NAAEI Apartment Jobs Snapshot October 2020

November 18, 2020

NAAEI Apartment Jobs Snapshot October 2020

In this edition of NAAEI’s Apartment Jobs Snapshot, job openings in the multifamily sector comprise nearly 44 percent of positions available in the real estate industry.

In October’s edition of NAAEI’s Apartment Jobs Snapshot, over 13,300 apartment jobs were available, accounting for 40.4 percent of the broader real estate sector. Dallas, San Antonio, Kansas City, Portland, OR and Seattle had the highest share of apartment job openings. This month’s edition highlights property managers/community managers, with median market salaries reaching $38,529. The demand for experienced property managers was highest in Durham, Austin, Charlotte, Raleigh and Seattle. In addition to requiring typical property management skills, employers are seeking talent with budgeting, Yardi Software, communication, Microsoft Office, and organizational skills.

5 things you should always negotiate in a job offer

November 18, 2020

  When you think of negotiating a job offer, most people immediately think of salary and getting the most money. Unfortunately, money only goes so far, and corporations are limited by the amount they can pay you.
Because of this, understanding some of the less asked for but extremely valuable benefits that can be included in a job offer is essential to getting the most out of your next contract.

The importance of negotiating a job offer

Unfortunately, the majority of people accept a job without any attempt to negotiate a better job offer. According to this article by The Washington Post, only 38 percent of millennials negotiated their first job offers, 48 percent of Baby Boomers negotiated their job offers, and 46 percent of Gen Xers negotiated their current job offers. However, the vast majority of employers expect potential employees to at least attempt to negotiate a better job offer. With so few being willing to negotiate, NPR estimates that failing to deal can cost you between 1 million and 1.5 million dollars over your lifetime!

5 things you should always negotiate in a job offer

Now that you see how much money and benefits you may have been leaving on the table, it’s important to look at negotiating some of these essential items in your next contract.  

1. Higher salary

  It obviously needs to be listed but should not be your only focus. When negotiating a salary, always aim for more than you feel you’re entitled, and be ready to support your request with supporting information. Information presented should include industry norms as well as your experience and the value you will bring to the company.  

2. Sign on bonus

  Because salaries are commonly tied to a company’s pay structure, hiring managers often have more flexibility in the form of a sign-on bonus rather than permanent salary increases. Because other people within the company can be negatively affected by you having a higher starting salary, hiring managers are more willing to offer you a lump sum sign-on bonus to sweeten the job offer.  

3. Education reimbursement

  With the increasingly high cost of post-secondary education, many employers offer job offers focused on reimbursing employee education expenses. Some employers may offer to help pay off your student loans, while others will agree to pay for additional education and certifications. Don’t dismiss the benefits of educational reimbursements because the most significant investment you can make is in yourself. If your employer is willing to subsidize or pay for your education, that’s a win-win for everyone!  

4. Additional vacation time

  Even though most Americans are reluctant to take vacation time, some of the most well adjusted and successful employees have an outstanding work-life balance. It’s essential to make time for yourself outside of work to regroup and relax so you can come back to your employer refreshed and energized. Because attaining additional vacation time is often easier than additional salary, asking for a week or two is certainly something you may be successful in receiving.  

5. Vehicle allowance or a flexible schedule

  Depending on how far away you live, your employer may be willing to subsidize you with a vehicle allowance or a company car. With the increase in telecommuting options, a flexible schedule may be a more viable option for your situation. Rather than coming into the office five days a week, you may be able to negotiate to work from home three of your five days, which can save you significant commuting costs.  

Don’t sell yourself short

  Most of us don’t realize the amount of value and benefit we can bring to a company. During a negotiation, the employer is trying to entice you to work for them while offering you the minimum. Don’t be afraid to show your worth to the company and back it up with statistics and your experience to get the best job offer you deserve.

Apartment Jobs Snapshot for Q3 2020

November 4, 2020

In this edition of NAAEI’s Apartment Jobs Snapshot, job openings in the multifamily sector comprise nearly 44 percent of positions available in the real estate industry.

