Monster.com Jobs Report Green Jobs Labor Market Analysis

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1 Monster.com Jobs Report Green Jobs Labor Market Analysis This workforce solution was funded by a grant award by the U.S. Department of Labor s Employment and Training Administration. The solution was created by the grantee and does not necessarily reflect the official position of the DOL. The DOL makes no guarantees, warranties, or assurance of any kind, express or implied, with respect to such information, including any information on linked sites and included in, but not limited to, accuracy of the information or is completeness timeliness, useful need, adequacy, continued availability or ownership. This solution is copyrighted by the institution that created it. Internal use, by an organization and/or personal use by an individual for non commercial purposes, is permissible. All other uses require the prior authorization of the copyright owner

2 Market Analysis Getting to Green Careers SEAGO (AZ), CAAG (AZ), PBRPC (TX), and MVRPC (OH) Pathways out of Poverty Report (September 2010) Period Covered: July 2009 June 2010 Authors: Barrett LaMothe Ladd, Deanna Hampton, Gerard Euell, Jeff Quinn, Bruce Stephen & Dan DeMaioNewton MGS Insights and Analysis The Pathways out of Poverty Report (August 2010) is the first of four reports for The National Association of Regional Councils (NARC) and four regional councils: the Central Arizona Association of Governments, the Southeastern Arizona Governments Association, the Permian Basin Regional Planning Council (Midland, TX), and the Miami Valley Regional Planning Council (Dayton, OH). The report contains information and analysis on hiring employers (talent demand) and job seekers (talent supply) in the SEAGO (AZ), CAAG (AZ), PBRPC (TX), and MVRPC (OH) regions. See Appendix A for a list of the counties included in each region. The analysis targets two segments 1) Entry Level jobs and 2) Green jobs. For additional details around the scope of the Entry Level and Green segments, refer to Appendix B. The ultimate goal of this research about Entry Level and Green jobs is to rapidly identify strategic opportunities and benchmark the current state of related supply and demand nationally and in the four Pathways regions. In addition, the goal for this study is to inform and engage key stakeholders including employers, workforce development leaders, legislators, policy makers, and educators to develop approaches to build strong talent supply chains for affected workers. Research Methodology The data used in producing this report comes from two sources: Monster Worldwide s Talent Supply and Demand database of over 100 million U.S. resumes and WANTED Technologies aggregated job posting database for the period of July 2009 through June 2010, inclusive. Please note Monster data corresponding to this analysis may under/overstate numbers based on Product changes that affect how data is stored and collected at Monster. These changes were necessary to provide improvements in how the business interacts with employers and job seekers. Alternative data collection practices continue to be under investigation to improve future deliverables. Some result sets that may not accurately depict growth and changes in volume are not included in the report. August Monster Worldwide 1 of 117

3 Critical Insights Entry Level Demand Side (Note: No Supply Data) Though Entry Level opportunities available across the nation dipped from 48% of all job postings in the second half of 2009 to 47% in the first half of 2010, volume increased 20%. > Entry Level opportunities exceeded the nation s 20% growth in Ohio (+31%) and Arizona (+30%), while Texas reported only a 15% expansion. > The CAAG (+28%) and MVRPC (+21%) regions Entry Level job postings also reported growth in excess of the nation s, while the SEAGO (+19%) and PBRPC (+16%) regions increase fell below the national benchmark. Entry Level career-level job requirements across the states and regions are concentrated in job postings seeking candidates with either work experience in a related occupation or short-term on the job training. The nation s top three Entry Level job occupations were Retail Salespersons (7%), Retail Sales Supervisors/Managers (7%), and Customer Service Representatives. Note that the occupations are defined by three-digit SOC codes. > All three states (Arizona, Ohio, Texas) and two of the four regions (SEAGO, CAAG) had the same top three Entry Level occupations, but in some cases their rank order was different. > The top three Entry Level occupations for the PBRPC and MVRPC regions were Retail Sales Supervisors/Managers, Retail Salespersons, and Food Preparation and Serving Supervisors/ Managers. The fastest growing Entry Level occupation for the nation and nearly all of the states and regions in both percentage and net terms was Food Preparation and Serving Supervisors/ Managers. > Departing from the rest, Arizona and the SEAGO region reported the fastest growth in Nursing Aides, Orderlies and Attendants (+188%, +5,012 and +238%, 1,400, respectively). > For the CAAG region, Food Preparation and Serving Supervisors/ Managers was the fastest growing in percentage terms (+91%) and Food Preparation & Serving, Supervisors/Managers was the fastest growing in net terms (4,290). Critical Insights Green Jobs Demand Side Green opportunities available across the nation maintained a consistent share (2%) of total national jobs in the first half of 2010 compared to the second half of However, Green job postings increased 39% compared to the overall nation s growth of 23%, suggesting a slight shift towards Green talent demand. > Ohio (+54%) and Texas (+45%) reported growth of Green opportunities in excess of the nation s 39% rise, while Arizona reported a 31% expansion. > The PBRPC (+101%), MVRPC (+55%), and SEAGO (+44%) regions also reported growth in excess of the nation s while the CAAG region reported growth below the national benchmark (+32%). All Pathway regions surpassed their corresponding state s Green jobs expansion. Based on an analysis of occupation and job posting data, there were very few Dark Green opportunities and significantly more Near Green positions across the four Pathway regions. The darker the green, the more Green the job was considered. See Appendix B for in-depth definitions. September Monster Worldwide 2 of 117

