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

After completing your search, your results will be displayed across several pages. This guide will help you understand the data that is displayed on each page as well as the ways you might want to use it. 

• The Summary Page  
• The Role Page
• The Market page
• The Competition Page
• The Locations Page
• The Diversity Page (United States, Canada, and South Africa only) 
• The Higher Education Page (United States only) 

 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, credentials, experience level, and education level.

Top titles

What does this represent? 

• Top titles represent 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 on this platform except[M2]  for Target employers 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 credentials

 What does this represent? 

• Top skills and Top credentials represent the most common skills and credentials found in job postings returned for your search.
   
• Learn more about our methodology for skills data. (The same methodology also applies to credentials)
  
   

How can I use this data? 

• Understand the competencies that other employers are searching for, as well as those 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 credential.
   
   
• Click “Show job descriptions” to view the postings associated with each skill.
   

Top experience levels

 What does this represent? 

• Top experience levels break 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 are 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 break 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 based on your TalentNeuron Recruit search for different third-party websites[M3] .[M4] 
• 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 metrics, including salary, relative supply, and posting duration. 

Hiring difficulty

 What does this represent? 

• Hiring difficulty is a score on a scale of 1-10 that represents how difficult we expect it to be to fill the role you searched for.
   
• The higher the score, the harder we expect it to be to find candidates for the role. 
   
• Learn more about our methodology for hiring difficulty.
  
   

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?

• Relative supply represents the number of potential candidates per the number of positions similar to the one you searched for.
   
• Learn more about our methodology for relative supply.
  
   

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 affect 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 to fill roles quickly, while more job postings staying online for more days means that other employers are likely to have 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 is not 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 are framing their positions in job descriptions.

Competitive concentration
 

What does this represent?

• Competitive concentration represents the level of competition you face in trying to hire a candidate in a particular location.
   
• Learn more about our methodology for competitive concentration.
  
   

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.
   

Active employers

 What does this represent? 

• Active employers represent the organizations that currently have similar positions online in your searched location.
   
• Learn more about our methodology for employer data.
   
   

How can I use this data?

• Identify which competitors you are currently competing with.
   
• By hovering over a company’s name and clicking on the three dots you can look at these competitors' job postings to understand how they frame the position and the benefits that they offer[M5] . 
   
• Consider ways to make your own job descriptions stronger or the position more appealing. Information on corporate culture, perks, and bonuses can attract applicants.

 

 Target employers

What does this represent? 

• Target employers represent the organizations that have posted for similar positions in your searched location(s). The search defaults to the last four years but can be adjusted to different timeframes.
   [M6] [G7] 
• Learn more about our methodology for employer data.
   
   

How can I use this data? 

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

 Sample competitor postings

 What does this represent?

• Sample competitor postings represent a few of the many job postings that candidates may consider alongside your posting.
   
• Learn more about our methodology for demand.
  
   

How can I use this data?

• Understand the expectations that other organizations have for similar positions as well as the incentives they are 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 different metrics – including hiring difficulty, supply, demand, and salary – and paints 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 isn'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. 

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, Canada, and South Africa only.[M8] 
   
• 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.
   
• Understand gender diversity within the labor market to increase diverse representation as part of a strategy to foster greater diversity, equity, and inclusion in your organization.

 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 [G9] [M10] only.
   
• Learn more about our methodology for ethnic diversity.
  
   

How can I use this data?

• Understand the availability of diverse talent within the labor market to increase diverse representation as part of a strategy to foster greater diversity, equity, and inclusion in your organization.

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 are looking for. The widget on this page also breaks down the student bodies of individual universities by gender and ethnicity.[M11] [G12] [G13] 

 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[M14] , for the ranked fields of study.
   
• 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 target graduates for university/entry-level recruiting, especially if you are looking to target a diverse graduate pool.

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