MonsterTRAK's Annual Entry-Level Job Outlook Reveals 2008 Graduates Are Optimistic,...

MonsterTRAK's Annual Entry-Level Job Outlook Reveals 2008 Graduates Are Optimistic, While Employers Hedge Hiring Expectations

Entry-Level Job Seekers are Most Interested in Opportunities that
Offer Job Growth and Personal Fulfillment; Salary Ranks as Less
Important
LOS ANGELES--(Business Wire)--
Employers' entry-level hiring plans remain uncertain amid a
national economic slowdown, according to MonsterTRAK's annual
nationwide survey of college students, recent graduates and
entry-level employers. The findings reveal that 59 percent of
employers surveyed expect to hire 2008 graduates in the spring or
summer, a decrease of 17 percent year-over-year, while 29 percent are
still unsure - nearly twice as many who reported indecision in 2007.
MonsterTRAK is a leading online resource that connects college
students and recent graduates with employers looking for qualified
entry-level and internship candidates and a division of Monster(R),
the leading global online careers property and flagship brand of
Monster Worldwide, Inc. (NASDAQ: MNST).

Despite the apprehension, 85 percent of surveyed employers who do
plan to hire will offer as many, if not more, positions than in 2007.
Additionally, one-third expect to increase entry-level salaries by one
to five percent.

"MonsterTRAK's Job Outlook concurs with the notion that there is
hesitation about how aggressively some employers will hire as we await
further economic developments," said Mark Charnock, vice president and
general manager, MonsterTRAK. "Entry-level candidates should not be
discouraged because the labor market remains healthy. Considering our
2003 survey revealed only one-third of employers planned to hire
recent graduates, there will be plenty of opportunities available for
the Class of 2008."

Students Remain Confident, Focused on Job Attributes

Speculation of a stagnating employment market is not causing
pessimism among the Class of 2008; instead the survey demonstrates
that their job offer expectations remain consistent year-over-year: 73
percent expect two or more upon graduation. Additionally, both recent
graduates and students are placing greater emphasis on non-monetary
benefits:

-- Of those surveyed, 81 percent ranked growth opportunities as
very or extremely important; 79 percent felt strongly about
finding a job that offered personal fulfillment.

-- Only 57 percent felt that base salary offerings were of great
importance.

Moving Back to the Nest

While last year's survey revealed only 22 percent of 2007
graduates expected to move home for more than six months, 43 percent
extended their stay and have yet to leave - primarily due to limited
financial resources.

Charnock noted, "42 percent of 2007 graduates report student loan
debt that exceeds $25,000, while another 33 percent have a credit card
balance of more than $5,000. It is no surprise that a growing number
of young professionals are spending more time back at home than
initially anticipated."

Conversely, continuing a three-year trend, just under half of
prospective graduates plan to boomerang - or move home - upon
graduation, down from an average of 58.5 percent in 2004 and 2005.

Overcoming Student Misconceptions

Often-overlooked, making a professional impression on employers is
a critical part of the hiring process - in fact, 43 percent of
employers report personal characteristics as most important when
assessing college graduates. However, only 19 percent of 2007
graduates recognized it as such.

Additionally, 48 percent of students think relevant work
experience is the most influential factor during potential employers'
evaluations. Contrary to that belief, only 21 percent of employers
agree - a nine percent decrease since last year. That said, 77 percent
of students plan to complete at least one internship during their
college career, which implies how prevalent this type of experience
has become in entry-level resumes.

"While previous experience and academic achievement are certainly
important, a candidate's personality can be far more powerful," added
Charnock. "One out of three employers reported the most common
interview blunder made by entry-level prospects is not doing their
homework. Human resource executives use interviews to see beyond a
resume; they want to know why an applicant should become part of their
organization. Demonstrating a keen understanding of the company's
business is one way for entry-level contenders to present themselves
as attractive hires."

Employers also noted other common interview mistakes including
general lack of professionalism, wearing inappropriate attire and
arriving late. They also expect thank-you notes, either via email or
traditional letter. Fortunately applicants are catching on - in 2003,
48 percent did not follow up after an interview, while only 28 percent
of 2007 graduates made this mistake.

Employers' Online Profile Research Rises

Seventy-two (72) percent of 2007 graduates have online profiles,
up from the 59 percent of 2006 graduates who reported maintaining one
last year. Currently, more than half modify them to create a more
employer-friendly overview for curious recruiters, while 23 percent of
all 2007 graduates are actively using their online profile as a job
search tool. Regardless of whether job seekers are volunteering this
information, it is well-advised to maintain a sense of professionalism
online - 26 percent of employers actually check candidates' personal
online profiles, up from 19 percent last year.

Survey Methodology

MonsterTRAK's 2008 Entry Level Job Outlook was conducted from
February 12-22, 2008 via targeted online distribution to nationwide
MonsterTRAK customer companies, as well as college students and recent
alumni who are MonsterTRAK members. Results were recorded from 1,117
employers, 654 of which qualified to take the entire survey, and 3,603
students and alumni. This poll is not scientific and reflects the
opinions of only those Internet users who have chosen to participate.

About MonsterTRAK

MonsterTRAK is a leading online resource that connects college
students and recent graduates with employers looking for qualified
entry-level and internship candidates. With more than one million
registered users, employers gain unprecedented reach, and today's
emerging workforce benefits from MonsterTRAK's suite of career
development tools designed to help them highlight their strengths and
identify the best opportunities. Additionally, college and university
career centers are able to showcase specific, relevant opportunities
to students based on their individual interests using Career Ad
Network, Monster's patent-pending job syndication technology.

Founded in 1987 as JobTRAK, MonsterTRAK was acquired by Monster,
the leading online global careers and recruitment resource, in 2000.
More information is available at http://www.monstertrak.com.

About Monster Worldwide

Monster Worldwide, Inc. (NASDAQ: MNST), parent company of
Monster(R), the premier global online employment solution for more
than a decade, strives to bring people together to advance their
lives. With a local presence in key markets in North America, Europe,
and Asia, Monster works for everyone by connecting employers with
quality job seekers at all levels and by providing personalized career
advice to consumers globally. Through online media sites and services,
Monster delivers vast, highly targeted audiences to advertisers.
Monster Worldwide is a member of the S&P 500 Index and the NASDAQ 100.
To learn more about Monster's industry-leading products and services,
visit www.monster.com. More information about Monster Worldwide is
available at www.monsterworldwide.com.

Special Note: Safe Harbor Statement Under the Private Securities
Litigation Reform Act of 1995: Except for historical information
contained herein, the statements made in this release constitute
forward-looking statements within the meaning of Section 27A of the
Securities Act of 1933 and Section 21E of the Securities Exchange Act
of 1934. Such forward-looking statements involve certain risks and
uncertainties, including statements regarding Monster Worldwide,
Inc.'s strategic direction, prospects and future results. Certain
factors, including factors outside of Monster Worldwide's control, may
cause actual results to differ materially from those contained in the
forward- looking statements, including economic and other conditions
in the markets in which Monster Worldwide operates, risks associated
with acquisitions, competition, seasonality and the other risks
discussed in Monster Worldwide's Form 10-K and other filings made with
the Securities and Exchange Commission.

Monster
Tara Murray, 978-461-8126
tara.murray@monster.com
or
Weber Shandwick (For Monster)
Elizabeth Lutz, 617-520-7092
elutz@webershandwick.com

Copyright Business Wire 2008