Get tips on navigating the results of your search in TalentNeuron Recruit.


After completing your search, your results will be displayed across a number of different pages. This guide will help you understand the data that’s displayed on each page as well as the ways you might want to use it. 



The Summary page

The Summary page provides a quick overview of your search results. Clicking on each tile will take you to a different page of results with more information on that data point. You can use this page to give stakeholders a quick look at the labor market for a specific role and location.




The Role page

The Role page uses demand (job posting) data to help you understand how the market defines the position you searched for. The widgets on this page break down the job postings returned for your search by title, skills, certifications, experience level, and education level.




Top titles


What does this represent? 

  • Top titles represents the most common titles used in job postings returned for your search.

  • Learn more about our methodology for title data. Please note that unlike the other widgets on this page, Top titles uses job postings from the past 4 years. (All other widgets use job postings currently online.) Because titles change relatively slowly, this provides a more accurate list of the most common titles for your role.

How can I use this data?

  • Search for these titles on social media sites or resumé databases to find more candidates.
     
  • Find out what other companies call this role. This can be helpful when coming up with a title for a new position or choosing a title to catch applicants' attention on job boards.

  • Because titles can vary greatly between organizations, encourage hiring managers to focus on skills, not titles.

  • Click “Show job descriptions” to view the postings associated with each title.




Top skills & Top certifications


What does this represent? 

How can I use this data? 

  • Understand the competencies that other employers are searching for, as well as those that potential candidates might have.

  • If there’s little demand for a skill, use this data to persuade a hiring manager to relax their requirements, hire a candidate who can learn a skill, or pay for a candidate to obtain a certification.

  • Click “Show job descriptions” to view the postings associated with each skill.




Top experience levels


What does this represent? 

  • Top experience levels breaks down the years of experience required by the job postings returned for your search.

How can I use this data? 

  • Understand the years of experience that other employers expect for this position, as well as the years of experience that potential candidates might have.

  • If the level of experience you’re hoping to hire represents a small proportion, use the data to persuade the hiring manager to relax their requirements.

  • Click “Show job descriptions” to view the postings associated with each experience level.




Top education levels


What does this represent? 

  • Top education levels breaks down the degree type required by the job postings returned for your search.


How can I use this data? 

  • Understand the education requirements that other employers have for this position, as well as the degree types that potential candidates might have.

  • If the level of education you’re hoping to hire represents a small proportion, consider using this data to persuade the hiring manager to relax their requirements or consider years of experience instead of a degree.

  • Click “Show job descriptions” to view the postings associated with each education level.




Candidate search


What does this represent?

  • Candidate search provides you with pre-made Boolean searches for different third-party websites. This Boolean string is made up of the top five titles and the required skills and certifications.

  • Clicking a logo will open search results from that site in a new tab.

How can I use this feature? 

  • Use candidate search to quickly find qualified candidates for your position.

  • Copy and paste the Boolean string into other platforms, like your ATS or resumé database of choice. You can also edit the Boolean string yourself.




The Market page

The Market page combines supply and demand data to give you a complete understanding of what the labor market looks like in a particular area. The widgets on this page will help you understand how difficult it will be to hire for a position based on a number of metrics, including salary, relative supply, and posting duration. 




Hiring difficulty


What does this represent? 

How can I use this data? 

  • Set expectations with a hiring manager about how hard it might be to fill a position. A difficult-to-fill position may indicate the need to reach out to passive candidates (as opposed to just posting the position and waiting for applications) or to relax the requirements.

  • Consider editing parts of your search, including the location, to see how different requirements affect the hiring difficulty. 




Estimated salary


What does this represent? 

  • Salary represents the estimated annual base salary range, excluding bonuses, benefits, or additional compensation.

  • Our range includes “market followers” (25th percentile), “market payers” (50th percentile) and “market leaders” (75th percentile). 

  • Learn more about our methodology for salary.


How can I use this data? 

  • Understand what the market is paying for this position at both the local and national levels.

  • Bring this data to a hiring manager to discuss how easy or difficult it might be to fill the position. If you pay less than the median, it may be harder. If you pay more, it may be easier.

  • If your position pays less than the median, consider what else you can offer to attract candidates (like flexible hours or remote work).




Current supply and demand


What does this represent? 

  • Supply represents the estimated number of employed people in the workforce that meet your search criteria.

  • Demand represents the number of similar job postings currently online.

  • We also show the impact that search criteria (like location, function, occupation, and skills) have on the supply and demand figures.

  • Learn more about our methodology for supply and demand.

How can I use this data?

  • Understand whether there are enough candidates given your location and role requirements.

  • If supply is limited, make a case for rethinking the job requirements. You can tweak your criteria and rerun your search to see how less-stringent criteria might increase supply. 
     
  • Use demand data to understand how competitive a given job market is. The more similar postings there are in a market, the more difficult it will likely be to fill the position.


Relative supply


What does this represent?

How can I use this data?