4 Supply Side Pathway regions reported consistent skills in supply from 2H 09 to 1H 10, primarily consisting of hard skills computer, customer service and sales; and soft skills leadership, communication, organization and problem solving. Critical Insights of Talent Demand vs. Talent Supply Overall data showed an excess supply of candidates with Associate/Some College experience and an under supply of candidates with a Bachelor s degree among all the Pathway regions. As well, each area reported an excess supply of candidates with more than seven years of experience and an under supply of less experienced workers. There were no Pathway regions to report a talent deficit in the first half of 2010, suggesting there should not be a need to seek talent elsewhere. GREEN JOBS SEAGO REGION Demand Side Of the more green-like jobs in the SEAGO area, Electrical Engineers (8%), Civil Engineers (4%) and Heating, Air Conditioning and Refrigeration Mechanics (4%) continue to be in top demand. Primarily considered Near Green, Heavy Truck Drivers reported the greatest percentage increase (+159%) and volume gain (+97). Other Green occupations showing solid growth were concentrated among engineers, such as Electrical, Industrial and Civil. Industries in the SEAGO area reporting the greatest percentage increases and volume gains included Truck Transportation (+213%, +32 jobs), Mining (+200%, +28 jobs), and Specialty Trade Contractors (+94%, +31 jobs). In general, SEAGO employers are seeking experienced talent with at least a Bachelor s degree (about half) and some work experience. On the other hand, jobs exist for talent with just a High School degree and many employers are increasing opportunities offering on-the-job training (+37 to +75% gains). Reflecting the strong demand of engineering jobs in the SEAGO region, the top hard skills in demand are Management, Design and Bachelor s Degree. The top soft skill across all four regions is Communication Skills. Supply Side Following a typical seasonal pattern, the number of new Green SEAGO resumes on Monster dropped 4% from 2H 09 to 1H 10, compared to Arizona s 13% decrease. Green talent supply in the SEAGO area is concentrated among Administrative Support, Sales and IT roles. While Professional, Scientific, and Technical Services and Manufacturing remained the two industries with the greatest talent supply in 1H 10, they also reported the largest net losses in available resumes (each dropped over 1,000 resumes). The volume of active resumes declined across all industry sectors. Utilities reported the smallest decline (-4%). A majority of SEAGO Green talent has below a Bachelor s degree (>60%) and more than 10 years of work experience (>40%). Critical Insights of Talent Demand vs. Talent Supply Compared to the other Pathway regions, the SEAGO region shows low volume of new Green talent and demand suggesting the potential for high growth. Focus should be on strategic opportunities and selection of key industries. September Monster Worldwide 3 of 117

5 GREEN JOBS CAAG REGION Demand Side Of the more green-like jobs in the CAAG area, Electrical Engineers (5%), Industrial Engineers (4%) and Heating, Air Conditioning and Refrigeration Mechanics (4%) continue to be in top demand. Primarily considered Near Green, Heavy Truck Drivers reported the greatest percentage increase (+139%) and volume gain (+279). Other Green occupations showing solid growth included Heating, Air Conditioning and Refrigeration Mechanics, Light Truck Drivers, and Industrial Engineers. Industries in the CAAG area reporting the greatest percentage increases and volume gains included Construction of Buildings (+116%, +43 jobs), Truck Transportation (+92%, +97 jobs), and Computer and Electronic Product Manufacturing (+59%, +61 jobs). In general, CAAG employers are seeking experienced talent with at least a Bachelor s degree (about half) and some work experience. On the other hand, jobs exist for talent requiring just a High School degree and many employers are increasing opportunities offering on-the-job training (+6 to +14% gains). Mentioned in over half of CAAG job postings, Management is a key skill in demand. Supply Side Following a typical seasonal pattern, the number of new Green CAAG resumes on Monster dropped 7% from 2H 09 to 1H 10, compared to Arizona s 13% decrease. Green talent supply in the CAAG area is concentrated among Administrative Support, Sales and IT roles. While Professional, Scientific, and Technical Services remained an industry with the greatest talent supply in 1H 10, it also reported the largest net losses in available resumes (-8,300 resumes). The volume of active resumes declined across all industry sectors. Utilities reported the least loss (-2%). Most of the CAAG Green talent pool has below a Bachelor s degree (>60%) and more than 10 years of work experience (>40%). Critical Insights of Talent Demand vs. Talent Supply Compared to the other Pathway regions, the CAAG region shows ample supplies of Green talent supply and demand indicating the area performs well. Focus should be on keeping existing talent and watching for early warning signs for skills building or migration. GREEN JOBS PBRPC REGION Demand Side Of the more green-like jobs in the PBRPC area, Heating, Air Conditioning and Refrigeration (5%), Transportation Supervisors/Managers (3%), and Electricians (2%) continue to be in top demand. Primarily considered Near Green, Heavy Truck Drivers reported the greatest percentage increase (+152%) and the highest volume gain (+227). Other Green occupations showing solid growth included Heating, Air Conditioning and Refrigeration Mechanics. Industries in the PBRPC area reporting the greatest percentage increases and volume gains included Administrative and Support Services (+232%, +139 jobs) and Truck Transportation (+181%, +47 jobs). In general, PBRPC employers are offering long-term on-the-job training with at least a High School diploma (about half) and some work experience. In addition to Management as the top skill in demand, critical skills include CDL (Commercial Driver s License), Operator, Sales, Operations, and Customer Service. September Monster Worldwide 4 of 117