A resurgence of apartment leasing activity during Q3 2020 yielded strong demand for skilled professionals. In this edition of NAAEI’s Apartment Jobs Snapshot, job openings in the multifamily sector comprised nearly 44 percent of positions available in the real estate sector, surpassing the five-year average of 30.9 percent.

Maintenance talent was the most sought after, as residents are spending more time at home, the need for repairs and maintenance has increased significantly. Dallas, Los Angeles, Washington, D.C., Atlanta and Houston lead the U.S. for apartment job demand. Leasing activity was also resilient for student housing sector, as students are in search of housing nearby their campus.

How to Resign from Your Job and Leave on Good Terms. Hello New Opportunities!

October 5, 2020

So you’ve decided to call it quits and look for greener pastures. 

In fact, you’re contemplating the idea of coming into the office with a resignation cake and putting it on your boss’ desk.

Peace out!

But—you’ve got to be careful. If you fail to quit your job gracefully, it might ruffle some feathers and prevent you from securing a glowing reference letter.

Take heart.

You’re a quick scroll-down away from learning how to say sayonara in class and enjoy the smoothest future you can have.

Look before you leap

Picture this:
You hand in your notice before you find a new job. Three months later, you keep spiraling downward into a jobless vortex and exhaust your lifetime savings.
Do you catch my drift?
The point is, always quit your job only after you have another offer in hand.
Below are three quick and dirty tips to help improve your hirability chances and prep for the leap.

  • Update your LinkedIn profile. Most recruiters look up prospective hires on LinkedIn before scheduling an interview. So, make sure your online presence is spotless. 
  • Brush up your resume. Learn how to write a robust resume and read about small things like how to email a resume or how to format your resume for maximum impact.
  • Always provide a cover letter. Despite the talk in the industry that cover letters are dead in 2020, they aren’t. So always submit a cover letter along with your resume.

Do the three, and you’ll land a new job in a heartbeat.

Have the talk with your boss

I wouldn’t hire him again.
That’s the last thing you want your ex-boss to say to your prospective employer.
Before you break the news to your manager, make sure you don’t goof and tell your peers you’ve decided to jump ship.
If your boss finds out about your plans through the grapevine, it’ll make you look bad. 
So—mum’s the word and wait until after you’ve had the talk. 
Below are a few rules for it:
First, don’t quit your job over email or Zoom unless your company is still working in a remote capacity. If you quit in person, you’ll probably enjoy the sweaty palms time, but it’s the only way to do it right.
When you do tell your boss you’re leaving, make sure to be polite and don’t vent about the job (remember, you need a solid reference letter.) 
Lastly, focus on the positive aspects of your soon-past job and pick a few things to thank your boss for.
What if they make a counteroffer or beg you to stay?
If more money can fix the problem, consider asking for a raise first, and see if your employer can match or exceed the offer.
If you’re quitting your boss and not your job, say you’ve already accepted the offer.
Pro tip: Give at least two weeks’ notice. Your boss will be grateful, as they’ll have enough time to prep the transition.

Pen a letter of resignation

Did you really need to write a letter of resignation if you just had the talk with your boss?
If you want them to remember you fondly or you ever need the job back, do it. Plus, it’s fairly easy to pen it.
Below are some rules for writing a resignation letter:

  • Explain why you decided to resign.
  • Give your exit date.
  • Show gratitude and say something good about the company or job.
  • Offer help with the transition.

Need a real-life example of a resignation letter? Check out this Hubspot guide.

Clear out formalities

You have got a brand-new professional life ahead of you.
If you fail to sort out formalities with your current job, you’ll shoot yourself in the foot. 
So—before you leave, there are a couple of things you need to do.
First, ask the HR team when you can pick up your last check and if there will be another one coming.
Next, check your company policy to settle matters with your vacation days. Do they vanish, or do you have to use them up before you can quit? Figure this out.
Lastly, make sure to return the company property (e.g., laptop, mouse, monitor, phone.) You wouldn’t want to come off as dishonest.
Do these things, and spare yourself the hassle later.

