2012 atlanta job market report - monster.com

LOCAL MARKET

ATLANTA 2012 JOB CONDITIONS Insights and Analysis from Professionals, Recruiters and Hiring Managers

Brought to you by Monster Insights

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Copyright @ 2012 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.

ATLANTA – 2012 JOB CONDITIONS Atlanta professionals should find mixed hiring and economic conditions in 2012. Though the local economy is diverse and made notable improvements in 2011, the area has and will in the short term suffer from reserved employer hiring, a weakened real estate market, and higher than average unemployment rate. Forecasts suggest somewhat stable employment; though expect some continued job loss in 2012. As the Federal Reserve Board’s Beige Book recently summarized, Atlanta’s hiring continues to be modest. Employers are still using a higher level of temporary and part-time help than usual and will do so until they see sustained improvement in demand.

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It will take Atlanta another couple of years to realize the potential of its educated job seeker population, desirable living conditions and presence of strong Fortune 500 companies and return to labor market expansion and low levels of unemployment it once had. Monster leveraged more than 624,000 Atlanta resumes coupled with online job postings for Atlanta talent in order to gain insight into candidates and employers. Data is current through December 2011 unless otherwise noted.

1 The Federal Reserve Board‟s Beige Book, November 30, 2011

TABLE OF CONTENTS

MARKET CONDITIONS 3

Market Overview 3

Unemployment Rate 4

Payroll Change 4

Online Recruitment Trends 5

HIRING TALENT IN 2012 7

Atlanta Talent 7

Skills 8

Job Search 8

SUPPLY AND DEMAND ANALYSIS 9

Geography 9

Occupations 9

Labor Performance 11

Career Level 12

Education 12

Work Experience 12

Job Type (Perm or Contract) 13

Job Status (Full or Part-time) 13

Compensation 14

CONCLUSION 15

MONSTER INSIGHTS 15

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MARKET CONDITIONS

Atlanta is expected to face continuing economic and employment challenges in 2012. Conditions such as a lagging unemployment rate and payroll growth, as well as an unreliable real-estate market, are causing employers to remain very cautious before hiring new talent. However, Atlanta has a lot to offer with its below average cost of living and attractive quality of life. This will help Atlanta rebuild its economy. The cost of living consistently ranks below the national average and may entice candidates to come to Atlanta or to stay in the area.

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MARKET OVERVIEW Atlanta has a diverse economy supported by a wide range of industries and companies. The area has expertise in global logistics, bioscience, and health IT. Leading companies headquartered in the area include Coca-Cola, The Home Depot, UPS, Delta Air Lines, The Southern Company, NCR and First Data. The region benefits from its local universities, including Emory University, Georgia Tech and Georgia State University, as well as mild weather and an affordable cost of living.

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In October 2011, Atlanta had 2.4 million employed, 266,400 unemployed, and a 9.9 percent unemployment rate.4

Atlanta’s key employment industries are the following: From November 2010 to November 2011, the Atlanta economy shed 13,100 jobs. Financial Activities and Government reported the most significant declines, losing 10,700 and 10,100 jobs, respectively. Trade, Transportation & Utilities added 8,500 new jobs. Professional & Business Services and Education & Health Services each added approximately 5,000 roles over the twelve-month period.

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Moody’s Analytics’ December 2011 jobs forecast predicts a minimal 0.6 percent expansion in Atlanta jobs over the next twelve months compared to 0.8 percent for the nation. Nearly all sectors are predicted to be flat or declining with the exception of Natural Resources & Mining, Construction, and Other Services. A Georgia State University economist

forecasted Atlanta will gain 17,400 jobs in 2012 and 40,200 in 2013.5

Like employment, the area’s real estate market is also facing a delayed recovery. Standard & Poor’s Case-Shiller Atlanta index fell by 5.9 percent from August to September, reporting a new index low, and declined 9.8 percent year-over-year. In comparison, the nation reported a 0.1 percent expansion from August to September and a 3.9 percent annual decline. Atlanta home prices are forecasted to drop a further 6.7 percent in 2012.