6 Supply Side Following a typical seasonal pattern, the number of new Green PBRPC resumes on Monster dropped 10% from 2H 09 to 1H 10, compared to Texas 8% decrease. Green talent supply in the PBRPC area is concentrated among Administrative Support, Management and Sales roles. While Professional, Scientific, and Technical Services remained an industry with the greatest talent supply in 1H 10, it also reported the largest net losses in available resumes (-365 resumes). The volume of active resumes declined across most industry sectors. The Agriculture and Wholesale Trade industries reported the least loss (-14% and -20% respectively). A majority of PBRPC Green talent has below a Bachelor s degree (>65%) and more than seven years of work experience (>45%). Critical Insights of Talent Demand vs. Talent Supply Compared to the other Pathway regions, the PBRPC region shows low volume of new Green talent and demand suggesting the potential for high growth. Focus should be on strategic opportunities and selection of key industries. GREEN JOBS MVRPC REGION Demand Side Of the more green-like jobs in the MVRPC area, Electrical Engineers (5%), and Logisticians (4%) continue to be in top demand. Primarily considered Near Green, Heavy Truck Drivers reported the greatest percentage increase (+99%) and the highest volume gain (+336). Other Green occupations showing solid growth included Landscaping and Groundskeeping Workers, Electrical Engineers, Mechanical Engineers, and Heating, Air Conditioning, and Refrigeration Mechanics and Installers. Industries in the MVRPC area reporting the greatest percentage increases and volume gains included Administrative and Support Services (+84%, +257 jobs), Truck Transportation (+50%, +83 jobs), and Machinery Manufacturing (+233%, +35 jobs). In general, PBRPC employers are offering long-term on-the-job training with at least a Bachelor s degree (about half) and some work experience. The top five skills in demand by PBRPC employers include Management, Design, Communication Skills, Bachelor s Degree, and Sales. Supply Side Following a typical seasonal pattern, the number of new Green MVRPC resumes on Monster dipped 1% from 2H 09 to 1H 10, compared to Ohio s 9% decrease. Green talent supply in the CAAG area is concentrated among Administrative Support, Management and IT roles. While Professional, Scientific, and Technical Services remained an industry with the greatest talent supply in 1H 10, it also reported the largest net losses in available resumes (-3,418 resumes). The volume of active resumes declined across most industry sectors. Agriculture and Ming reported the least loss (both dipped 1%) while Utilities increased 1%. A majority of MVRPC Green talent has below a Bachelor s degree (>55%) and more than seven years of work experience (>50%). Critical Insights of Talent Demand vs. Talent Supply Compared to the other Pathway regions, the MVRPC region shows high volumes of new Green talent and low demand suggesting a talent surplus. Focus should be on skills migration to match existing demands for talent in the area. September Monster Worldwide 5 of 117

7 Entry Level Jobs NATIONAL ENTRY LEVEL TALENT DEMAND This section analyzes Entry Level talent demand, which comprises all jobs that require a high school degree or less, based on the education classification linked to the occupation. Due to the low cost structure of Entry Level jobs, it is one of the first segments to rebound post-recession and a good indicator of an employment markets recovery. Entry Level talent demand accounted for less than half of all national job postings in both the second half of 2009 (2H 09) and the first half of 2010 (1H 10). During this time, its percentage share of all U.S. job postings dipped from 48% to 47% primarily due to the strong growth in U.S. job postings (+23%) and smaller growth (+20%) in Entry Level postings. The solid expansion of both Entry Level and U.S. job postings indicates positive signs of a national economic recovery. The table below shows the volume of national job postings for each 6-month period. The table includes the (+/-) net change and the percent change from 2H 09 to 1H 10. Figure 1: U.S. Entry Level Job Postings by 6-month Period Looking at career and training requirements in 2H 09 and 1H 10 reveals that Entry Level employers are seeking primarily candidates with work experience in a related occupation (32% - 2H 09; 35% - 1H 10) and willing to provide short-term on-the-job training (30% - 2H 09; 27% - 1H 10). As seen in the chart below, work experience in a related occupation share expanded by three percentage points in 1H 10, supporting the fact that employers are seeking lower cost labor before providing additional training. The three career levels were consistent from 2H 09 to 1H 10: Long-term on-the-job training (5%), moderate-term on-the-job training (23%), and postsecondary vocational award (10%). Figure 2: U.S. Entry Level Job Postings by 6-month Period Training Requirements September Monster Worldwide 6 of 117

8 NATIONAL ENTRY LEVEL TALENT DEMAND BY OCCUPATION Listed below are the 10 most popular national Entry Level occupations and their percent change and net change from 2H 09 to 1H 10. With a 20% rise in all Entry Level job postings, there were no occupations to show a decline during the period. Though growth reflected across the roles, it is notable that Retail Salespersons, the top ranked occupation in volume, expanded only 4,100 jobs or 1% (and share fell from 9% to 7% of total job postings). Licensed Practical and Licensed Vocational Nurses grew by 5,800 jobs or 2% (and share fell from 4% to 3% of total job postings). Figure 3: U.S. Entry Level Job Postings by 6-month Period Top 10 Occupations The following Entry Level occupations reported the greatest percentage increases in talent demand: 1. Supervisors/Managers of Food Preparation and Serving Workers (+65%) 2. Sales Representatives, Wholesale & Manufacturing, Technical & Scientific Products (+49%) 3. Sales Representatives, Wholesale & Manufacturing, Exc. Tech. & Scientific Products (+37%) 4. Sales Representatives, Services, All Other (32%) 5. Truck Drivers, Heavy and Tractor-Trailers (+26%) The following Entry Level occupations reported the greatest volume gain in talent demand: 1. Supervisors/Managers of Food Preparation and Serving Workers (+141,652) 2. Supervisors/Managers of Retail Sales Workers (+112,279) 3. Sales Representatives, Wholesale & Manufacturing, Exc. Tech. & Scientific Products (+71,339) 4. Sales Representatives, Wholesale & Manufacturing, Technical & Scientific Products (+68,576) 5. Sales Representatives, Services, All Other (+60,350) September Monster Worldwide 7 of 117