Bid adieu to peers

I need to warn you about him.
Sounds like a nightmare, right?
That’s what your peers might say when the new employer calls up your references. 
To avoid it, write a solid goodbye email to coworkers. Not only will they have a better memory of you if you do, but it’s also great networking. 
Who knows, maybe one of them is holding a ticket to your future dream job.
Below are six tips to write a solid farewell letter to coworkers.

  • Keep things nice and short.
  • Always send personal emails.
  • Say something positive. 
  • Don’t talk about your plans or brag about the new job.
  • Mention you want to stay in touch.
  • List your contact info.

Need a sample goodbye email to coworkers? Check out this Indeed guide.

So—what do you think?

There you have it.
A whopping five tips on how to quit your job on good terms.

Max Woolf is a writer at ResumeLab. He’s passionate about helping people land their dream jobs through the expert career industry coverage. In his spare time, Max enjoys biking and traveling to European countries. You can hit him up on LinkedIn.

Why Work With Us? Hot Tips to Enhance Recruitment On ApartmentCareers.

Your Why Work With Us section on Apartment Careers is a dynamic tool exclusive to employers with an Enhanced Profile. This blank slate is your opportunity to show job seekers, investors and competitors what your company is all about. Here’s what you need to know about your Why Work With Us section and how to use it to your advantage.

Where Is the Why Work With Us Section in the Employer Center?

Once in the Employer Center, click the “Employer Profile” card > “Company Story” > “Details” on the top navigation.

Create Custom Sections to Showcase Your Company’s Unique Employer Brand

How to rename your tabs:

Add up to five tabs for your audience to explore. Select the tab you want to name and enter a name in the “Section Title” box.

What to name your tabs:

These tabs should represent your employer branding initiatives as well as highlight your company culture. We recommend tabs like “About Us,” “Culture & Values,” “Testimonials,” “Community Involvement” or tabs dedicated to a department you’re hiring for, e.g., Engineering or Sales.

What to Say in Your Why Work With Us Section

It’s tempting to simply copy and paste content straight from your company website or Facebook page into your Why Work With Us section, but it’s important to write for your target audience on Apartment Careers: potential employees. Tell them what your company is all about and what makes it different. Use “you” statements. Job seekers want to know how they’ll fit in and grow with your company.

Other ideas of what to include in your Why Work With Us section:

  • Diversity & Inclusion: Show candidates your initiatives and goals that advocate for a diverse, equitable and inclusive workplace with a new section on your profile dedicated to D&I. Update your D&I tab now.
  • Hard-to-fill roles: Build out a whole tab dedicated to engineering, or sales, to influence these candidates.
  • Office location: If you’re doing a hiring push in one location or just opened a new office, it may be worth building a new tab.
  • Grad and Intern Opportunities: If you have a grad or intern program, tell your candidates about it!

A few other ideas include – an open letter from the CEO, upcoming events or employee testimonials!

Adding Photos to Your Why Work With Us Section

Don’t tell your audience why you’re a great place to work, show them! Use one of our optimized templates or create your own custom template.

How to add photos:

  1. Select image as your media type
  2. Drag and drop your image or upload. You can use PNG, JPEG or GIF Files. Be sure to resize the photos so they are under 5MB and under 600px in width.

Which photos to use:

The best photos spotlight your employees, show off your office space and showcase day-to-day activities as well as special occasions like offsites or in-office celebrations. Photos are a great way to give your audience a glimpse into your company. We recommend adding one to three photos per tab.

Here are a few examples of great photos in Why Work With Us sections:

Adding Videos to Your Why Work With Us Section

Engage your audience by adding video to your Why Work With Us section.

