Upload
linkedin-talent-solutions
View
1.543
Download
0
Embed Size (px)
Citation preview
Talent Insights
Technical Salespeople Talent Pool Report
Executive SummaryDid you know that a consumer goods marketing professional living in New York is over two times more likely to be contacted by a recruiter than a similar marketing professional living in Philadelphia? LinkedIn data shows that: • There are over 95,000 total consumer goods marketing professionals throughout the United States • New York has the biggest population of talent, but also has the highest demand of any other market • Ohio’s major cities–Cincinnati, Cleveland, and Columbus–have the most over-saturated demand for talent, making it hard to recruit in those markets • Medium, lower-demand markets like Philadelphia and Orange County are likely to offer untapped sources of talent • Mobile and online marketing (e.g. SEM, PPC, Mobile Marketing) skills are in high demand • While this pool is driven primarily by compensation and bene�ts, they differ from other talent in that they value employers who are innovative and offer a strong career path
OverviewA world of insights can be gathered from LinkedIn’s 175 million members - the world’s largest professional network. “Marketing” is the third most searched term among recruiters, showing that the market for marketing professionals is one of the hottest in the US. LinkedIn recruiter activity and member data can be used to determine supply and demand for this talent pool. A higher demand index means that the average professional in a region is receiving more contact from recruiters than peers in other regions.
Which skills are in short supply?Recruiter activity can also highlight which skills are in high demand. For consumer goods marketing professionals, our data shows that expertise with skills like mobile marketing, web analytics, pay-per-click (PPC), and search engine marketing (SEM) is highly sought after on LinkedIn. Professionals with these skills are up to 7x more likely to be contacted by a recruiter. Therefore, expect to spend more time �lling positions that require these skills.
Where should you look for talent?• Hidden Gems: These mid-sized markets have relatively lower demand, meaning hiring is likely to be easier• High-Demand: These are the largest markets, where overall demand is also highest and hiring may be dif�cult• Saturated: These small to mid-sized markets also have very high demand, meaning hiring is likely to be dif�cult
DEM
AN
D
HIGH-DEMAND
HIDDEN GEMS
SATURATED
SUPPLY
Large, high-demand regions
Large, low-demand regions “Hidden Gems”
Number of talent pool members in each region
Dem
and
bas
ed o
n re
crui
ter
acti
vity
on
Link
edIn
Supply (# Professionals)
Region Quadrant
Marketing - Consumer Goods Industry September 2012
500 15,0001,000 2,000 5,000 10,000
Dem
and
Ind
ex
30
40
50
60
70
80
90
100
San Francisco Bay
New York City
Chicago
Boston
Dallas/Fort Worth
Los Angeles
Orange County, CA
Minneapolis/St. Paul Atlanta
Columbus, OH
Philadelphia
Baltimore, MD
Cincinnati
Cleveland/Akron, OH
Copyright © 2012 LinkedIn Corporation. LinkedIn, the LinkedIn logo, and InMail are registered trademarks of LinkedIn Corporation in the United States and/or other countries. All other brands and names are the property of their respective owners. All rights reserved.
What do marketing professionals consider when evaluating a job?Percentage who believe each attribute is important when considering a job opportunity
How can you reach out to this critical talent pool?Reach this critical talent by leveraging the assets you already have on LinkedIn. Beyond that, posting your marketing positions on LinkedIn allows our matching algorithms to put those jobs in front of relevant candidates – active or passive.
Want to learn more about how your company is already connected to this talent pool and how you can best leverage these assets to reach this important talent pool for job opportunities? talent.linkedin.com
1. Employees’ NetworksEngage with the talent already connected to your employeesOver 5.4M LinkedIn members – including your employees – are connected to this talent pool
2. Company FollowersPost relevant information about your company and industryMembers are nearly 3x more likely to apply for jobs at companies they follow
3. Company/Career PageGive candidates a picture of what it’s like to work for your companyShowcase your employment brand with focused, targeted content
4. Targeted AdvertisingDynamically deliver your message to members that �t your opportunity - on and off LinkedInDrive traf�c to your career page and jobs, or reach out to passive candidates directly
JOB SECURITY
AN ORGANIZATION THAT PRODUCESINNOVATIVE PRODUCTS AND SERVICES
A COMPANY CULTURE THAT FITSMY PERSONALITY
ABILITY TO MAKE AN IMPACT
AN INNOVATIVE EMPLOYER (NOVELWORK PRACTICES, FORWARD-THINKING)
STRONG CAREER PATH
GOOD WORK-LIFE BALANCE
EXCELLENT COMPENSATION & BENEFITS
Marketing ProfessionalsUS Average
22%
37%
25%
32%
32%
33%
12%
27%
27%
18%
51%
64%
40%
28%
53%
67%
Survey Methodology: In July-August 2012, LinkedIn conducted online interviews among 4,897 members who reside in the United States.