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2 Metro Atlanta Chamber (MAC), www.metroatlantachamber.com

3 Metro Atlanta Chamber‟s “Metro Atlanta Executive Profile.” 4 Bureau of Labor Statistics, www.bls.gov; November 2011 data

5 Shockley, Jenifer. “Outlook „muddled‟ due to domestic uncertainty and global headwinds.” Georgia State University‟s J. Mack Robinson College of Business. 11/16/11

6 S&P/Case-Shiller Home Price Indices, released 11/29/11; housingpredictor.com

Industry Percent of Atlanta Employment

Trade, Transportation, & Utilities 23%

Professional & Business Services 18%

Government 14%

Education & Health Services 13%

Leisure & Hospitality 10%

Manufacturing 7%

Financial Activities 6%

All other industries 9%

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Atlanta vs. National Unemployment Rate, %

Nov '08 - Nov'11

Atlanta National

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Atlanta vs. National Payroll Growth, % YoY

Nov'08 - Nov'11

Atlanta National

UNEMPLOYMENT RATE Atlanta’s unemployment rate was 9.2 percent in November 2011, down from 9.9 percent in October. The area’s unemployment rate reached its peak in January 2010, hitting a high 10.7 percent. Atlanta’s unemployment rate lies in between the state’s November rate of 9.9 percent and the nation’s 8.6 percent rate.

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The unemployment rate is a lagging measure that indicates both joblessness and strength of the economy. National and state figures are seasonally adjusted.

PAYROLL CHANGE Job creation in the Atlanta metro area has been negative since December 2010. In November 2011, the area reported a -0.6 percent decline over the prior year. This rate falls below both Georgia’s -0.5 percent decline and the nation’s 1.2 percent expansion. Note the nation has expanded its payroll rate since September 2010.

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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.

7Bureau of Labor Statistics, www.bls.gov; November 2011 data

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Monster Employment Index

Atlanta YoY Change

ONLINE RECRUITMENT TRENDS The Monster Employment Index (Index) tracks online recruitment activity and related job opportunities across Atlanta and is a leading indicator of labor market trends. The Atlanta Index continued its upward trajectory during 2011 indicating sustained growth in online job availability throughout the year. By December 2011, the Atlanta Index stood at a level of 96, which represents an increase of 8 points or 9 percent for the year. The Atlanta Index hit its low point of 66 points in January 2010 after reaching an all-time high of 149 in October 2007 suggesting further recovery remains underway. Growth was primarily driven by higher demand for workers in skilled trades such as installation, maintenance and repair, construction and extraction, production, and transportation and material moving. Online recruiting also surged in life, physical, and social sciences, architecture and engineering, and computer and mathematical occupations. The Atlanta Index demonstrates a moderation in online job demand during the second half of the year. The Atlanta Index’s annual growth rate peaked at 24 percent in December 2010; by December 2011 it had dipped to 9 percent matching its annual 9 percent low in June 2011. The Atlanta Index results for the past 13 months are as follows:

Dec 10 Jan 11 Feb 11 Mar 11 Apr 11 May 11 Jun 11 Jul 11 Aug 11 Sep 11 Oct 11 Nov 11 Dec 11

88 77 91 94 99 101 101 103 108 104 106 105 96

The Atlanta Index results over the past three years:

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.

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Atlanta’s online job demand rose in 17 of the 24 occupational categories tracked by the Monster Employment Index in 2011, suggesting continued hiring activity across a diverse range of companies. Occupations showing the greatest rate of increase over the year include personal care and service, installation, maintenance, and repair, and protective service.

Most Wanted Occupational Experience in November

Occupations showing the greatest rate of increase in online job demand in 2011

Occupations Dec 2010

Dec 2011 YoY

% YoY

Personal Care and Service 381 469 +88 23%

Installation, Maintenance, and Repair

112 151 +39 35%

Protective Service 86 111 +25 29%

Arts, Design, Entertainment, Sports, and Media

95 117 +22 23%

Military Specific 86 106 +20 23%

Computer and Mathematical 76 95 +19 25%

Life, Physical, and Social Science

77 96 +19 25%

Building and Grounds Cleaning and Maintenance

62 79 +17 27%

Architecture and Engineering 69 83 +14 20%

Installation, maintenance, and repair increased 39 points or 35 percent in 2011. Both automotive and building equipment contractors contain many positions for mechanics, technicians and repairers. Increased demand for communications has also contributed to the rise in demand for equipment and line installers and repairers in the telecommunications sector. Online demand for computer and mathematical occupations continued its ascent in 2011, rising 19 points or 25 percent for the year 2011. The increase was driven, in part, by rising demand for health IT, cyber security, and digital media. Often referred to as the nation’s health IT capital, Atlanta is at the forefront of consumer digital health with more than 135 healthcare IT companies across the state.