9 ARIZONA ENTRY LEVEL TALENT DEMAND Entry Level talent demand in Arizona rose 30% from 2H 09 to 1H 10 compared to the nation s 20% Entry Level increase. The state s growth is stronger than the nation (both for Entry Level and Total job postings), providing an encouraging sign to the weakened Arizona labor market. Arizona s Entry Level job postings represent 44% of the state s total. Arizona netted 43,237 job postings compared to the second half of The table below shows the volume of Entry Level job postings in Arizona compared to Arizona s total job postings for each 6-month period. The table includes the (+/-) net change, percent change over the prior period, and the percent of Arizona s jobs that are Entry Level. Figure 4: Arizona Entry Level Job Postings by 6-month Period Arizona s career and training requirements for 2H 09 through 1H 10 show that employer demands are mostly consistent from period-to-period. Similar to the national level, demand is concentrated in candidates with work experience in a related occupation (30% - 2H 09; 32% - 1H 10) and short-term on-the-job training (32% - 2H 09; 28% - 1H 10). Demand for candidates with postsecondary vocational awards surged 71% (+8,000 net gain) in 1H 10 gaining a 3% share of total opportunities. Expansion in work experience in a related occupation followed with a 42% increase (a 2% share increase). Figure 5: Arizona Entry Level Job Postings by 6-month Period Training Requirements September Monster Worldwide 8 of 117

10 ARIZONA ENTRY LEVEL TALENT DEMAND BY OCCUPATION Reported below are the 10 most popular Entry Level occupations in the state of Arizona and their percentage volume of job postings for 2H 09 and 1H 10. These top occupations accounted for 39% and 42% (respectively) of Entry Level postings in Arizona. A comparison of Arizona Entry Level job posting volume by occupation in 2H 09 and 1H 10 shows the following changes: 1. The demand for Retail Sales, Supervisors/Managers jumped from third to first place rank due to a surge of 58% (or 5,012) job postings. 2. Nursing Aides, Orderlies, and Attendants also showed significant growth, adding 4,808 postings (+188%). 3. Tellers, and Bill and Account Collectors dropped from the top 10 Entry Level occupations in demand in the second half of 2009 replaced with Nursing Aides, Orderlies, and Attendants and Security Guards in the first half of Figure 6: Arizona Entry Level Job Postings - Top 10 Occupations September Monster Worldwide 9 of 117

11 The table below shows the (+/-) net change and percent change over the prior period in Arizona for those Entry Level occupations reported in both 6-month periods. Figure 7: Arizona Entry Level Job Postings by Occupations The following Entry Level occupations reported the greatest percentage increases in talent demand in Arizona: 1. Nursing Aides, Orderlies, and Attendants (+188%) 2. First-Line Supervisors/Managers of Food Preparation and Serving Workers (+99%) 3. First-Line Supervisors/Managers of Retail Sales Workers (+58%) 4. Security Guards (+54%) 5. Executive Secretaries and Administrative Assistants (+43%) The following Entry Level occupations reported the greatest volume gain in talent demand in Arizona: 1. First-Line Supervisors/Managers of Retail Sales Workers (+5,012) 2. First-Line Supervisors/Managers of Food Preparation and Serving Workers (+4,827) 3. Nursing Aides, Orderlies, and Attendants (+4,808) 4. Customer Service Representatives (+2,514) 5. Retail Salespersons (+2,007) None of the top 10 occupations in 1Q 10 declined from the prior period. September Monster Worldwide 10 of 117

12 SEAGO (AZ) REGION ENTRY LEVEL TALENT DEMAND The next section analyzes the demand for Entry Level talent in the SEAGO region, as defined below. *Adjacent counties in same state unless noted. Figure 8: SEAGO Pathway Region by Counties Entry Level talent demand for the SEAGO region rose 19% from 2H 09 to 1H 10 compared to Arizona s 30% increase. As Entry Level jobs are typically the first jobs to become available after a downturn, this indicates the region is having a slower employment recovery compared to the state. The area netted 5,346 additional Entry Level job postings compared to the second half of Approximately 20% of the demand for Entry Level talent in the state of Arizona comes from the SEAGO region. Additionally, the area obtained 12% of the net increase of Entry Level jobs for the state. Figure 9: SEAGO Entry Level Job Postings by 6-month Period September Monster Worldwide 11 of 117

13 The table below shows the volume of Entry Level job postings for each 6-month period in the SEAGO region and the state of Arizona. The table includes the (+/-) net change, percent change over the prior period, and the percent of total jobs in Arizona. Figure 10: SEAGO Entry Level Job Postings by 6-month Period SEAGO ENTRY LEVEL CAREER JOB-LEVEL REQUIREMENTS A review of SEAGO 2H 09 through 1H 10 career and training requirements data shows that employer demand is concentrated in work experience in a related occupation (30% - 2H 09; 32% - 1H 10), followed by both moderate-term on-the-job training (31% - 2H 09; 24%- 1H 10) and short-term on-the-job training (24% - 2H 09 and 1H 10). Unique to the region, short-term on-the-job training dropped a noticeable 7% (from 31% to 24%) offset by the 77% increase in postsecondary vocational award (rose from 10% to 15%) and 28% increase in work experience in a related occupation (rose from 30% to 32%). Figure 11: SEAGO Entry Level Job Postings by 6-month Period Training Requirements Source: Monster Internal Data September Monster Worldwide 12 of 117

