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

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

2. 2
DALLAS – 2011 JOB CANDIDATES
Dallas professionals should find a slowly improving economy and labor
market in 2011. Major components of Dallas‟ labor force include jobs in
Energy, Finance, Transportation, and IT, each of which is reporting
encouraging overall trends.
The Federal Reserve Board‟s March 2011 Beige Book reported
Dallas‟s employment levels are improving “somewhat”. Staffing firms
mentioned strong demand, particularly for high-skilled IT positions.
Other strong fields included transportation services, insurance,
healthcare and banking. While most categories have trended up, the
fierce winter negatively impacted retail sales, an important piece of the TABLE OF CONTENTS
Dallas economy; looking forward, the forecast is for moderate growth.
Hiring Talent in 2011 3
Overall, Dallas‟s employment picture is moving in a positive direction Dallas Talent 3
yet will continue to experience bumps and take time to fully recover. Career Talent 4
Employers will remain cautious and keep budgets constrained until Education Talent 4
confidence and economic performance is restored. Experienced Talent 4
Job Search Conditions 5
Monster leveraged more than 1.2 million Dallas resumes coupled with
online job postings for Dallas talent in order to gain insight into Market Conditions 6
candidates and employers. Data is current through February 2011 Market Overview 6
unless otherwise noted. Additionally, Monster surveyed active Dallas Unemployment Rate 8
professionals, HR professionals and hiring managers to present a Payroll Change 8
snapshot of activity within the United States on Monster. The surveys Online Recruitment Trends 9
were conducted between November and December 2010. 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
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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
Dallas Talent Skills
The following data analyzes the supply (resumes) of Listed in the chart below are the top skills made
Dallas professionals on Monster. It provides a current available by Dallas candidates on their Monster
picture of available Dallas talent. accounts. Microsoft Office products and Customer
Service top the list followed by Communications
Listed below are the top ten Dallas occupations in and Leadership, the top two soft skills.
supply and their share of volume. These occupations
account for 88 percent of Dallas‟s talent.
Office and Administrative Support - 28%
Management - 21%
Computer and Mathematical - 10%
Business and Financial Operations - 8%
Sales and Related - 7%
Architecture and Engineering - 3%
Arts, Design, Entertainment, Sports, and Media - 3%
Installation, Maintenance, and Repair - 3%
Production - 3%
Healthcare Pracititioners and Technical - 2%
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transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of
Monster, Inc.

4. 4
The charts below give a detailed profile of Dallas talent found on Monster including career experience, education level
and work experience. Dallas candidates found on Monster are typically Mid-Career with Associate or some college
experience and more than fifteen years of work experience.
Career Talent Career Level
Forty-five percent of Dallas job seekers are Mid-Career.
Thirty-seven percent are Managers or above while a Student Executive
relatively small 18 percent are emerging into today‟s Entry Level 8% 6%
workforce. 10%
Manager
31%
Mid Career
45%
Education Talent Education Level
Forty percent of Dallas job seekers have at least a Certification
Masters or
Bachelor‟s degree. A steep 34 percent have an Associate -Vocational
Above
6%
degree or some college experience. 11%
High School
20%
Bachelors
29%
Associate/
Some-
College
34%
Experienced Talent Years of Work Experience
The majority (22 percent) of Dallas job seekers have more
than fifteen years of work experience. The second largest More than 15 Years
group has two to five years of experience (20 percent).
10+ to 15 Years
7+ to 10 Years
5+ to 7 Years
2+ to 5 Years
1+ to 2 Years
Less than 1 Year
0% 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.

5. 5
Job Search Conditions
In a recent Monster survey of more than 800 Dallas professionals, respondents were asked if they were actively
searching for a new opportunity and why they were looking. The primary reason Dallas professionals are looking for a
job is due to layoffs that occurred and continue to occur in the region, which shows that despite improvements in the
economy, uncertainly and frustration still exists.