How to add videos:

  1. Select video as your media type.
  2. Upload your video to YouTube or Vimeo.
  3. Copy the embed link from Youtube or Vimeo, it can be found under the share button on YouTube or Vimeo.
  4. Paste the embed code into the “Video Embed Code” box

Which videos to add:

Any video that speaks to job seekers and focuses on culture, values, day-to-day activities or benefits at your company is appropriate. Be sure the video you add fits with the theme of the tab it lives under. For example, you wouldn’t put an engineering-focused video on your “About Us” tab. Product videos or commercials aren’t appropriate for your Why Work With Us. For best results, keep your messaging targeted to a job seeker mindset. We recommend no more than one video per tab.

Managing the entirety of the employee lifecycle should include protocols for the offboarding process.

By Stephanie Anderson

Terms like “onboarding” and even “pre-boarding” have made their way to the forefront of focus for many businesses as the war for top talent continues for many organizations. But one topic heard about less often is that of offboarding.

The idea of a business making a great first impression, setting the stage for the entirety of a prospective employee’s tenure, is critically important. But what if the impact an organization makes when an employee departs was just as powerful?

Offboarding is the last opportunity your organization has to show employees value. Former employees are destined to be a part of your organization’s word-of-mouth marketing. How they perceive your company, especially in their final days, will be shared with their friends, family and even strangers on the internet. Following is guidance on how to make a significant impact during a staff member’s final days of employment.

Communicate the Change. Employees want to feel valued; preparing to leave a company is no different. It is important for the company to announce when an employee has given notice and thank the exiting employee for contributions made during their tenure.

Create a Checklist. It is critical to ensure that the exiting employee receives clear instruction concerning expectations prior to departure. A checklist of expectations should cover standard items like return of keys, transition of job duties and removing access to company systems. Other items such as the cessation of benefits ending and receipt of last paycheck also should be addressed.

Celebrate the Employee. When a departing employee gives notice, there will be emotions that, left unchecked or unacknowledged, will dampen the overall employee experience. While not convenient for all parties, the exiting employee has made their choice for reasons of their own and careful consideration should be given to ensure that this decision does not sway your opinion regarding their work ethic or the quality of work produced during their time with the company. Instead, the employee should be celebrated for their accomplishments and progress achieved. This may be social time spent together with the team or sending a thoughtfully crafted, handwritten card. Whatever the budget allows, make the time to send a message with impact.

Conduct an Exit Interview. It is insufficient to treat an exit interview as an item to be crossed off a to-do list; rather, focus on the information shared within the interview and dedicating effort to understanding how it can applied to improve the organization (further information below). Determine whether the company has the resources to conduct the interview in person or on a survey. Offering both options to exiting employees may increase the percentage of interviews completed.

Analyze Turnover. It is not enough to just gather feedback from departing employees via exit interviews, instead, the information gained should be applied to identifying enhancements and changes to company programs, where applicable.

There will be employees who leave for reasons outside of the organization’s control, such as moving out of state, graduating college, a life-changing event such as marriage, having children or death, or simply a change in career. These are unpreventable of course, but the real strategic understanding can be learned from employees leaving for reasons like compensation, poor leadership and lack of growth potential. It is up to the organization to leverage that information to identify where improvements can be made.

Offboarding Is Critical to Future Success

As your final opportunity to show exiting employees how much they are valued, make sure to put a strategic offboarding program in place, understanding that it will evolve over time as feedback is received. Removing negative energy and administrative burden from your offboarding process will allow you to review its effectiveness and help you put the employee at the center of the experience, to the great benefit of the organization.

Consider offboarding as risk mitigation for the organizational reputation, in that first impressions are important, but so are final impressions. Everyone suffers from recency bias, in that we instinctively bestow greater importance on recent events (offboarding) rather than past ones (onboarding). Additionally, everyone generally gives more credence to word-of-mouth recommendations. When considering both in conjunction, a departing employee with a positive offboarding experience is more likely to speak highly of the organization than they would otherwise be inclined to absent strategic offboarding efforts.

