The job search can be overwhelming â€" for both job seekers and employers â€" with hundreds of sites, thousands of companies and millions of positions to sort through. And while some people can get lucky with the perfect network connection or an actual, physical job board at their school or community center, the rest of us have to put in more work to find or fill a job.
There are several major websites that can be used, but in this article we're going to compare two of the top online job-seeking websites: ZipRecruiter vs. Monster. Whether you're looking for top-quality applicants or need to find the best job for yourself, this information will be able to help point you in the right direction.
What is ZipRecruiter?
ZipRecruiter has only been around for a little over a decade, but it has already positioned itself as one of the top websites for finding and creating job postings.
Job seekers can use the job search engine to look for open positions. They can also upload their resume and be matched with jobs that ZipRecruiter's algorithm shows they'd be a top candidate for.
Companies that are hiring can post jobs and find quality candidates through ZipRecruiter's easy-to-use platform. Not only will ZipRecruiter's artificial intelligence algorithm find top talent for them, it will also syndicate each job posting to more than 100 other job search websites to open up the applicant pool even more.
What is Monster?
Monster is one of the oldest job search sites, having aided in the job-search process for candidates and the hiring process for recruiters since 1999.
For job seekers, Monster works similarly to ZipRecruiter in that they use the job search bar to look for open positions.
If you're an employer looking to find candidates, you can post jobs to Monster and search through resumes to find qualified candidates. There is also an opportunity to syndicate open positions to other job boards with certain subscriptions.
ZipRecruiter for Employers
ZipRecruiter was rated the No. 1 hiring site in the U.S. in 2020, earning the top spot, thanks to its ease-of-use for posting jobs and finding quality candidates. ZipRecruiter has customizable templates for different positions and includes the ability to create screening questions for candidates to streamline the interview process. It also uses AI to scan potential candidates and the ZipRecruiter resume database for top matches on the employer's behalf.
A unique feature ZipRecruiter offers is pre-written job descriptions that make it easy for hiring managers to post jobs and quickly help employers find a quality candidate. They can also swap out job postings whenever an opening has been filled, instead of being stuck with a set time frame to keep each job posting live.
ZipRecruiter has a mobile app, which lets employers create job postings, screen candidates and contact support from anywhere. Support is available via phone, online chat or email.
Monster for Employers
Since Monster was one of the first job search websites out there, it seems most employers have posted job listings on there at some point, to help in their recruiting process.
Monster and ZipRecruiter have a lot in common when it comes to their main service, but the key difference is that some features are only available with higher cost plans on Monster. For example, the ability to proactively search through resumes, text and email job seekers or narrow your search parameters can only be used when paying for a Standard or Premium plan.
You can also reuse job postings on Monster instead of having to recreate a new post for additional similar jobs.
Comparing Costs for Employers
Both ZipRecruiter and Monster have three tiers of membership for employers to find candidates â€" and each offers a free trial before committing to a subscription.
ZipRecruiter's pricing starts at $299/month for a single job posting and increases based on a number of factors, including industry, resume downloads and number of users you want on your account.
One money-saving tactic for employers using ZipRecruiter is having a reusable job slot. Meaning job posts aren't locked in for 30 days, and they can be swapped out for a new job as soon as the other posting has closed.
Monster's monthly subscription starts at $279 for a single job posting and increases based on the number of active job openings and the ability to send them to other job search sites with their Performance Boost capability.
Monster also has the ability to post ads on the job site, so an employer only pays when someone views their job post.
ZipRecruiter vs. Monster for Job Seekers
People looking for the right job on ZipRecruiter and Monster can search for job openings on the job sites and on mobile apps. Applicants can post their resumes and a cover letter to the job boards to simplify the process when they want to apply to a job opening.
Both job sites allow candidates to search by location and job title or keyword. Monster also suggests top keywords people are searching for, like 'work from home' or 'part time.'
Conclusion
So, which job board should you use for your hiring needs or to find your next job?
With the ability to simply syndicate job postings, create sponsored jobs, boost team collaboration and take advantage of the job site's artificial intelligence, there's a reason why ZipRecruiter has been named the No. 1 website for an employer's hiring needs. It has a nearly perfect rating on TrustPilot, taking it to the top spot above all the other job boards, including Monster.
As for people hoping to get plenty of resume views as they search for the best job for them, ZipRecruiter has thousands of potential employers and millions of jobs to search through. And with the recruiting process made simple for a potential employer, it then makes it easier for a candidate to make it through the job-search process.
This was originally published on The Penny Hoarder, which helps millions of readers worldwide earn and save money by sharing unique job opportunities, personal stories, freebies and more. The Inc. 5000 ranked The Penny Hoarder as the fastest-growing private media company in the U.S. in 2017.
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