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Life, physical, and social science was up 19 points or 25 percent for the year, reflecting a gradual build-up in demand for researchers, college professors and other scientists and professionals with a high level of formal education. Fast-growing biosciences remain drivers of this category.


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As seen on Monster, the types of jobs many Atlanta companies posted over the past year include roles primarily for IT (27 percent), finance (17 percent), and sales (15 percent).

HIRING TALENT IN 2012 Atlanta’s talent is experienced, well educated, and covers a broad range of skills and expertise. With a 9.2% unemployment rate reported in November 2011 companies should be able to find the talent they need to hire for most of their general roles. Despite this large talent pool, it should be noted that many companies requiring specialized skills in fields such as health IT, cyber security and wireless are reporting greater challenges finding the right (or enough) talent to hire.

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ATLANTA TALENT The types of roles Atlanta candidates are seeking on Monster span a wide range of areas with the highest volume targeting Administrative/Clerical (13 percent) opportunities followed by Customer Support/Client Care (10 percent).


Atlanta Job Postings by Category % Total Job Postings

IT/Software Development 27%

Accounting/Finance/Insurance 17%

Sales/Retail/Business Development 15%

Medical/Health 5%

Business/Strategic Management 5%

Engineering 4%

Market/Product 3%

Project/Program Management 2%

Human Resources 2%

Logistics/Transportation 2%

All Other 18%

Atlanta Job Seekers by Category % Total Job Seekers

Administrative/Clerical 13%

Customer Support/Client Care 10%

Sales/Retail/Business Development 9%

IT/Software Development 6%

Accounting/Finance/Insurance 6%

Medical/Health 5%

Manufacturing/Production/Operations 5%

Business/Strategic Management 4%

Manufacturing/Production/Operations 4%

Logistics/Transportation 4%

All Other 34%

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SKILLS Despite a relatively high unemployment rate that has

been hovering around 10 percent, some employers

in Atlanta may struggle to find the right talent. Gaps

may exist between the skills workers have or present

and the qualifications employers require to meet their

hiring needs.

How do companies overcome skill gaps?

Landing the best hard-to-find talent may require

some fine-tuning when it comes to talent acquisition

strategies. As recruitment activities heat-up for 2012,

consider some of these tactics shared by three

corporate powerhouses:10

Showcase what employees enjoy

Unleash employee connections

Mount a strategic employee training effort

Atlanta’s talent pool boasts Customer Service and

Sales as the top most common skills, referenced in

over 35% of seeker resumes.

JOB SEARCH Over the past 12 months, Monster has seen an average of 440,000 Atlanta area job searches each month. 62 percent

of Atlanta job searches did not contain a keyword suggesting Job Seekers cast a wide-area search before narrowing

activity.

Top Keywords Searched by Atlanta Job Seekers Include:

1. Sales

2. Customer Service

3. Accounting

4. Warehouse

5. Administrative Assistant

6. Human Resources

7. Marketing

8. Retail

9. Healthcare

10. Administrative

11. Part Time

12. Receptionist

13. Construction

14. Medical Assistant

15. Manager

16. Real Estate

17. Data Entry

18. Manufacturing

19. Education

20. Finance

10 Monster "The Skills Gap: Creative Ways to Manage Talent Acquisition"

0% 10% 20% 30% 40% 50%

Customer Relations

Telephone Skills

Analysis Skills

Communication Skills

Marketing

Administrative Skills

Microsoft Office

Organizational Skills

Recruiting/Staffing/Hiring

Billing

Training/Teaching

Problem Solving Skills

Microsoft Outlook

Time Management

English Language

Microsoft PowerPoint

Microsoft Word

Microsoft Excel

Sales

Customer Support/Service

Top Skills - Atlanta Job Seekers

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SUPPLY AND DEMAND ANALYSIS

GEOGRAPHY As defined here, the Atlanta market encompasses primarily Georgia cities and towns and select counties in the states of Alabama and North Carolina. 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 eastern Georgia, denoted by the darker green areas in the map. Recruitment for candidates in lighter green areas, such as those regions surrounding the city of Atlanta, may be more competitive as the ratio of resumes per job posting is lower compared to other areas around Atlanta.