14 SEAGO ENTRY LEVEL TALENT DEMAND BY OCCUPATION Listed below are the 10 most popular occupations and their percentage volume of Entry Level job postings, percent change, and net change for 2H 09 and 1H 10. These top occupations accounted for 36% and 43% (respectively) of Entry Level postings in the SEAGO region. A comparison of SEAGO Entry Level job posting volume by occupation in 2H 09 and 1H 10 shows the following changes: 1. Retail Sales, Supervisors/Managers was in the top spot for both periods. 2. Food Preparation and Serving, Supervisors/Managers and Nursing Aides & Orderlies reported triple digit growth from 2H 09 to 1H 10, accounting for the occupations jump to second and third rank, respectively. Figure 12: SEAGO Entry Level Job Postings by Occupation The following occupations reported the greatest percentage increases in Entry Level talent demand in the SEAGO region: 1. Nursing Aides, Orderlies and Attendants (+238%) 2. Supervisors/Managers of Food Preparation and Serving Workers (+137%) 3. Sales Representatives, Wholesale & Manufacturing, Exc. Tech. & Scientific Products (+64%) The following occupations reported the greatest volume gain in Entry Level talent demand in the SEAGO region: 1. Nursing Aides, Orderlies and Attendants (+1,400) 2. First-Line Supervisors/Managers of Food Preparation and Serving Workers (+1,351) 3. First-Line Supervisors/Managers of Retail Sales Workers (+732) One occupation declined in the first half of 2010: Retail Salespersons fell 5% or by 87 job postings. A comparison of the top 10 1H 10 occupation lists for the SEAGO region and Arizona reveals that eight Entry Level occupations are in common. The top three occupations (First-Line Supervisors/Managers of Retail Sales Workers; First-Line Supervisors/Managers of Food Preparation and Serving Workers; and Nursing Aides, Orderlies, and Attendants) are the same in each list. Licensed Practical and Licensed Vocational Nurses and Merchandise Displayers and Window Trimmers are ranked in the top ten in the SEAGO region while they are not in Arizona s topmost; conversely, Sales Representatives, Services, All Other and Security Guards are on the Arizona list, but not on the SEAGO list. September Monster Worldwide 13 of 117

15 CAAG (AZ) REGION ENTRY LEVEL TALENT DEMAND The following section analyzes the demand for Entry Level talent in the CAAG region, as defined below. *Adjacent counties in same state unless noted. Figure 13: CAAG Pathway Region by Counties Entry Level talent demand for the CAAG region rose 28% from 2H 09 to 1H 10, consistent with the state s 30% increase. The positive expansion demonstrates the state and region s recovery, as the Entry Level sector is usually one of the first sectors to resume hiring. The area netted 32,312 Entry Level job postings compared to the second half of The majority of the demand for Entry Level talent in the state of Arizona comes from the CAAG region; the CAAG area s share of Entry Level opportunities in Arizona decreased slightly from 80% in the second half of 2009 to 78% in 1H However, the area obtained 75% of the net increase of Entry Level jobs for the state. Figure 14: CAAG Entry Level Job Postings by 6-month Period September Monster Worldwide 14 of 117

16 The table below shows the volume of Entry Level job postings for each 6-month period in the CAAG region and the state of Arizona. The table includes the (+/-) net change, percent change over the prior period, and the percent of total jobs in Arizona. Figure 15: CAAG Entry Level Job Postings by 6-month Period CAAG ENTRY LEVEL CAREER JOB-LEVEL REQUIREMENTS A review of CAAG 2H 09 through 1H 10 career and training requirements data shows that employer demand for the various career levels remain largely consistent over both periods. Recruiters are primarily interested in those with work experience in a related occupation (29% - 2H 09; 33% - 1H 10), short-term on-the-job training (33% - 2H 09; 30% - 1H 10), and moderateterm on-the-job training (25% - 2H 09 and 1H 10). In favor of candidates with work experience in a related occupation, the share of CAAG Entry Level job postings rose 4% in the 1H 10 while the share of short-term on-the-job training dipped three percent. Three career levels maintained consistent shares of CAAG Entry Level job postings from 2H 09 to 1H 10: Moderate-term on-the-job training (25%), postsecondary vocational award (8%) and long-term on-the-job training (4%). Figure 16: CAAG Entry Level Job Postings by 6-month Period Training Requirements Source: Monster Internal Data September Monster Worldwide 15 of 117

17 CAAG ENTRY LEVEL TALENT DEMAND BY OCCUPATION Listed on the next page are the 10 most popular occupations and their percentage volume of Entry Level job postings, percent change, and net change for 2H 09 and 1H 10. These top occupations accounted for 37% and 41% (respectively) of Entry Level postings in the CAAG region. A comparison of CAAG Entry Level job posting volume by occupation in 2H 09 and 1H 10 shows the following changes: 1. The order of the top 10 occupations were very consistent from period to period, with the exception of First-Line Supervisors/Manager of Office and Administrative Support Workers which fell from fourth to seventh rank. 2. The strong growth of First-Line Supervisors/Manager of Food Preparation and Serving Workers pushed it from a 3% to 5% share. Figure 17: CAAG Entry Level Job Postings by Occupation The following occupations reported the greatest percentage increases in Entry Level talent demand in the CAAG region: 1. Supervisors/Manager of Food Preparation and Serving Workers (+91%) 2. Supervisors/Manager of Retail Sales Workers (+68%) 3. Sales Representatives, Wholesale & Manufacturing, Technical & Scientific Products (+66%) 4. Security Guards (+60%) The following occupations reported the greatest volume gain in Entry Level talent demand in the CAAG region: 1. Supervisors/Manager of Retail Sales Workers (+4,290) 2. Supervisors/Manager of Food Preparation and Serving Workers (+3,606) 3. Customer Service Representatives (+2,177) 4. Retail Salespersons (+2,019) Only one occupation declined in the first half of 2010: Office & Admin. Support, Supervisors/ Managers fell 3% or by 128 job postings. A comparison of the top 10 1H 10 occupation lists for the CAAG region and Arizona reveals that nine of the ten Entry Level occupations are in common. Sales Representatives, Wholesale and Manufacturing, Technical and Scientific Products is ranked in the top ten in the CAAG region while it is not on Arizona s top ten; conversely, Nursing Aides, Orderlies, and Attendants is on the Arizona list, but not on the CAAG list. September Monster Worldwide 16 of 117