The top five reasons Dallas professionals are searching for a job include:
1. Layoffs occurring/occurred (27 percent)
2. Salary is not as desired (19 percent)
3. Limited or no potential for upward mobility (17 percent)
4. Re-entering the workforce (16 percent)
5. Seeking a career change (13 percent)
Factors less likely to drive candidates to look for a job were „relationship with a peer or manager‟, „healthcare benefits
are not as desired‟ and „graduating from school‟.
Dallas professionals report that they are somewhat
finding success in meeting their expectations and Ability to Find Dallas Job Opportunities
requirements. Thirty-nine percent are finding „Good‟ That Meet Requirements
to „Excellent‟ conditions. Excellent
Poor 9%
Those respondents that reported „Average‟ to „Poor‟ 17%
conditions were asked “What makes it challenging
looking for a job?”
The two primary reasons job seekers had a difficult Good
time finding Dallas positions was „getting an Fair
16% 30%
employer or recruiter to contact them‟ and „finding a
job that matches what they want (e.g., salary,
locations, etc.)‟.
In Monster‟s recent survey to Dallas professionals,
the majority of respondents (74 percent) reported Average
they are most comfortable with going to online job 28%
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.

6. 6
Market Conditions
The outlook for Dallas‟s 2011 economic and employment sectors are positive, with the area slowly gaining business
activity and confidence.
Market Overview
Often lumped together with neighboring Fort Worth, Dallas has a diverse economy, including Energy, Finance,
Transportation, and Education and Health Services. Trade, Transportation and Utilities employs the most number of
employees, representing 21 percent of total employment
Contributing to its diversity, the area has one of the largest concentrations of corporate headquarters in the U.S. with 24
area businesses named Fortune 500 companies in 2010,1 including Exxon Mobile and JCPenney. Dallas earns its nick-
name “Silicon Prairies” due to its wide assortment of telecommunications and high-technology companies, including
heavy-weights Texas Instruments and AT&T.
Dallas has more shopping centers per capita, making retail an important part of its economic performance. Lastly,
Dallas is a popular tourist and business traveler destination.2
In January 2011, Dallas had 3.0 million employed, 272,700 unemployed, and an 8.5 percent unemployment rate. 3
Dallas‟s key employment industries are the following4:
Industry Percent of Dallas
Employment
Trade, Transportation, & Utilities 21%
Professional & Business Services 15%
Government 14%
Education & Health Services 13%
Leisure & Hospitality 10%
Manufacturing 9%
Financial Activities 8%
Construction 5%
All other industries 5%
From January 2010 to January 2011, Dallas added 63,600 jobs. Professional & Business Services (+21,800) and
Education & Health Services (+ 17,200 jobs) added the most jobs, while Information (-4,200) and Manufacturing (-
2,000) constricted slightly.
Moody‟s Economy.com February 2011 forecast predicts a solid 2.6 percent expansion in Dallas jobs over the next
twelve months. All sectors are forecasted to expand with the exception of Government jobs, which are estimated to drop
by 1.1 percent.
1
2
Fortune 500, www.CNNMoney.com
Dallas Convention& Visitors Bureau, www.visitdallas.com
3
Bureau of Labor Statistics, www.bls.gov
4
Dallas Workers Employed by Industry; Bureau of Labor Statistics, January 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.

7. 7
Dallas‟s commercial real estate market has most recently improved “somewhat” while the residential housing market
has remained slow. Home values are still depressed and fell $12 billion in 2010. In December, the city‟s Case-Schiller
House Price Index, which tracks changes in the residential housing market, was down -3.6% for the year and -0.2%
from November to December. Though down, the rates are slightly stronger than the U.S. National Index (-4.1% and -
3.9%, respectively).5
Dallas‟s overall employment picture for the next year is one of slow recovery, reflecting the growth driven by Dallas‟ core
IT, Energy, and Finance sectors and rebounding business and consumer confidence.
A recent Monster survey of nearly 200 Dallas recruiters and hiring managers supports the conservative optimism.
Respondents were asked “How many positions do you intend to fill in the next six months?” and “What percent of the
positions you expect to fill are new openings vs. replacement positions?” A majority of those hiring in the next six
months are filling a limited number of positions (53 percent plan to hire less than ten positions) as well as limited new
roles (55 percent plan that less than 25 percent of positions will be new).