OCCUPATIONS Over one-third of the supply (37 percent) and an even higher 41 percent of the demand in Atlanta are for the top ten occupation clusters listed below. Six of the top ten opportunities in demand may be found among the top candidates in supply. The roles that are not in common include administrative, financial and IT positions.

Jo

b S

eekers

Em

plo

yers

1. Computer Software Engineers, 12%

2. Accountants/Auditors, 8%

3. Computer Systems Analysts, 3%

4. General/Operations Managers, 3%

5. Marketing/Sales Managers, 3%

6. Emergency Management, 3%

7. Financial Analysts/Advisors, 3%

8. Computer Programmers, 2%

9. Human Resources Specialists, 2%

10. Office Supervisors/Managers, 2%

● ● ●

1. Secretaries/Admin. Assistants, 7%

2. Customer Service Reps., 6%

3. General/Operations Managers, 5%

4. Marketing/Sales Managers, 4%

5. Managers, General, 4%

6. Computer Software Engineers, 3%

7. Computer Systems Analysts, 2%

8. Office Supervisors/Managers, 2%

9. Sales, General, 2%

10. Human Resources Specialists, 2%

● ● ●

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Listed below are the top 20 (out of nearly 2,700) job titles in which Atlanta job seekers are interested. These 20 job titles accounted for 26 percent of the talent in Atlanta and have a strong selection of administrative, customer service, and manager-level roles.

# Job Titles (1-10) # Job Titles (11-20)

1 Customer Service Representative 11 Assistant Manager

2 Administrative Assistant 12 Retail Salesperson

3 General Manager 13 Receptionist

4 Sales Representative 14 Clerk/Typist

5 Project Manager 15 Office and Administrative Support Workers

6 Office Manager 16 General Director

7 Customer Service 17 Business Systems Analyst

8 Executive Administrative Assistant 18 Software Engineer

9 Warehouse Worker 19 Sales Executive

10 Medical Assistant 20 Human Resources Administrative Assistant

The top 20 (out of nearly 2,500) Atlanta job titles posted on Monster.com from December 2010 to November 2011 are

dominated by IT and Finance roles and accounted for 24 percent of all job titles.

# Job Titles (1-10) # Job Titles (11-20)

1 Software Engineer 11 Sr. Software Engineer

2 Disaster Relief Services Director 12 Project Manager

3 Staff Accountant 13 Warehouse Manager

4 Sr. Accountant 14 Sales Representative

5 Accountant 15 Payroll Manager

6 Financial Analyst 16 Software Quality Assurance Engineer

7 Customer Service Representative 17 Scientist

8 Accounts Payable Clerk 18 Financial Accountant

9 Cost Accountant 19 Sr. Financial Analyst

10 Java Developer 20 Product Manager

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LABOR PERFORMANCE The supply and demand below compares job posting and resume performance within the key Atlanta occupation clusters from January 2011 through December 2011. The chart plots demand (Atlanta job postings on Monster) versus supply (Atlanta candidates on Monster). The size of the circle represents the number of resumes per job posting. 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.

Administrative and Customer Service occupations show a Talent Surplus due to 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, particularly in Sales, Finance and IT roles which are showing a need for talent. The Sales and Healthcare occupations demonstrate adequate supply of both resumes and postings. Their smaller circle sizes reveal that these clusters have a smaller resume per postings ratio compared to other Atlanta segments such as Hospitality. Demand could outweigh supply from additional expansion from these areas. Finance and IT show a solid volume of opportunities and lower volumes of candidates. The small circle size further confirms the shortage of candidates in each of these areas. Recruiters need to actively and continuously recruit qualified candidates in order to fill these types of roles and should consider working with local educators to ensure programs continue that help to develop the skills required to meet hiring needs.

