How do I cancel my plan and stop accruing Monster+ charges?

It depends on your plan:

  • If you have an Annual Plan with Monster+, contact your Sales Representative for assistance.
  • Monster+ Standard Plan Customers: To stop further charges, simply close your job(s).
  • Monthly Monster+ Pro Plan Subscribers: To stop further charges, you must do two things:
    1. Cancel your monthly subscription.
    2. Close your jobs.

Please note that these are independent actions. Closing a job will not cancel your subscription, and canceling your subscription will not close your jobs.

To cancel your Monthly Pro Plan monthly subscription:

  1. Select Company Settings from the Account menu at the top of the page.
  2. Click to expand the “Monster+ Plan” to review your current enrollment.
  3. Click the pencil icon and select the pay-as-you-go Standard Plan.

You will have access to your Pro Plan features until the end of the current billing cycle. Just know that once you downgrade you will no longer have access to Monster’s Resume Search and additional users will no longer have access to your account.

To close a job:

  1. Go to your Jobs page and review the status column.
  2. Click the dropdown menu and change the status of the job from Open to Closed.

Once your jobs are closed or expired, you will not receive any charges from that point forward. When the billing cycle ends, you will receive an invoice for charges accrued while your jobs were open.

Are you a traditional Monster subscriber looking to cancel? Click here.

How do I cancel my Monster+ promotion?

You can now manage your jobs and promotions at any time – right from your Monster+ account. If you’d like to stop a promotion, follow these steps:

  1. Go to the Jobs page of your Monster+ account.
  2. Click on the Status dropdown menu.
  3. Select Closed to end the promotion and remove it from Monster. Keep in mind that any charges accrued before the promotion was stopped will be settled at the end of your billing cycle.

If you’d like to promote that same job in the future, it will remain on your Jobs page. Simply change the Status to Open when you’re ready to continue the search.

Please note that these are independent actions: Closing a job will not cancel your subscription, and canceling your subscription will not close your jobs. 

 

Can I get a refund if I cancel my subscription?

As stated in the subscription agreement, refunds are not provided in the event of a cancellation. After a subscription is cancelled, services will be available until the expiration of that term.

Will I receive confirmation that the subscription has been successfully cancelled?

Yes, once the subscription is cancelled you will receive a cancellation email. 

Will cancelling the subscription automatically expire any active job posting?

No, cancelling the subscription will discontinue future charges but your job can remain active until the end of the current paid cycle.  

How do I cancel my Monster employer subscription?

You will be able to cancel your traditional Monster subscription from within the account settings.  There you will find information about your subscription with the option to cancel.  Place your mouse over your account settings in the upper right corner of your account and choose Subscription. Click on “stop renewing this plan” and be sure to click on the pop up to confirm the cancellation. 

Monster+ subscribers will need to follow a different set of steps to cancel, click here to learn more.

What is the cancellation policy for Traditional Monster subscriptions?

You’re free to cancel your monthly value plan subscription any time via the link in your customer account settings. You will still be able to use your plan if there are remaining days in your current 30-day cycle.   

To review the cancellation policy please click here. 

To cancel please click here. 

To access these links, you will need your Monster User information. 

If I expire my job posting(s) will it also cancel my subscription?

No expiring the job posting(s) will not cancel the subscription.  You will have to take a separate action within the account to cancel the subscription. Similar to other monthly renewing subscription services, it is the customer’s responsibility to take action to end the subscription. 

Navigate Pay Transparency in the Modern Workforce: 5 Tips

Conversations about pay transparency, once only held in the boardrooms of a few “progressive” organizations, have now gone mainstream. In fact, some states are even introducing and passing legislation that requires businesses to provide various levels of transparency regarding employee compensation. Notably, New York City has recently updated its Pay Transparency Law, which mandates employers to disclose salary ranges in job advertisements, further pushing the trend towards open discussions about pay.

If you’ve been considering how sharing salary information might improve your chances of hiring top talent, you’re not alone. Regardless of whether you run a business in one of the states that requires compensation transparency, more companies are considering how they might leverage it to recruit and retain star employees.

Here are five tips on how to include salary transparency in your hiring process.

1. Decide What Level of Pay Transparency Is Right for Your Company

Setting a clear, deliberate approach to sharing salary data is the most important step. While many employers believe sharing pay information may be good for business, secrecy remains the norm. That’s why jumping into a full transparency model—where employers publish the individual salaries of all employees—is not always plausible.