Number of Dallas Positions to Fill in New Openings versus Replacement Dallas Positions
Next Six Months 40%
60%
50% 30%
40%
20%
30%
20% 10%
10%
0% 0%
<10 11-50 >50 <10% 10% - 25% 25% - 50% 50% - 75% 75% - 100%
5
The Federal Reserve Board’s Beige Book, 3/11; Standard & Poors’ Case-Shiller House Price Index, December 2010
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transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of
Monster, Inc.

8. 8
Unemployment Rate
Dallas‟s unemployment rate has experienced ups and downs the past year on a sporadic curve of recovery. Most
recently it rose from 7.9 percent in December 2010 to 8.5 percent in January 2011. The area‟s unemployment rate lies
slightly higher than the state‟s January rate of 8.3 percent and below the nation‟s rate of 9.0 percent (8.9 percent in
February).
The unemployment rate is a lagging measure that indicates both joblessness and strength of the economy. National and
state figures are seasonally adjusted.
Dallas vs. National Unemployment Rate, %
Jan '08 - Jan '11
11.0
9.0
7.0
5.0
3.0
Jan-08
Jan-09
Jan-10
Jan-11
Mar-08
Jul-08
Sep-08
Mar-09
Jul-09
Sep-09
Mar-10
Jul-10
Sep-10
May-08
Nov-08
May-09
Nov-09
May-10
Nov-10
Dallas National
Payroll Change
Job creation in the Dallas metro area rose a solid 2.3 percent in January, continuing the improvement trend after hitting
bottom in August/September 2009. As comparison, the nation‟s payroll grew 0.8 percent in January (1.0 percent in
February) while Teas reported a strong 2.5 percent expansion.
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.
Dallas vs. National Payroll Growth, % YoY
Jan '08 - Jan '11
4.0
2.0
0.0
-2.0
-4.0
-6.0
Nov-08
Nov-09
Nov-10
May-08
May-09
May-10
Jan-08
Jul-08
Sep-08
Jan-09
Jul-09
Sep-09
Jan-10
Jul-10
Sep-10
Jan-11
Mar-08
Mar-09
Mar-10
Dallas National
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transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of
Monster, Inc.

9. 9
Online Recruitment Trends
The Monster Employment Index (MEI) is a leading indicator of labor market trends as it tracks online recruitment activity
by location, occupation, and industry. As seen below, online job recruitment activity in the Dallas metro area returned to
positive expansion in 2010 after reporting significant declines in 2008 and 2009. This positive momentum has continued
into 2011, despite a January dip.
 In February 2011, the Dallas MEI gained 10 percent (+9 points) from January and 8 percent (+8 points)
compared to the year prior. The Index hit its low point of 80 points in January 2010.
 During February, a handful of the 21 occupational categories monitored by the Index showed a decline in online
demand for workers from a year prior. The largest percentage declines came from: Healthcare Support (-22
percent or -27 points) and Protective Service (-13 percent and -16 points). The greatest percentage
improvements were seen in Production (+27 percent or +22 points) and Arts, Design, Entertainment, Sports and
Media (+26 percent or +22 points).
Monster Employment Index
Dallas YoY Change
160 40%
140 20%
YoY Change, %
Index=100
120 0%
100 -20%
80 -40%
60 -60%
Jun-08
Aug-08
Jun-09
Aug-09
Jun-10
Aug-10
Feb-08
Apr-08
Dec-08
Feb-09
Apr-09
Dec-09
Feb-10
Apr-10
Dec-10
Feb-11
Oct-08
Oct-09
Oct-10
The Monster Employment Index presents a monthly snapshot of employer online recruitment activity nationwide for 28 of the largest
metro areas, and is generally regarded as a key indicator of demand in the labor market. The Index is based on a real-time review of
millions of employer job opportunities culled from a large, representative selection of corporate career sites and job boards, including
Monster. Using a baseline value of 100, the Index can be used to compare hiring trends across local markets and occupational groups.
As such, a higher Index figure means stronger growth in online job availability.