Stephanie Anderson is NAA’s Industry Operations Manager, and can be reached at

Why Craigslist May Be Your Most Expensive Recruiting Tool – Part II

Craigslist has built a reputation as a great resource of free and low-cost classifieds online, especially among company recruiters operating with limited budgets. But as the years pass, it’s become clear that relying on Craigslist to fill local job openings may require more time and money than its reputation suggests.

Written by TONY LEE

When asked to pinpoint their most significant threats, respondents to the 2014 IAEWS-Job Board Doctor Global Benchmark Survey didn’t rank Craigslist in the top three.  However, they did list the commoditization of job postings and the growth in “free” job sites as key areas of concern, and Craigslist has certainly had an impact on both.  The following is the second in a two-part post that addresses the Craigslist challenge by looking at the site’s shortcomings from an employer’s point of view. – ed.

Craigslist has built a reputation as a great resource of free and low-cost classifieds online, especially among company recruiters operating with limited budgets. But as the years pass, it’s become clear that relying on Craigslist to fill local job openings may require more time and money than its reputation suggests. In fact, in many cases, using a traditional job board is a more cost- and time-effective strategy than posting on Craigslist.

In addition to the concerns I addressed in my first post (Tuesday 5/20), another common issue raised by hiring specialists is Craigslist’s lack of customer service. Once a job is posted, returning to the site to make edits or remove the ad isn’t difficult, as long as you’ve saved your confirmation email. But if you require a live person to ask a question about any aspect of Craigslist’s posting process, you’re typically out of luck. Craigslist communicates with its customers solely via email, and given the size of its databases compared to the very small size of its customer service team (of which Newmark himself is a member), few customers receive replies to their support requests.

To be sure, there are exceptions to this trend depending on the job being advertised. And employers in smaller cities say they tend to fare better than their colleagues in medium to large markets. But for evidence of the larger trend, look no further than comments posted each day on Craigslist’s own user forum. It’s an insightful way to view the challenges recruiters face with the site nationally. Some examples include:

  • When I post a help-wanted ad, I get flooded with resumes from people who aren’t qualified and I have to post several times to find a qualified candidate. If I were paying to post, I wouldn’t post here anymore.” – a contracting firm
  • We’ve been trying to post job ads for several weeks now. The ads are accepted and appear in our account but never appear on the site. I can’t tell you the number of hours we’ve spent trying to re-post so the ads will appear. We’re now at our wit’s end and have sent several help requests but haven’t even received an acknowledgment.” – a non-profit agency
  • To pay $25 a day to find someone (yes, per day because ads are lost after the first day due to volume) is too much. We can only pay a dishwasher minimum wage, so $175 a week to advertise is a lot.” – a restaurant

Alternatives to Craigslist abound for recruiters. There are a wide range of sites that also reach national audiences at fees that range by zip code. But recruiters typically report the same issues with national general interest sites, including a burst of response immediately after postings go live – often less qualified geographically given the national nature of these sites – and then a fast decline over a few days.

Holding up more effectively are niche sites that target the job market by one or more narrow criteria, ranging from industry or function to geographic and demographic. For instance, job boards offered by trade magazine web sites and associations tend to deliver a narrow, targeted response of applicants to job listings aimed at that audience. In these cases, the niche sites typically charge posting fees ranging from $25 for seven days to more than $500 for 30 days, but recruiters say the return on investment is good since they tend to receive higher-quality applicants to review. Recruiters seeking an engineer in San Francisco that post the position on, for example, will tap into the niche of a site targeted to the engineering profession.

Recruiters also report that newspaper and television career sites with a high penetration of visitors in a local market remain a strong source of qualified applicants who live in that market. Most local newspapers maintain an online audience penetration of more than 40% in their markets – and often higher – despite recent drops in print circulation and viewership, reports the Newspaper Association of America and National Association of Broadcasters.