18 TEXAS ENTRY LEVEL TALENT DEMAND Entry Level talent demand in Texas rose 15% from 2H 09 to 1H 10 compared to the nation s 20% increase. Total job postings in Texas increased a strong 61% during this time, revealing that Entry Level jobs have had a comparable weak performance. The area netted 80,377 Entry Level job postings compared to the second half of The table below shows the volume of Entry Level job postings for each 6-month period in Texas compared to the volume of total job postings in Texas. The table includes the (+/-) net change, percent change over the prior period, and the percent of Texas jobs that are Entry Level. Figure 18: Texas Entry Level Job Postings by 6-month Period A review of 2H 09 through 1H 10 career and training requirements data shows that Entry Level employer demand in Texas parallels the nation s career level demand. The top two segments include work experience in a related occupation (32% - 2H 09; 35% - 1H 10) and short-term onthe-job training (31% - 2H 09; 27% - 1H 10). Three levels remained consistent period-to-period: moderate-term on-the-job training (22% and 23%), postsecondary vocational award (10%), and long-term on-the-job training (5%). Work experience in a related occupation expanded a strong 29% in volume from 2H 09 to 1H 10 resulting in a share increase from 32% in 2H 09 to 35% in 1H 10 and providing evidence of employers favoring lower cost hires. Figure 19: Texas Entry Level Job Postings by 6-month Period Training Requirements September Monster Worldwide 17 of 117

19 TEXAS ENTRY LEVEL TALENT DEMAND BY OCCUPATION Reported below are the 10 most popular Entry Level occupations in the state of Texas and their percentage volume of job postings for 2H 09 and 1H 10. These top occupations accounted for 44% and 42% (respectively) of Entry Level postings in Texas. A comparison of Texas Entry Level job posting volume by occupation in 2H 09 and 1H 10 shows the following changes: 1. While the demand for Retail Salespersons declined (previously ranked number one), the demand for First-Line Supervisors/Managers of Retail Sales Workers rose 25% (+8,742 net) postings, pushing it from second to first rank. 2. There were numerous shifts in rank and percentage of total, as for example, Licensed Practical and Licensed Vocational Nurses fell from 5% to 3% (and fourth to fifth) while First- Line Supervisors/Managers of Food Preparation and Serving Workers rose from 3% to 5% (and sixth to third). 3. Occupations falling off the top 10 list in 1H 10 included Tellers and First-Line Supervisors/Managers of Office and Administrative Support Workers. These positions were replaced with Sales Representatives, Wholesale and Manufacturing, Technical and Scientific Products and Executive Secretaries and Administrative Assistants. Figure 20: Texas Entry Level Job Postings - Top 10 Occupations September Monster Worldwide 18 of 117

20 The table below shows the (+/-) net change and percent change over the prior period in Texas for those occupations reported in both 6-month periods. Figure 21: Texas Entry Level Job Postings by Occupations The following Entry Level occupations reported the greatest percentage increases in talent demand in Texas: 1. Supervisors/Managers of Food Preparation and Serving Workers (+64%) 2. Truck Drivers, Heavy and Tractor-Trailer (+54%) 3. Sales Representatives, Wholesale & Manufacturing, Technical & Scientific Products (+46%) 4. Executive Secretaries and Administrative Assistants (+31%) 5. Sales Representatives, Services, All Other (+29%) The following Entry Level occupations reported the greatest volume gain in talent demand in Texas: 1. Supervisors/Managers of Food Preparation and Serving Workers (+11,382) 2. Supervisors/Managers of Retail Sales Workers (+8,742) 3. Truck Drivers, Heavy and Tractor-Trailer (+6,655) 4. Sales Representatives, Wholesale & Manufacturing, Technical & Scientific Products (+5,031) 5. Sales Representatives, Wholesale & Manufacturing, Exc. Tech. & Scientific Products (+4,417) Two top 10 Entry Level occupations reported a decline: Licensed Practical and Licensed Vocational Nurses dropped 12% or 2,772 job postings and Retail Salespersons fell 3% or 1,429 job postings. September Monster Worldwide 19 of 117

21 PBRPC (TX) REGION ENTRY LEVEL TALENT DEMAND The following section analyzes the demand for Entry Level talent in the PBRPC region, as defined below. *Adjacent counties in same state unless noted. Figure 22: PBRPC Pathway Region by Counties September Monster Worldwide 20 of 117

22 Entry Level job postings in the PBRPC region and Texas expanded at nearly the same rate from 2H 09 to 1H 10, expanding 16% and 15%, respectively. The PBRPC area netted 2,703 job postings compared to the second half of Though these figures are positive, they are noticeably below both the nation s 20% gain as well as below the other Pathway regions improvements (ranging from 20% to 31%). Approximately 3% of the demand for Entry Level talent in Texas comes from the PBRPC region, as well, 3% of the net increase of Entry Level jobs for the state comes from the PBRPC region. Figure 23: PBRPC Entry Level Job Postings by 6-month Period The table below shows the volume of Entry Level job postings for each 6-month period in the PBRPC region and the state of Texas. The table includes the (+/-) net change, percent change over the prior period, and the percent of total jobs in Texas. Figure 24: PBRPC Entry Level Job Postings by 6-month Period September Monster Worldwide 21 of 117

23 PBRPC ENTRY LEVEL CAREER JOB-LEVEL REQUIREMENTS A review of PBRPC career and training requirements data shows that employer demand is concentrated in work experience in a related occupation (27% - 2H 09; 32% - 1H 10), short-term on-the-job training (38% - 2H 09; 28% - 1H 10), and moderate-term on-the-job training (24% - 2H 09; 27% - 1H 10). Demand for short-term on-the-job training dropped 14% from 2H 09 to 1H 10, falling from 38% to 28% of total share, while each of the other categories reported an increase in job postings. This change indicates employers reluctance to offer on-the-job training, preferring to obtain candidates with related work experience instead. Only long-term on-the-job training maintained a consistent share (4%) of PBRPC Entry Level job postings from 2H 09 to 1H 10. Figure 25: PBRPC Entry Level Entry Level Job Postings by 6-month Period Training Requirements September Monster Worldwide 22 of 117