Dallas opportunities across all major online job boards have reported expansion following two difficult years.6 Dallas job
postings in 2008 fell 2 percent and in 2009 dropped a significant 42 percent. Postings were positive throughout 2010
resulting in a significant 29 percent gain for the year. Encouraging trends have continued in 2011 with a 30 percent gain
in January.
6
Wanted Technologies, New Online Ads
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10. 10
Recruitment Activity
The companies posting Dallas jobs on Monster from March 2010 to February 2011 varied across industries. Listed
below are the top twenty (out of more than 700 industries) not including staffing or temporary employment agencies that
may post for a variety of industries. The top twenty industries posted half (50 percent) of the Dallas jobs on Monster.
The companies span a range of service (e.g. management consulting, business services, etc.), finance/insurance, and
computer-related organizations.
10% - Management Consulting 1% - Highway & Street Construction
6% - Holding Companies 1% - Business Consulting
5% - Business Services 1% - Eating Places
5% - Accounting, Auditing, Bookkeeping 1% - Management Services
4% - Computer Programming Services 1% - Computer Systems Design
2% - Radiotelephone Commuications 1% - Vocational Schools
2% - Computer Services 1% - Medical Doctors Offices
2% - Insurance Agents, Brokers & Service 1% - Hospital & Medical Service Plans
2% - Personal Credit Insurance 1% - Nonresidential Building Operators
2% - Search & Navigation Equipment 1% - Drugs, Proprietaries & Druggists' Sundries
The types of roles Dallas companies posted over the past year include roles primarily for IT (28 percent), Sales (13
percent), and Finance (12 percent) type roles.
Dallas Job Postings by Category % Total Job Postings
IT/Software Development 28%
Sales/Retail/Business Development 13%
Accounting/Finance/Insurance 12%
Medical/Health 6%
Administrative/Clerical 5%
Engineering 4%
Customer Support/Client Care 4%
Business/Strategic Management 4%
Manufacturing/Production/Operations 3%
Installation/Maintenance/Repair 3%
All Other 18%
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transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of
Monster, Inc.

11. 11
Hiring Conditions
Recruiters surveyed by Monster predict filling Dallas roles will move fairly quickly. Nearly half (45 percent) of
respondents expect it will take between 31 and 60 days to fill a position and 35 percent predict each opportunity will
take fewer than 30 days to fill. 20 percent plan for 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. 73 percent of respondents said their ability to find Dallas candidates was “Good” to “Excellent”.
Those few respondents that reported „Average‟ to
„Poor‟ conditions were asked “What makes it hard Ability to Find Dallas Professionals
to find candidates?” That Meet Requirements
The primary reason recruiters and hiring Fair Poor
managers had a difficult time recruiting for Dallas 7% 1%
Excellent
positions was the extensive time required to hire,
27%
most likely due to the surplus of resumes that they Average
must review to find the ideal candidate. The 19%
second challenge area was lack of budgets,
showing that budgets are still constrained.
When looking at the challenges of the candidates
themselves, responses reveal that recruiters are
frustrated with the types of candidates they are
seeing. Even though there is a surplus of available Good
candidates, recruiters still noted there were not 46%
enough as well as under-qualified candidates.
Recruiters ranked the top areas with planned hiring
in Dallas as:
1. Sales (39 percent)
2. IT (38 percent)
3. Engineering (24 percent)
4. Customer Service (15 percent)
5. Accounting and Administrative Support (13 percent)
Monster‟s recent survey to Dallas recruiters and hiring managers found that a majority of respondents (86 percent) are
most comfortable with going to online job boards to source candidates, the first choice for candidates searching for a
job.
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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 Dallas area encompasses Texas counties in and around the city. A comparison of Monster job seekers seeking
employment in the market compared to the volume of job postings in the area reveals higher supplies of talent in the
counties of Henderson, Bosque, Hopkins, and Red River, Texas, denoted by the darker green areas in the map below.
Recruitment for candidates in lighter green counties such as Cooke, Palo Pinto, Hunt, and Dallas, Texas may be more
competitive as the ratio of resumes per job posting is lower than in other Dallas 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 Sales/Retail/Business Development (9 percent).