The bottom line is that when recruiters consider online resources for attracting job candidates, the result often mirrors the quality of the source. As the adage goes: you get what you pay for, both in terms of quality and the time required to identify those qualified applicants.

How to Spot a Bad Candidate Who Looks Perfect on Paper

Have a job applicant who looks too good to be true? These five signs might indicate that’s the case.

Have you ever put in a good word for someone, only to hear that he or she got the job-, and then totally bombed? I’ve been there and I can tell you: It’s super awkward.

Have a job applicant who looks too good to be true? These five signs might indicate that’s the case.

Have you ever put in a good word for someone, only to hear that he or she got the job-, and then totally bombed? I’ve been there and I can tell you: It’s super awkward.

But if people (myself included) can be fooled by contacts we know, what hope do hiring managers have to spot a bad apple when all they have is an interview process?

Thankfully, there are some telltale signs you can look for to see if someone’s the right fit. If an applicant does one of these things, think twice before extending an offer.

1. They (Only) Talk About Themselves

Yes, it’s an interview, a.k.a., a Q&A in which the candidate answers questions. However, it’s red flag if someone talks about herself–exclusively.

After all, there should be at least a few times when other people’s names pop up. When you ask about the applicant’s career aspirations, you’d ideally want her to throw out the name of some successful person she admires. Or, if you ask someone about his previous experience and how it led to where he is now, he’ll hopefully mention someone positively–be it an influential colleague, boss, or client–in the answer.

These are just examples, of course, but if a candidate talks for an entire interview without any mention of anyone else, it’s a red flag. Translation: This may be the colleague who complains about pitching in on extra work, finishes the pot of coffee without making more, and sets up a print job to run 1,000 copies the morning she knows another teammate is pushing up against a deadline.

Instead, choose the person who talks warmly about at least a couple of people. A person who can recognize-;and celebrate-;others’ accomplishments is someone you definitely want on your team.

2. They Take Credit for Everything (Good)

This candidate has a particular brand of only talking about himself. Unlike the applicant above, he’ll mention teammates and colleagues and classmates in his answers-;with one exception. Whenever, there’s something to take credit for, he’s suddenly a one-man show.

Yes, an interview is a place to sell your accomplishments and pitch your potential, but be wary of someone who sounds like any on-the-job success he’s ever had is his and his alone. This person may become the teammate who steals ideas or takes sole credit for a team win.

A better sign? A candidate who talks enthusiastically about working collaboratively (like this), and who genuinely seems to understand the reason behind teamwork.

3. They Don’t Discuss Their Shortcomings

You know all of those articles that advise you to choose something other than “I’m a perfectionist!” as your answer to “What’s your biggest weakness?” They exist because, well, there are candidates who are afraid to admit they’ve ever done anything wrong in the workplace.

Case in point: They can’t name one thing they’re working on–other than “being perfect.” Sure, you could argue that this is an issue of semantics and interview coaching. It’s true, though. The same person who stinks at writing could either say that she’s working on her language skills or that she’s a perfectionist. One candidate chooses to discuss the steps she’s taking toward becoming a better communicator, and the other candidate chooses a superficial response.

I’d choose the person who has the confidence to discuss areas of improvement with her prospective boss. Being able to recognize her weaknesses and working to improve them will go a lot further on the job than trying to sweep them under the rug.

4. They’re Unprofessional Throughout the Process

Yes, it’s possible that someone who is always punctual hits a traffic jam that causes him to be tardy for the first time in five years–on the very same day as his interview. And yes, it’s also possible that she really did attach her writing sample at the exact moment that her internet went out–resulting in an incomplete application.

But, if that same candidate continues to be unprofessional throughout the interview process–she swears when answering a basic question or he brings up his ex and follows it up with “Gosh, I don’t know why I just said that!”–it can be hard to know whether you should chalk it up to bad luck and nerves or assume the worst.

If you love the candidate, you can obviously move forward with the process. However, if someone acts unprofessionally when he’s nervous, know there’s a chance those habits will reappear in other stressful situations (i.e., that this person will be late or say something off color in important meetings too). So, to ease your fears, definitely touch on these issues with his references to find out the truth.