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Executive

Manager

Experienced (Non-Manager)

Entry Level

Student

2%

14%

72%

11%

1%

5%

31%

44%

12%

8%

Atlanta - Career Level

Job Postings Resumes

Masters/Doctorate

Bachelors

Associate/Some-College

High School

Certification - Vocational

5%

57%

7%

28%

3%

12%

32%

34%

16%

6%

Atlanta - 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

<1%

3%

7%

24%

39%

14%

13%

22%

18%

14%

15%

19%

7%

5%

Atlanta - Years of Experience


In the following analysis, we compare Atlanta 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 majority 44 percent of Atlanta job seekers are Mid-Career (or Experienced, Non-Mangers). Thirty-six percent are Managers or above while 20 percent are emerging into today’s workforce. A steep percent of job postings (72 percent) are for Mid-Career talent compared with 44 percent of new resumes. Due to this imbalance, recruiters may need to be flexible in their career requirement, most likely leveraging the strong excess of over-qualified Manager-level candidates (assuming these candidates are open to such opportunities).

EDUCATION A solid 44 percent of Atlanta job seekers have at least a Bachelor’s Degree while 34 percent have an Associate’s degree or some college experience. Atlanta recruiters are concentrated in searching for candidates with at most a Bachelor’s Degree (57 percent) followed very closely by those with at most a High School Degree (28 percent). Based on the myriad of education levels, recruiters may want to broaden their search for candidates as well as adjust compensation accordingly.

WORK EXPERIENCE Atlanta job seekers are concentrated in two main groups: 22 percent have more than 15 years of work experience and another 19 percent have 2 to 5 years of experience. A high 39 percent of job opportunities are for candidates with 2 to 5 years of experience compared to only 19 percent of available seekers. It is common that candidates are more senior compared to available jobs; Atlanta has a strong population of seasoned candidates (40 percent have over 10 years of experience). Some recruiters might need to settle on candidates with more years of experience than desired which could lead to higher compensation.

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Permanent

79%

Temp/

Contract

1%

Intern/

Seasonal

<1%

Either Type

20%

Atlanta Job Type

New Resumes

Permanent

75%

Temp/

Contract

25%

Intern/

Seasonal

<1%

Atlanta Job Type

Job Postings

Full-time

80%

Part-time

2%

Either

Status

18%

Atlanta Job Status

New Resumes

Full-time

97%

Part-time

3%

Atlanta Job Status

Job Postings

JOB TYPE (PERMANENT OR CONTRACT) Three-quarters of Atlanta job postings are for permanent positions and the remaining 25 percent are for temporary and intern work. With at most 21 percent of job seekers interested in a temporary role, employers might have to convince some job seekers to settle for a temporary instead of permanent position.

JOB STATUS (FULL OR PART-TIME) Nearly all Atlanta jobs (97 percent) are for full-time employment while 3 percent are for part-time; 80 percent of candidates are open to full-time employment, 2 percent for part-time, and 18 percent for either. Employers should have an ample pool of talent to meet their needs within these criteria.

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COMPENSATION Atlanta recruiters have a slightly higher salary requirement compared to candidate’s salary expectations. Supporting this, the median salary offered from January 2011 to December 2011 was $62,500 and the median salary candidates were seeking was $45,000. 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 majority of Atlanta candidates (41 percent) expect a salary of $40-60,000 while approximately one quarter of employers expect to pay each in the $20-40,000, $40-60,000 and $60-80,000 range.

The chart below shows that Atlanta employers have compensation requirements in excess of candidates, with the highest disparity at $60,000, where 48 percent of employers expect to pay at least $60,000 and only 28 percent of candidates expect to earn at least $60,000.

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DIVERSIFY YOUR RECRUITMENT STRATEGY IN 2012

As the nation continues to manage challenging economic conditions, 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. BeKnown, Monster‟s social app on Facebook, extends your reach. Build your employer brand on the world‟s most active social network. Play a smart matching game. Have processes and paper work in place, be diligent about screening, and communicate frequently with hiring managers. Monster‟s patented 6Sense® search technology powers a suite of products to help deliver the precise, relevant matches you need to save you time and money. See more of the talent you have and find the talent you need with Monster SeeMore, our cloud-based search and analytics platform. Let Monster Power Resume Search.® match qualified job seekers to your opportunities. Power Resume will sort and rank candidates for you, so the best matches are right at the top, saving you time and effort. 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 INSIGHTS 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 Insights, 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 2011 unless otherwise indicated.

http://hiring.monster.com/

http://hiring.monster.com/hr/hr-best-practices.aspx

mailto:[email protected]

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