Dallas Job Seekers by Category % Total Job Seekers
Administrative/Clerical 11%
Sales/Retail/Business Development 9%
Customer Support/Client Care 8%
IT/Software Development 7%
Accounting/Finance/Insurance 7%
Marketing/Product 5%
Medical/Health 5%
Business/Strategic Management 5%
Manufacturing/Production/Operations 4%
Human Resources 4%
All Other 35%
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13. 13
The remainder of this report will focus on key Dallas professions and how supply and demand measures up when
recruiting in this dynamic area.
Employers
Job Seekers
1. Customer Service Representatives, 7% 1. Computer Software Engineers, 18%
2. Secretaries/Administrative Assistants, 6% 2. Marketing/Sales Managers, 3%
3. General/Operations Managers, 4% 3. Human Resources Specialists, 3%
4. Marketing/Sales Managers, 4% 4. Secretaries/Administrative Assistants, 3%
5. Other Managers, 3% 5. Computer Systems Analysts, 3%
6. Computer Software Engineers, 3% 6. General/Operations Managers, 2%
7. Supervisors/Managers of Office and 7. Customer Service Representatives, 2%
Administrative Support Workers, 2% 8. Financial Analysts/Advisors, 2%
8. Computer Systems Analysts, 2% 9. Dispatchers, 2%
9. Human Resources Specialists, 2% 10. Bookkeeping/Accounting/Auditing
10. Date Entry/Information Processing Clerks, 2%
Workers, 2%
● ● ● ● ● ●
Over one-third of the supply (35 percent) and demand (42 percent) in Dallas are for the top ten occupation clusters
listed above. Seven of the top ten opportunities in demand may be found among the top candidates in supply.
Recruiters could find a challenge in finding qualified Computer Software Engineers due to the strong demand (18
percent) and lower supply (3 percent).
Listed below are the top 20 out of over 2,700 job titles in which Dallas job seekers are interested. These 20 job titles
accounted for 24 percent of the Dallas talent. The frequency of administrative and customer service roles, common
across regions, is particularly strong in Dallas.
# Job Titles (1-10) # Job Titles (11-20)
1 Customer Service Representative 11 Medical Assistant
2 Administrative Assistant 12 Assistant Manager
3 General Manager 13 Software Engineer
4 Sales Representative 14 General Supervisor
5 Project Manager 15 General Director
6 Office Manager 16 Customer Service
7 Executive Administrative Assistant 17 Human Resources Administrative Assistant
8 Receptionist 18 Data Entry Clerk
9 Clerk/Typist 19 Business Systems Analyst
10 Office and Administrative Support Workers, Other 20 Retail Salesperson
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14. 14
The top 20 (out of more than 2,200 titles) Dallas job titles posted on Monster.com from March 2010 to February 2011
show a variety of IT, finance and administrative roles. The most popular opportunity, Senior Software Engineer,
accounted for a strong 9 percent of job titles while the top 20 represented 25 percent of all job titles.
# Job Titles (1-10) # Job Titles (11-20)
1 Sr. Software Engineer 11 Financial Analyst
2 Linen Dispatcher 12 Training Specialist - Product Sales
3 Administrative Assistant 13 Executive Administrative Assistant
4 Software Engineer 14 Business Systems Analyst
5 Customer Service Representative 15 Programmer Analyst
6 Sales Representative 16 Accounts Payable Clerk
7 Accounting Clerk 17 Staff Accountant
8 Sr. Consultant 18 Sr. J. D. Edwards Architect
9 Java Developer 19 Sales Executive
10 Assistant Manager 20 Business Development Manager
Labor Performance Matrix
The Labor Performance Matrix below and on the next page compares job posting and resume performance within
the key Dallas occupation clusters.
The size of the circle represents the supply, based on the ratio of resumes per job from March 2010 through
February 2011. A large circle indicates a large pool of talent in comparison to the demand, and a smaller circle
represents areas where demand may outweigh 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 sit squarely in the Talent Surplus quadrant, while Marketing and Finance are
bordering the area. These categories show a strong supply of resumes and less 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.