5. They Seem Too Good to Be True

I’ll admit it: This is one is tricky. How can you tell if your dream candidate is everything he’s cracked up to be (or not)?

I’d say to be wary of a candidate who is literally perfect for the job. All applicants want to show how their qualifications align with the position description, but for many roles it would be surprising–and a little fishy–to find someone with the exact number of years of experience you’re looking for, in the exact field, with the preferred degrees, and whose resume or cover letter states she’s checked every single box. More often than not, at least some of those items are touched on through transferrable skills.

If you’re feeling guilty about discounting someone who is 100% qualified, remind yourself that a position she can do with her eyes closed probably isn’t what’s best for her. Not to mention, it’s not good for you either, because this applicant will most likely have one eye on the door. Once something more interesting and challenging comes along, she may ditch this job, leaving you to start your hiring process all over again.

Hiring managers often say they want someone who could “hit the ground running,” so it’s surprising (even to them) when they’re turned off by someone who could set the course on fire. But unless you’re totally sure this would be the best hire, know that it’s OK to trust your gut and look for someone you think would grow within the role–rather than someone who might feel immediately constrained by it.

No one wants to hire someone and then work with that person’s far less desirable twin. So, look for the signs above to avoid a Jekyll and Hyde situation.

Recruiting? Look for Employees Who #HateTheirJob

Modern recruiters often check out social media channels to locate and research potential job candidates. They might be searching for these candidates by mutual connections, industry, job title or even hashtags related to the field. But there’s one key group hiring managers might be missing in their search: workers who talk about hating their jobs.

According to a recent study by and social intelligence company Brandwatch, U.S. workers mentioned the phrase “hate my job” more than 201,000 times on Twitter between March 2014 and March 2015, including 8,051 tweets with the hashtag #ihatemyjob. Other popular hashtags associated with negative-sentiment tweets about jobs include #fml (“f— my life”), #thestruggle and #worksucks.

In terms of demographics, 61 percent of negative job posts were written by women, versus just 39 percent by men. Retail and food service workers dislike their jobs most: More than 55 percent of “hate my job” posts came from people in these two industries. There was also a higher ratio of “hate my job” versus “love my job” posts coming from Eastern states, with Florida, West Virginia and Delaware taking the top three spots.

While the total number of “love my job” tweets (942,000 in a year) far outweighed the number of “hate my job” tweets, Joanie Courtney, senior vice president of global market insights for Monster, said that looking into these negative posts could benefit companies that want to improve satisfaction among existing employees, as well as those looking to recruit workers who are unhappy in their current positions.

“Companies [can] learn from these negative job tweets and translate that knowledge into growing and engaging talent in their careers and, in turn, move the ‘love-hate’ needle,” Courtney told Business News Daily. “[It] also allows hiring managers to take advantage of talented people on Twitter who may not be satisfied with their job and utilize their skills for a new opportunity to find something better.”

In another Business News Daily article, Bob Myhal, CEO of recruiting platform NextHire, said that, in today’s job market, it’s far more important for recruiters to be proactive and tap into the growing pool of “passive candidates” — workers who aren’t necessarily seeking a job but are open to new opportunities. Engaging this group on social media by following them or reaching out to them on occasion may help an employer’s case when it comes time to actively recruit.

Workers who publicly post about disliking their job may indeed draw attention from recruiters, but, much like candidates who trash talk an ex-employer during an interview, you might not want the ones who are too vocal about their negative opinions at your organization.

“With the convenience and ability to constantly share important events and information in your life, it is easy to think that how you feel about your job can be included in those discussions,” Courtney said. “Sometimes, people may become too casual with social media because they think either no one’s really reading their feed, or they don’t see the harm in sharing — or, even worse, they hate their job so much that they don’t care. [But] negative tweets about their job or employer … could haunt them and impact their career.”