PayScale.com published a pay transparency spectrum to help organizations craft a policy that makes sense for them. The five levels of transparency they identify are “what,” “how,” “where,” “why,” and “whoa.”

What

Employers provide candidates and employees with the least possible amount of information required—how much they’ll get paid and at what intervals. At this level, employers generally don’t have conversations about pay beyond the person’s immediate compensation.

How

This is where your company identifies relevant market research data for some or all positions, uses it to set a basic compensation strategy, and shares limited overview data and strategy with candidates and employees. Sharing your salary formulation process can help build trust between you and the applicants and encourage more qualified prospects to pursue the opportunity.

Where

At this level, companies create a “philosophy, strategy, and [pay] range” for specific jobs or job groups, allowing them to determine where on the pay spectrum they can expect to fall. One of the most well-known versions of this is the federal government’s General Schedule for salary and wages.

Why

This is about aligning compensation strategy with company culture. Not only are companies sharing salary ranges and the rationale behind it, but they’re also committed to training the managers and supervisors charged with holding conversations with applicants and employees about salary.

Executing this level of transparency requires successfully demonstrating how a candidate’s experience and skills align with your business objectives. Also, you must have policies in place that support your philosophy and objectives, which will further codify your pay transparency practices and make it an everyday part of how you do business.

Whoa

This is the open salary information sharing model, where employers publicly disclose the pay for a given position (either internally or externally), and how they arrived at a particular salary or hourly rate. This level of salary transparency requires that businesses build a culture that supports open examination and dialogue about the value of each job function to the company’s bottom line.

2. Update Your Current Internal Salary Transparency Policies

Once you’ve decided the level of compensation transparency to implement during the hiring process, the next step should be updating current practices. Level the information playing field by providing existing employees the same access to pay data as new hires will receive during the recruiting process.

Executing this step will take some planning and forethought and may uncover inconsistencies or bias in how you’ve compensated employees. In fact, many women’s advocacy groups, such as Women Who Code, believe that full transparency can be a powerful tool for closing the gender and race pay gap.

Since salaries have long been treated as a taboo topic of discussion in the workplace, it’s important to prepare your business for the potential findings and outcomes of sharing salary information. Start by analyzing your current compensation model so you’re armed with the facts.

For example, you ask your HR manager to provide salary, raise, and bonus information for all 15 of your employees. The report shows that one of the company’s five customer service representatives earns 20 percent more than the rest of the team. Your next step should be finding the data to support why.

Maybe this employee saves the company money by routinely preventing clients from canceling memberships. Or maybe they take on the responsibility of training new hires, which means you don’t have to spend time doing it yourself. Whatever the case, be prepared to acknowledge the pay differences, justify them, or change the pay structure.

3. Use External Data to Support Your Compensation Model

Once you adopt pay transparency as a part of your hiring and HR practices, the next question will undoubtedly be “how do you make your decision about how much to pay employees?”

Today’s workforce has greater access to salary market research tools, so you’ll also need to base your compensation model on solid pay data. Both government and private salary databases are a great place to start, as well as reputable surveys and reports from trade associations. Colleagues in your industry may also serve as a source of primary (or first-hand) pay data to ensure that you’re equipped to answer with confidence.

When recruiting employees, get ahead of the salary justification question by performing research beforehand, then including it in job postings and other recruitment marketing tools. Typically, creating a salary range that’s not too broad satisfies candidates’ questions until you’re further into the hiring process.

4. Set Goals for Measuring Your Efforts

Leaders at companies that have implemented some form of pay transparency assert the utmost importance of aligning the strategy with company culture (which is not a one-off initiative). Setting clear, measurable goals will make it easier to determine if shifting to this practice was worth the effort. One goal may be to decrease the time it takes to hire new employees. Sharing salary data will weed out applicants who require more money, and potentially eliminate the time usually spent on salary negotiations.

Another goal may be to improve the performance review process by equipping your managers with better information as a basis for granting raises. By setting a clear, transparent pay model that factors in internal and external data regarding a specific position, you’ll avoid uncomfortable, subjective, and even unconsciously biased review processes.

5. Get Feedback from Applicants and Employees

Continuously refining your hiring process requires honest feedback from the people who’ve been through it. Regarding pay transparency, be sure to ask applicants, new hires, and existing employees their opinion on how salary data influenced their interest in working for the company.

