north america talent pool reports · 2020-06-03 · talent pool report architectural design north...
TRANSCRIPT
North America Talent Pool ReportsWhere you can find top talent and more
Talent Solutions
Table of Contents
Overview & Methodology
A world of insights can be gathered from LinkedIn’s 259 million members - the world’s largest professional network. Talent pools are defined by member skillsets, based on the skills and keywords listed in a member’s profile. Skillsets group similar and related skills that are critical to a certain profession or industry. Within each skillset, LinkedIn Recruiter activity and member characteristics are used to determine supply and demand for talent. A higher demand index means that the average professional in a region is interacting with recruiters more frequently than peers in other regions. Job consideration data comes from the LinkedIn talent drivers survey of over 100,000 members.
Why Skill Sets Matter
Over 70% of LinkedIn members say that the skillsets they possess are an important part of their professional identity. Skillsets – more than job titles and functions – tell the story of the value professionals bring and the breadth of their experience. LinkedIn members have tens of thousands of skills on their profiles, covering a range of professional expertise from Microsoft Office to Rocket Science. Analyzing skillsets helps to learn: what specific groups of professionals look for in a job, what universities they attended, and what industries they work in, to effectively find and attract top talent within those groups.
About LinkedIn Talent Solutions
LinkedIn is the world's largest professional network with more than 259 million members in over 200 countries and territories. More than 20,000 companies — including 90 of the Fortune 100 — and thousands of recruiters, HR professionals and hiring managers use LinkedIn Talent Solutions' products and services to find, engage and hire top talent across the globe.
For more Talent Pool Reports: lnkd.in/TalentDemand
Architectural Design
Brand Strategy & Management
Corporate Finance
Corporate Law
Ecology & Environmental Science
Java Development
Non-Profit, Fundraising, and Grant Making
Renewable and Sustainable Energy
Software QA/ Testing
Subsea Engineering / Offshore Operations (Oil & Gas)
Talent Pool ReportArchitectural Design
North America2013
By The Numbers
314,950 LinkedIn members
40,390 recent grads have joined the workforce
39% of architectural design professionals are manager or above
1 in 13 changed jobs in the past 12 months
Architectural design professionals in New York City are 60% more likely to be contacted by a recruiter than those in LA
Overview & Methodology
A world of insights can be gathered from LinkedIn’s 259 million members - the world’s largest professional network. Talent pools are defined by member skillset, based on the skills and keywords on a member profile. Skillsets group similar and related skills that are critical to a certain profession or industry. Within each skillset LinkedIn Recruiter activity and member characteristics are used to determine supply and demand for talent. A higher demand index means that the average professional in a region is interacting with recruiters more frequently than peers in other regions. Data about job consideration comes from our semiannual talent drivers survey of over 100,000 members.
Where should you look for talent?
What skills and keywords should you look for?
HIGH-DEMAND
HIDDEN GEMS
SATURATED
# of LinkedIn Members
Dem
and
Ind
exLe
ss D
eman
dM
ore
Dem
and
Dallas/Fort Worth
ChicagoSan Francisco Bay Area
Los Angeles
Phoenix
BostonSeattle
Orange County, CA
Houston
7,000 15,000 20,000 25,0004,000 5,000 6,000 8,000 10,000 12,000 30,000
AtlantaWashington D.C. Metro
New York City
Toronto
Interior Design
Revit
Construction
Sustainable DesignConstruction Management
Space planning
SketchUp
Design Research SubmittalsAutoCAD
Architectural DesignRenovation
Architectural Design
What do architectural design professionals look for in a job?
What schools do recent graduates come from?
Most popular LinkedIn groups
�� Savannah College of Art and Design
�� Wentworth Institute of Technology
�� Boston Architectural College�� Pratt Institute�� University of Cincinnati
�� Ryerson University�� University of Illinois At
Urbana-Champaign�� Arizona State University�� Illinois Institute of Technology�� University of Minnesota-Twin
Cities
�� U.S. Green Building Counsel (USGBC)�� LEED Accredited Professional�� LIDA�� Design and Construction Network�� Architect
Which industries employ architectural design professionals?
How can you connect with architectural design professionals?
1. Leverage your Employees’ Networks The #1 activity on LinkedIn is viewing other members profiles. You can connect with priority talent whenever they visit an employee’s profile page using Work With Us ads.
2. Engage in Conversation through Status Updates Updates to your followers can be targeted (i.e. by function, by geography) to send relevant, timely updates to your priority talent pools. You can reach beyond your follower base using Sponsored Updates.
3. Tell a Relevant Talent Brand Story Share why your company is unique and use LinkedIn’s talent driver data to better understand what this talent pool cares most about. Premium career pages allow for segment-specific targeting to ensure priority talent sees the content most relevant to them.
4. Measure and Track your Progress Talk to your LinkedIn rep to measure the strength of your Talent Brand with this talent pool and to learn how you stack up against your competition.
Copyright © 2013 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.