  • Understand whether your organization or job seekers are in a better bargaining position. Low relative supply means that fewer candidates have many jobs to choose from, allowing them to be selective. High relative supply means that many candidates are competing for fewer jobs, which puts your organization at an advantage.

  • If relative supply is low, make a case for rethinking the job requirements. You can tweak your criteria and rerun your search to see how less-stringent criteria affects relative supply. 




Posting duration


What does this represent? 

  • Posting duration represents the percentage of similar job postings that stay online for 30, 90 and 180 days.

  • More job postings staying online for fewer days means that other organizations are likely filling roles quickly, while more job postings staying online for more days means that other employers are likely having difficulty filling their positions. 

  • Learn about our methodology for posting duration.

How can I use this data?

  • Set expectations on how long a position will have to remain online for before it receives a good number of applications.

  • While posting duration isn’t the same as time-to-hire or time-to-fill, a longer posting duration generally indicates that it will take longer to hire or fill positions.




The Competition page

The Competition page uses job posting (demand) data to help you identify who is currently trying to fill similar positions as well as who has historically posted for roles like yours. The widgets on this page provide information on the concentration of your current market, who has open roles, and how they’re framing their positions in job descriptions.




Competitive concentration


What does this represent?

How can I use this data?

  • Help hiring managers understand the recruiter's perspective and candidates' perspective. A hiring manager generally only considers their job posting, but recruiters and candidates are always thinking about the competition.

  • Understand how difficult it might be to hire in a particular location. In a more concentrated market, a few organizations usually dominate job boards and have strong brand awareness. These organizations also tend to dictate the terms of the market. For example, candidates may come to expect the salary and benefits of the dominant organization in a given location.

  • Competitive concentration can also affect the mentality of the candidates. In a dispersed market, many evenly-matched organizations are competing for talent, which can lead applicants to feel that they have many options and can negotiate more aggressively.




Target employers


What does this represent? 

How can I use this data? 

  • Identify which organizations might currently employ the talent you’re looking for. Organizations that have hired in the past 2-4 years are more likely to have talent that's willing to move.




Active employers


What does this represent? 

How can I use this data?

  • Identify which competitors you’re currently competing with.

  • Look at these competitors' job postings to understand how they frame the position and the benefits that they offer.

  • Consider ways to make your own job descriptions stronger or the position more appealing. Information on corporate culture, perks, and bonuses can attract applicants.



Sample competitor postings


What does this represent?

How can I use this data?

  • Understand the expectations that other organizations have for similar positions as well as the incentives they’re offering.

  • View each posting in its entirety to get more detail as to how the employer is framing the position.




The Locations page

The Locations page combines supply and demand data to help you understand how your searched location compares to other markets across the country. The widget on this page combines a number of different metrics – including hiring difficulty, supply, demand and salary – paint a complete picture of different labor markets.




Alternative locations


What does this represent?

  • Alternative locations represents other locations across the country that have the talent you’re looking for.

How can I use this data?

  • Identify other places where it may be easier to find a candidate (as indicated by low hiring difficulty and high relative supply).

  • Use this page to convince your hiring manager to consider a different location, remote work, or a relocation package.

  • If relocation or remote work aren't possible, consider emphasizing the benefits of the current location to attract more candidates.




The Diversity page

The Diversity page uses data from government surveys to provide a breakdown of potential candidates by gender and ethnicity. The widgets on this page also allow you to view alternative locations in which you can find diverse talent.




Gender diversity


What does this represent? 

  • Gender diversity represents the estimated number of employed people in the workforce that meet your search criteria, broken down into men and women.

  • Currently, we provide gender diversity data for the United States and South Africa only.

  • Learn more about our methodology for gender diversity.


How can I use this data?

  • Understand the proportion of men and women who meet your criteria.

  • Click “Show diverse locations” to view other cities that have a high proportion of female candidates. If you're trying to hire more women, these locations might be good places to start.




Ethnic diversity


What does this represent?

  • Ethnic diversity represents the estimated number of employed people in the workforce that meet your search criteria, broken down by ethnic background.

  • Currently, we provide ethnic diversity data for the United States and South Africa only.

  • Learn more about our methodology for ethnic diversity.

How can I use this data?

  • Understand the proportion of non-white candidates who meet your criteria.

  • Click “Show diverse locations” to view other cities that have a high proportion of non-white candidates. If you're trying to hire more candidates of color, these locations might be good places to start.




The Higher education page

The Higher education page uses data from government surveys to provide information on schools that will likely be good sources for the talent you’re looking for. The widget on this page also breaks down the student bodies of individual universities by gender and ethnicity.




Top institutions


What does this represent? 

  • Higher education shows the number of graduates from nearby post-secondary institutions by type of degree, as well as the gender and ethnic breakdown within each institution.

  • Currently, we provide higher education data for the United States only.

  • Learn more about our methodology for graduate supply.
     

How can I use this data?

  • Assess which colleges and universities might be good places to recruit your target talent from, especially if you’re looking to hire diverse candidates.