Incubator Opportunities (Growth Areas)
The growth occupations span a wide range of categories, many of them trending towards the Talent Surplus quadrant.
These areas are prime for candidate and/or job opportunity expansion.
High Performance
Sales and IT are in the High Performance quadrant, with Finance very close to the region. There is an ample supply of
both job postings and seeker resumes for these sectors. The small circle size, however, indicates that demand may
outweigh supply and competition may be tight should job opportunities continue to expand.
Talent Shortage
There are no occupations in the Talent Shortage area, showing the current surplus of talent – and lack of job
opportunities - in Dallas.
The matrix below summarizes occupational supply and demand from March 2010 through February 2011.
Talent
High Performance
Surplus
Zone
Incubator Talent Shortage
Zone
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16. 16
In the following analysis, we compare Dallas 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 solid 64 percent of job postings are for Mid-Career
talent compared with 45 percent of new resumes. Due to
this imbalance, recruiters may need to be flexible in their
career requirement, most likely finding an excess of over-
qualified Manager-level candidates.
Education Level
Dallas recruiters are concentrated in searching for
candidates with at most a Bachelor‟s Degree (58 percent)
while candidates are primarily those with an
Associate/Some College experience (45 percent).
Recruiters could be challenged to fill roles as many
seekers‟ education level is lower than required.
Experience Level
Dallas candidates are spread among the categories while
job postings are relatively concentrated. A high 40 percent
of job opportunities are for candidates with 2 to 5 years of
experience compared to the 20 percent of available
seekers. Some recruiters will need to settle on candidates
with more years of experience than desired, which may
lead to higher compensation.
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17. 17
Job Type Requirements
A solid 24 percent of Dallas job postings are for temporary and intern work and the remaining 76 percent of
opportunities are for permanent positions. The temporary work typically expands post-recession as employers
conservatively hire for the short-term.
With 80 percent of job seekers desiring permanent employment and 20 percent willing to step into either a permanent or
temporary role, employers might need to convince some candidates to settle for a temporary role.
Dallas Job Type
New Resumes, Mar'10-Feb'11
Either
Type, 19%
Intern/
Seasonal,
<1%
Temp/
Contract,
1%
Permanent
, 80%
Job Status Requirements
Ninety-six percent of job postings are for full-time employment and only 4 percent for part-time, while 82 percent of
candidates are open to full-time employment, 3 percent for part-time and 15 percent for either. Employers should have
an ample pool of talent to meet their needs within these criteria.
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18. 18
Qualifications and Benefits
As employers look through reams of resumes, the qualifications Dallas professionals place the greatest importance on
when applying for opportunities is „years of work experience‟ (78 percent) and „type(s) of work experience‟ (74 percent).
Recruiters agree that work experience is the most critical qualification, but ranked „type‟ and „years‟ in the reverse order
(89 percent and 85 percent, respectively.)
Listed below are the most important factors Dallas 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 the top three include „stability of position‟, „salary‟ and „company‟s reputation‟.
Recruiters were asked how they would rate the same list of factors in terms of their importance to recruiting talent. The
top three items were the same, though ordered: „salary‟, „company‟s reputation‟ and „stability of position‟.
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19. 19
Compensation
Compensation expectations for recruiters and candidates are slightly dissimilar, as employers are looking to pay higher
amounts than seekers demand. The median salary offered from March 2010 to February 2011 was $70,000 and the
median salary candidates were seeking was $43,000. 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.
The greater part (38 percent) of Dallas job postings on Monster offer a salary ranging from $60-80,000. The second
largest concentration of postings (30 percent) is from $20-40,000. Most (43 percent) job seekers expect to earn
between $20-40,000.
The most significant compensation disparity is at $60,000, where a higher percentage of employers offer greater
salaries than candidates are requiring. Fifty-one percent of Dallas job employers offer at least $60,000 though only 27
percent of seekers plan to earn $60,000 or more. Over one-half (53 percent) of Dallas job seekers expect to earn at
least $40,000.
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 February, 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.