24 PBRPC ENTRY LEVEL TALENT DEMAND BY OCCUPATION Listed below are the 10 most popular occupations and their percentage volume of Entry Level job postings, percent change, and net change for 2H 09 and 1H 10. These top occupations accounted for 48% and 47% (respectively) of Entry Level postings in the PBRPC region. A comparison of PBRPC Entry Level job posting volume by occupation in 2H 09 and 1H 10 shows the following changes: 1. The top two occupations (First-Line Supervisors/Managers of Retail Sales Workers and Retail Salespersons) declined in demand in 1H 10 (with their share falling 10% to 8% and 11% to 7%, respectively), as well as switched first and second rank compared to the prior period. These are the same top two occupations for the nation, as well. 2. The third ranked occupation, First-Line Supervisors/Managers of Food Preparation and Serving Workers, was the fastest growing occupation in 1H 10, driving it to rise to the third place rank and its share to increase from 4% to 7%. 3. Four of the top 10 occupations, significantly more than any other region, reported a decline from 2H 09 to 1H 10. Figure 26: PBRPC Entry Level Job Postings by Occupation The following occupations reported the greatest percentage increases in Entry Level talent demand in the PBRPC region: 1. First-Line Supervisors/Managers of Food Preparation and Serving Workers (+120%) 2. Licensed Practical and Licensed Vocational Nurses (+93%) 3. Combined Food Preparation and Serving Workers, Including Fast Food (+77%) 4. Sales Representatives, Wholesale & Manufacturing, Exc. Tech. & Scientific Products (+65%) 5. Merchandise Displayers and Window Trimmers (+54%) September Monster Worldwide 23 of 117

25 The following occupations reported the greatest volume gain in Entry Level talent demand in the PBRPC region: 1. First-Line Supervisors/Managers of Food Preparation and Serving Workers (+738) 2. Licensed Practical and Licensed Vocational Nurses (+314) 3. Truck Drivers, Heavy and Tractor-Trailer (+285) 4. Merchandise Displayers and Window Trimmers (+282) 5. Sales Representatives, Wholesale & Manufacturing, Exc. Tech. & Scientific Products (+225) The following occupations reported the greatest percentage decreases in Entry Level talent demand in the PBRPC region: 1. Tellers (-32%) 2. Retail Salespersons (-25%) 3. First-Line Supervisors/Managers of Retail Sales Workers (-7%) 4. Customer Service Representatives (-4%) The following occupations reported the greatest volume losses in Entry Level talent demand in the PBRPC region: 1. Retail Salespersons (-458) 2. Tellers (-231) 3. First-Line Supervisors/Managers of Retail Sales Workers (-113) 4. Customer Service Representatives (-30) A comparison of the top 10 1H 10 occupation lists for the PBRPC region and Texas reveals that seven of the ten Entry Level occupations are in common. The three occupations that rank higher in the PBRPC region include Merchandise Displayers and Window Trimmers, Teller, and Combined Food Preparation and Serving Workers, Including Fast Food. September Monster Worldwide 24 of 117

26 OHIO ENTRY LEVEL TALENT DEMAND Entry Level talent demand in Ohio rose a strong 31% from 2H 09 to 1H 10 compared to the nation s 20% increase and Ohio s total job postings rise of 55%. Entry Level job postings increased by 76,893 compared to the second half of The state s growth is significantly above the nation s expansion, reflecting increased seasonal hiring and an improving economy. Ohio contributes 4% to the total U.S. Entry Level talent demand. Additionally, the area generated 6% of the net increase of the nation s Entry Level jobs. The table below shows the volume of Entry Level job postings for each 6-month period in Ohio compared to the volume of Ohio s total job postings. The table includes the (+/-) net change, percent change over the prior period, and the percent of Ohio s jobs that are Entry Level. Figure 27: Ohio Entry Level Job Postings by 6-month Period A review of 2H 09 through 1H 10 career level and training requirements shows that employer demand in Ohio is also consistent with the nation s requirements. The top two segments include work experience in a related occupation (31% - 2H 09; 33% - 1H 10) and short-term on-the-job training (30% - 2H 09; 27% - 1H 10). Three levels have remained consistent period-to-period: moderate-term on-the-job training (25%), postsecondary vocational award (11%), and long-term on-the-job training (3-4%). Work experience in a related occupation expanded a strong 39% in volume from 2H 09 to 1H 10 (rising from 31% to 33% share); also, long-term on-the-job training rose a strong 59% in volume to gain a slight 1% edge of the share. Figure 28: Ohio Entry Level Job Postings by 6-month Period Training Requirements September Monster Worldwide 25 of 117

27 OHIO ENTRY LEVEL TALENT DEMAND BY OCCUPATION Reported below are the 10 most popular Entry Level occupations in the state of Ohio and their percentage volume of job postings for 2H 09 and 1H 10. These top occupations accounted for 48% and 46% (respectively) of Entry Level postings in Ohio. A comparison of Ohio Entry Level job posting volume by occupation in 2H 09 and 1H 10 shows the following changes: 1. All top 10 occupations showed volume gains in the first half of The first three occupations (Retail Salespersons, First-Line Supervisors/Managers of Retail Sales Workers, and Customer Service Representatives) were the same rank in both 2H 09 and 1H 10, despite a 2% drop in the share of Retail Salespersons and 1% drop in the share of Customer Service Representatives. 3. The Teller occupation fell from the topmost list in 1H 10 and was replaced with Sales Representatives, Wholesale and Manufacturing, Technical and Scientific Products. Figure 29: Ohio Entry Level Job Postings - Top 10 Occupations September Monster Worldwide 26 of 117

