Internet-savvy employers continued their high pace of recruiting Baltimore workers online while most other major metropolitan markets saw a decline in online recruiting in June.
That?s the results of a monthly Monster.com analysis called the Monster Local Employment Index.
The index looks at online employment recruiting in 28 U.S. markets and attaches points to the level of recruiting. Monster.com is one of the largest online search engines for workers to post resumes and companies to place want ads.
“Overall demand for workers dipped slightly in most of the markets tracked, with 21 metro areas shedding one to two points,” Steve Pogorzelski, group president international at Monster Worldwide, said in a company release.
“Denver, Sacramento and Cincinnati registered more significant drops of three to four points. In contrast, Minneapolis and St. Louis both edged up, and online job availability in Atlanta and Baltimore held steady at elevated levels registered in May,” Pogorzelski said in the statement.
Online recruitment for jobs in Baltimore grew the past year to an index of 103 points in June from an index of 97 points in June 2005.
Overall, online job availability declined in June from May in 24 of the 28 top U.S. metropolitan areas, according to the Monster index.
Online job posting and recruiting has become popular with companies looking to find highly skilled and specialized workers, according to recruiters in Baltimoreand Anne Arundel counties.
And some pay job-posting Web sites for extra services, such as links to other Web sites dedicated to specific professions.
“The purpose of this is to bring in a wider pool of qualified candidates,” said Sholeh Dadressan, a recruiter for T. Rowe Price in Baltimore.
Dadresan said her company also posts job announcement on Web sites such as www.efinancialcareers.com and www.csainstitute.org, which is geared to investment managers.
Patty Donnelley, vice president of human resource for Annapolis-based USinternetworking Inc., said her company also turns to Monster.com and other Web sites for job recruitment.
“Most of our candidates we get through referrals,” Donnelley said. “The second-largest pool comes from online recruiting.”