The Monster/Brandwatch survey was based on an analysis of 1.1 million U.S. tweets posted over the course of a year to discover when, where and why people discuss how they feel about their jobs on Twitter. To download the full report, visit

Why Craigslist May Be Your Customers’ Most Expensive Recruiting Tool

Written by TONY LEE

When asked to pinpoint their most significant threats, respondents to the 2014 IAEWS-Job Board Doctor Global Benchmark Survey didn’t rank Craigslist in the top three.  However, they did list the commoditization of job postings and the growth in “free” job sites as key areas of concern, and Craigslist has certainly had an impact on both.  The following is the first of a two-part post that addresses the Craigslist challenge by looking at the site’s shortcomings from an employer’s point of view. – ed.

Craigslist has built a reputation as a great resource of free and low-cost classifieds online, especially among company recruiters operating with limited budgets. But as the years pass, it’s become clear that relying on Craigslist to fill local job openings may require more time and money than its reputation suggests. In fact, in many cases, using a traditional job board is a more cost- and time-effective strategy than posting on Craigslist.

From the early days of the site, Craigslist has offered a very easy method for posting listings: you simply select a city, then a category, open an account and post your job. This ease of use was a breakthrough in the often complicated online recruiting space. Over time, virtually every online job board has created an equally easy posting method, typically relying on e-commerce to generate revenue from each job posting.

Free also was the clear differentiator between Craigslist and most other online job sites. As founder Craig Newmark liked to explain, his goal was to help boost communication between communities of visitors, not generate revenue. Eventually Craigslist began charging for job listings in many markets, which Newmark explained as a great way to filter out fraudulent and frivolous job postings.

Newmark added that keeping the posting fee low – $25 to $75 dollars per month depending on the city – allows Craigslist to retain its position as the low-cost provider compared to the major job boards, a position the site actively promotes ( Low pricing also helped Craigslist cement its relationship with the demographic that the site cultivated from its beginning: teens, students and singles who relied on the site to help them find cheap furniture, a used car, a new partner (for the night or forever) and an entry-level job.

Yet, 18 years after the launch of Craigslist, the site is losing effectiveness as a recruitment source under the weight of its own success. Job seeker traffic has grown exponentially in most Craigslist cities through the years, and the still shaky hiring market for many job seekers has accelerated that traffic growth. At the same time, the growth in job postings has stalled in many cities in parallel as other recruiting alternatives have emerged.

The result, say recruiters, is that every Craigslist job posting is inundated with applies, and given the demographics of the typical Craigslist visitor, that influx of applies has created a backlog of work. Instead of receiving 30 applications for a position, among which one or two may be worthy of an interview, companies of all sizes report receiving hundreds of replies within 24 hours of each posting. Yet the number of qualified candidates who apply remains the same or has fallen for many positions, recruiters say, which translates into multiple hours spent reviewing an overload of resumes searching for the needle in the haystack.

This issue is a familiar one to anyone who has posted a listing of any kind on Craigslist. Since all listings are posted in reverse chronological order, the newest listings get the most prominence. When a company posts an opening for a receptionist on a Tuesday at 10am, the window for responses to roll in starts at 10:01am, but typically ends later that day as other postings push the receptionist listing further and further down the queue. While it’s true that search results pull in older listings, those results also show in reverse chronological order, so the receptionist job falls below new listings for receptionists each time another job in that category is posted.

The problem is exacerbated in markets where Craigslist charges for job postings. If a gas station posts a listing for a mechanic for $25, and none of the applicants in the first 24 hours is a good match, the likelihood that the station will receive a relevant application through the rest of the 30-day post is very small, recruiters say. To refresh the flow of new applicants, the station must re-post the job for another $25 to have the listing jump back to the top of the list. In some cases, employers post jobs four and five times before attracting a qualified new hire. At $25 or more per post, Craigslist becomes an expensive option fast, not to mention time-consuming given the flood of unqualified applicants, say recruiters.

To be continued in part II.