28 The table below shows the (+/-) net change and percent change over the prior period in Ohio for those occupations reported in both 6-month periods. Figure 30: Ohio Entry Level Job Postings by Occupations The following Entry Level occupations reported the greatest percentage increases in talent demand in Ohio: 1. First-Line Supervisors/Managers of Food Preparation and Serving Workers (+96%) 2. Sales Representatives, Wholesale & Manufacturing, Technical & Scientific Products (+93%) 3. Sales Representatives, Wholesale & Manufacturing, Exc. Tech. & Scientific Products (+58%) 4. Sales Representatives, Services, All Other (+31%) 5. Licensed Practical and Licensed Vocational Nurses (+29%) The following Entry Level occupations reported the greatest volume gain in talent demand in Ohio: 1. First-Line Supervisors/Managers of Food Preparation and Serving Workers (+8,253) 2. First-Line Supervisors/Managers of Retail Sales Workers (+4,770) 3. Sales Representatives, Wholesale & Manufacturing, Technical & Scientific Products (+4,250) 4. Licensed Practical and Licensed Vocational Nurses (+3,734) 5. Sales Representatives, Wholesale & Manufacturing, Exc. Tech. & Scientific Products (+3,657) No occupation reported a decline in the first half of September Monster Worldwide 27 of 117

29 MVRPC (OH) REGION ENTRY LEVEL TALENT DEMAND The following section analyzes the demand for Entry Level talent in the MVRPC region, as defined below. *Adjacent counties in same state unless noted. Figure 31: MVRPC Pathway Region by Counties Entry Level talent demand for the MVRPC region rose 21% from 2H 09 to 1H 10, below the state s strong 31% increase. The area netted 7,170 Entry Level job postings compared to the second half of The solid performance of both the region and state indicates a recovering local economy and employment market. Less than 15% of the demand for Entry Level talent in the state of Ohio comes from the MVRPC region. Additionally, 9% of net increase of Entry Level jobs in the state was generated by the MVRPC area. Figure 32: MVRPC Entry Level Job Postings by 6-month Period September Monster Worldwide 28 of 117

30 The table below shows the volume of Entry Level job postings for each 6-month period in the MVRPC region and the state of Ohio. The table includes the (+/-) net change, percent change over the prior period, and the percent of total jobs in Ohio. Figure 33: MVRPC Entry Level Job Postings by 6-month Period MVRPC ENTRY LEVEL CAREER JOB-LEVEL REQUIREMENTS A review of MVRPC 2H 09 through 1H 10 career job-level data shows that employer demand for the various career levels remained largely consistent over the periods and, similar to other regions, centered on work experience in a related occupation (33%), short-term on-the-job training (27%), and moderate-term on-the-job training (26%). Figure 34: MVRPC Entry Level Job Postings by 6-month Period Training Requirements Source: Monster Internal Data September Monster Worldwide 29 of 117

31 MVRPC ENTRY LEVEL TALENT DEMAND BY OCCUPATION Listed below are the 10 most popular occupations and their percentage volume of Entry Level job postings, percent change, and net change for 2H 09 and 1H 10. These top occupations accounted for 43% and 46% (respectively) of Entry Level postings in the MVRPC region. A comparison of MVRPC Entry Level job posting volume by occupation in 2H 09 and 1H 10 shows the following changes: 1. The demand for First-Line Supervisors/Managers of Food Preparation and Serving Workers maintained the number one spot, rose from 5% to 8% share, and was the fastest growing occupation (increasing 97% and a net 1,524 job postings). 2. Combined Food Preparation and Serving Workers was new to the topmost in 1H 10. There was no 2H 09 data available; therefore, change and (+/-) net figures are not relevant. Figure 35: MVPRC Entry Level Job Postings by Occupation The following occupations reported the greatest percentage increases in Entry Level talent demand in the MVRPC region: 1. First-Line Supervisors/Managers of Food Preparation and Serving Workers (+97%) 2. Licensed Practical and Licensed Vocational Nurses (+68%) 3. Sales Representatives, Wholesale & Manufacturing, Exc. Tech. & Scientific Products (+50%) 4. First-Line Supervisors/Managers of Retail Sales Workers (+35%) 5. Customer Service Representatives (+24%) The following occupations reported the greatest volume gain in Entry Level talent demand in the MVRPC region: 1. First-Line Supervisors/Managers of Food Preparation and Serving Workers (+1,524) 2. First-Line Supervisors/Managers of Retail Sales Workers (+755) 3. Licensed Practical and Licensed Vocational Nurses (+680) 4. Customer Service Representatives (+527) Two occupations reported a decline in the first half of 2010: Tellers (-18% and -226 job postings) and Truck Drivers, Heavy and Tractor-Trailer (-2% and -25 job postings). A comparison of the 1H 10 MVRPC region s top 10 occupation list to Ohio s reveals that eight Entry Level occupations are on each list. Combined Food Preparation and Serving Workers, Including Fast Food made the top 10 in the region, but not the state. September Monster Worldwide 30 of 117

32 Green Jobs The Green Jobs segment, analyzed in the next section includes occupations that may involve new and emerging green occupations, green enhanced skills, and green increased demand. Complex to define, green jobs can be anything the puts the nation on the path to more energy that is cleaner and more efficient. Green For All defines green business as doing four things: 1 1. Preservation or enhancement of the environment 2. Offering safe working conditions and family-supporting wages and benefits 3. Supplying training and clear career paths 4. Inclusion of gender, race, geographic and age diversity Most Green opportunities are mid-level jobs requiring some education or training beyond high school and well within reach for lower-skilled, low-income workers. For the purpose of this report, see Appendix C for a list of the occupations included in Green Jobs. NATIONAL GREEN TALENT DEMAND Two percent of the demand for talent across the nation centers on green opportunities. Green talent demand in the U.S. rose 39% from Jul 09-Dec 09 (2H 09) to Jan 10-Jun 10 (1H 10), significantly higher than the 23% increase across all job postings over the same period. The nation netted 121,264 job postings compared to the second half of This significant growth is a signal of seasonal increased hiring and may further signal a slowly rebounding economy and growth in employer confidence. The table below shows the volume of job postings for each 6-month period across the nation. The table includes the (+/-) net change and the percent change over the prior period. Figure 36: U.S. Green Job Postings by 6-month Period 1 Green For All; September Monster Worldwide 31 of 117

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