Let them know why you’re soliciting their opinions and that it will have no impact on your hiring decision or future employment. A quick question or two on the application, during onboarding, or even during performance reviews should give you a snapshot of how your new policy is working.

Start Attracting Top Talent Today

Now that you understand how to implement pay transparency in your organization, you can feel confident in your ability to attract and retain top talent. Start your journey towards a more open and appealing workplace by posting a job on Monster today.

6 ways to support your working parent employees

Working parents are still struggling post-pandemic. According to Pew Research, about half of them said the pandemic has made it harder to manage childcare responsibilities. Working mothers in particular, reported experiencing professional hurdles such as feeling like they couldn’t give 100% at work or needing to reduce their work hours due to parenting responsibilities.

Even as the country has returned to pre-COVID protocols, working parents and employees with family responsibilities are still dealing with COVID complications, such as long absences from work and school when someone in the family gets COVID. This is in addition to everything else that parents and caregivers are juggling.

If you’re looking for ways to retain and support your talented parent and caregiver employees, here are some benefits you might consider:

Flexibility

It can’t be stated enough: flexibility is crucial for anyone managing responsibilities outside of work, whether that’s children, aging parents, or even a pet. Unless you’re a business that requires dealing with customers or on-site work, giving employees the freedom to complete their work on a schedule that works for them is a key benefit.

“Offering things like flexible hours, telecommuting, and condensed work weeks can make a big difference,” says Linda Shaffer, chief people and operations officer at Checkr, an HR technology platform. “At Checkr, we offer flexible start and end times, allowing people to work around their children’s schedules. We also have a remote work policy, which allows parents to work from home when needed.”

A Remote Work Stipend

A stipend that allows your workers to purchase supplies that make it easier for them to work remotely can increase their efficiency at home and make things easier. For instance, a parent working from home could benefit from things like a divider, noise-canceling headphones, a good microphone, or even a seat cushion that makes their chair more comfortable.

“I love when I see companies saying, ‘Find a quiet place in your home to work,’” says Jill Santopietro Panall, a human resources consultant at 21Oak HR Consulting. “If you have three or four children, that’s not a thing. What does that person need?”

Flexible Sick Time or COVID Days

COVID-19 hasn’t gone away completely and may have a resurgence. With COVID absences requiring at least five days at home, workers can go through their sick days in record time. For instance, an employee may have to leave work just to pick up a child from school who’s tested positive for COVID.

“In some cases, companies are adding a little time that’s only for COVID,” Panall says. “It’s not extra time — it’s so they’re not getting killed on using their sick time when COVID keeps popping back up.”

A Working Parents ERG

Employee resource groups help different sets of people at a company feel connected and can strengthen employee engagement. An ERG for working parents can go a long way toward creating a supportive culture at your company. Monster, for instance, recently introduced a Parents and Caregivers ERG.

“Providing a safe space where employees can be their authentic selves and discuss how to better support and educate their workplace is highly effective,” says Adam Selita, CEO and cofounder of The Debt Relief Company. “ERGs have also been proven to help improve workplace satisfaction, as well as improve workplace conditions for employees who might feel marginalized.”

Child Care Support

Child care is a challenge for many working parents. Still, as recently as January 2020, only 6% of firms offered any child care benefits, according to a survey by B2B ratings platform Clutch. There are various ways to do this, including offering child care subsidies, backup child care assistance, or flexible child care spending accounts.

“Daycare is a big issue,” says Matthew Burr, a human resources consultant in Elmira, N.Y. “Is there an option to put a daycare center in your organization? As a perk or incentive? All those things are opportunities.”

Money Toward Education

If you have the means, offering benefits that can be used to pay for education can go a long way. According to data from Willis Towers Watson, an increasing number of companies are considering offering benefits like tuition reimbursement, student loan refinancing or 529 contributions this year or next.

“I just reviewed an offer letter from a friend who’s going to a company that had monthly deposits you can use toward your own student loans or your college student’s tuition,” Panall says. “That really says, ‘We’re digging deep.’ That’s for companies with bigger, deeper pockets, but that’s such a hot topic right now.”

Showing You Value Your Parent and Caregiver Employees

The more you can show that you value your parent and caregiver employees, the better your chances of hiring and retaining great talent. “I think there’s been an evolution, and people’s expectations and demands are going to change,” Burr says. “If you’re not offering me what I need, I’m going to get on the Internet and find something different.”