS Columbus -Education Level
Columbus recruiters are concentrated in searching for Job Postings Resumes
candidates with primarily at most a Bachelor‟s Degree 3%
(53 percent) and secondarily with at most a High School Masters/Doctorate 10%
Degree (25 percent). Candidates are both more senior 53%
and junior, meaning recruiters might be forced to alter Bachelors
their expectations as well as compensation. 33%
16%
Associate/Some-College 34%
25%
High School 17%
3%
Certification - Vocational 6%
EXPERIENCE LEVEL REQUIREMENTS Columbus - Years of Experience
While it is common that candidates are more senior Job Postings Resumes
compared to available jobs, Columbus requirements are
<1%
more extreme than typical; 75 percent of job More than 15 Years 22%
opportunities are for candidates with 1 to 5 years of 2%
experience compared to the 36 percent of available 10+ to 15 Years
16%
seekers. Some recruiters might need to settle on 4%
candidates with more years of experience than desired 7+ to 10 Years 14%
which could lead to higher compensation. 19%
5+ to 7 Years 13%
38%
2+ to 5 Years 20%
1+ to 2 Years 17%
9%
20%
Less than 1 Year 7%
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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
Eighty-one percent of Columbus job postings are for permanent positions and the remaining 19 percent are for
temporary and intern work, which typically expand the fastest post-recession as employers conservatively hire for the
short-term. With 82 percent of job seekers desiring permanent employment and 18 percent willing to step into either a
permanent or temporary role, employers should be able to satisfy requirements.
Columbus Job Type Columbus Job Type
New Resumes Job Postings
Either Type Intern/
Intern/ 17% Seasonal
Seasonal 1%
<1% Temp/
Temp/ Contract
Contract 18%
1%
Permanent
81%
Permanent
82%
JOB STATUS REQUIREMENTS
Ninety-five percent of job postings are for full-time employment and five percent for part-time, while 79 percent of
candidates are open to full-time employment, 3 percent for part-time only, and 18 percent for either. Employers should
have an ample pool of talent to meet their needs within these criteria.
Columbus Job Status Columbus Job Status
New Resumes Job Postings
Either
Part-time
Status
5%
18%
Part-time
3%
Full-time Full-time
79% 95%
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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
Surveyed Columbus professionals and employers agree that work experience is the most important qualification when
either applying for a position or recruiting talent; they each rate years and types of work experience as the top two
qualifications: „type(s) of work experience‟ (professionals=75 percent; employers=93 percent) and „years of work
experience‟ (professionals=75 percent; employers=85 percent).
For employers, „personality/cultural fit‟ (75 percent) is also an essential factor in the hiring process. This qualification is
notably less important to candidates (42 percent).
Important Qualifications in Applying for Columbus
Opportunities
Type(s) of work experience
Years of work experience
Personality/cultural fit
Soft skills/bus. knowledge
Education
Examples of work
Personal certifications
Advanced degree
0% 20% 40% 60% 80% 100%
Important Qualifications in Recruiting Columbus Talent
Type(s) of work experience
Years of work experience
Personality/cultural fit
Education
Soft skills/bus. knowlege
Professional certifications
Examples of work
Advanced degree
0% 20% 40% 60% 80% 100%
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
COMPENSATION
In terms of salary compensation, recruiters expect to pay a higher amount than candidates are planning to receive
indicating recruiters should be able to easily satisfy candidate expectations.
The median salary offered from July 2010 to June 2011 was $55,000 and the median salary candidates were seeking
was $40,000. The discrepancy could be due to the types of jobs and candidates available, as well the salary
requirements may represent total compensation for some job seekers and only a base salary for others.
A majority of Columbus job postings (38 percent) and an even higher percentage of candidates (46 percent) on Monster
offer a salary ranging from $20-40,000.
The chart below shows that Columbus employer and candidate compensation requirements are furthest apart at
$60,000, where 41% of employers expect to pay at least $60,000 and only 23% of candidates expect to earn at least
$60,000.
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.

20. 20
DIVERSIFY YOUR RECRUITMENT STRATEGY IN 2011
As the nation emerges from challenging times, 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 June, 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.

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.