Additional Talent Pool Reports: lnkd.in/TalentDemand Learn more about LinkedIn Talent Solutions: talent.linkedin.com
36%
37%
38%
40%
43%
55%
59%
34%
42%
33%
37%
36%
53%
65%
VALUES EMPLOYEECONTRIBUTIONS
JOB SECURITY
CULTURE THAT FITSMY PERSONALITY
A PLACE I WOULD BEPROUD TO WORK
CHALLENGING WORK
GOOD WORK/LIFE BALANCE
EXCELLENT COMPENSATION& BENEFITS
North America AverageArchitectural Design Professionals27%
29%HAVING A GOOD RELATIONSHIPWITH YOUR COLLEAGUES
1.0%1.5% 1.7%
2.5% 3.3%
20.5% 23.7%45.7%
RET
AIL
MEC
HA
NIC
AL
OR
IND
UST
RIA
LEN
GIN
EER
ING
REA
L ES
TATE
CIV
ILEN
GIN
EER
ING
FUR
NIT
UR
E
DES
IGN
CO
NST
RU
CTI
ON
AR
CH
ITEC
TUR
E &
PLA
NN
ING
50%
20%
10%
5%
2%
1%
0%
Talent Pool ReportBrand Strategy & Management
North America2013
By The Numbers
247,600 LinkedIn members
24,780 recent grads have joined the workforce
61% of branding professionals are managers or above
1 in 8 changed jobs in the past 12 months
Branding professionals in SF are 2x more likely to be contacted by a recruiter than those in Minneapolis
Overview & Methodology
A world of insights can be gathered from LinkedIn’s 259 million members - the world’s largest professional network. Talent pools are defined by member skillset, based on the skills and keywords on a member profile. Skillsets group similar and related skills that are critical to a certain profession or industry. Within each skillset LinkedIn Recruiter activity and member characteristics are used to determine supply and demand for talent. A higher demand index means that the average professional in a region is interacting with recruiters more frequently than peers in other regions. Data about job consideration comes from our semiannual talent drivers survey of over 100,000 members.
Where should you look for talent?
What skills and keywords should you look for?
HIGH-DEMAND
HIDDEN GEMS
SATURATED
# of LinkedIn Members
Dem
and
Ind
exLe
ss D
eman
dM
ore
Dem
and
Chicago
San Francisco Bay Area
Los Angeles
Seattle
Philadelphia
Minneapolis-St. Paul
Miami/Ft Lauderdale
5,0003,000 4,000 40,00030,00020,00015,00010,0007,000
Atlanta
Dallas/Ft Worth
New York City
Toronto
Boston
Marketing Communications
Email Marketing
Social Media Marketing
Brand Development
Graphic Design
Marketing StrategyMarketing
Integrated MarketingCreative DirectionSocial Media
Brand Management Advertising
Brand Strategy & Management
What do branding professionals look for in a job?
What schools do recent graduates come from?
Most popular LinkedIn groups
�� New York University�� Academy of Art University�� School of Visual Arts�� Savannah College of Art and
Design�� Fashion Institute of
Technology
�� George Brown College�� Humber College�� Ryerson University�� Parsons School of Design
�� Social Media Marketing�� Communication Arts�� E-marketing Association Network�� AIGA / The Professional Association for Design�� Creative Design Pros
Which industries employ branding professionals?
How can you connect with branding professionals?
1. Leverage your Employees’ Networks The #1 activity on LinkedIn is viewing other members profiles. You can connect with priority talent whenever they visit an employee’s profile page using Work With Us ads.
2. Engage in Conversation through Status Updates Updates to your followers can be targeted (i.e. by function, by geography) to send relevant, timely updates to your priority talent pools. You can reach beyond your follower base using Sponsored Updates.
3. Tell a Relevant Talent Brand Story Share why your company is unique and use LinkedIn’s talent driver data to better understand what this talent pool cares most about. Premium career pages allow for segment-specific targeting to ensure priority talent sees the content most relevant to them.
4. Measure and Track your Progress Talk to your LinkedIn rep to measure the strength of your Talent Brand with this talent pool and to learn how you stack up against your competition.
Copyright © 2013 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.
Additional Talent Pool Reports: lnkd.in/TalentDemand Learn more about LinkedIn Talent Solutions: talent.linkedin.com
29%
29%
31%
33%
39%
56%
56%
42%
25%
36%
37%
34%
53%
33%
JOB SECURITY
A COMPANY WITH A LONG-TERM STRATEGIC VISION
CHALLENGINGWORK
A PLACE I WOULD BEPROUD TO WORK
ABILITY TO MAKEAN IMPACT
GOOD WORK/LIFE BALANCE
CULTURE THAT FITSMY PERSONALITY
North America AverageBranding Professionals29%
34%VALUES EMPLOYEECONTRIBUTIONS
2.1% 2.8% 3.0%4.3%
6.6%
12.7%18.1%
50.4%
INTE
RN
ET
RET
AIL
APP
AR
EL A
ND
FASH
ION
CO
NSU
MER
GO
OD
S
PR A
ND
CO
MM
UN
ICA
TIO
NS
DES
IGN
GR
APH
IC D
ESIG
N
MA
RK
ETIN
G A
ND
AD
VER
TISI
NG
50%
20%
10%
5%
2%
1%
0%
Talent Pool ReportCorporate Finance
North America2013
By The Numbers
525,960 LinkedIn members
68,220 recent grads have joined the workforce
57% of corporate finance professionals are manager or above
1 in 8 changed jobs in the past 12 months
Corporate finance professionals in Chicago are 50% more likely to be contacted by a recruiter than those in Washington, D.C.
Overview & Methodology
A world of insights can be gathered from LinkedIn’s 259 million members - the world’s largest professional network. Talent pools are defined by member skillset, based on the skills and keywords on a member profile. Skillsets group similar and related skills that are critical to a certain profession or industry. Within each skillset LinkedIn Recruiter activity and member characteristics are used to determine supply and demand for talent. A higher demand index means that the average professional in a region is interacting with recruiters more frequently than peers in other regions. Data about job consideration comes from our semiannual talent drivers survey of over 100,000 members.
Where should you look for talent?
What skills and keywords should you look for?
HIGH-DEMAND
HIDDEN GEMS
SATURATED
# of LinkedIn Members
Dem
and
Ind
exLe
ss D
eman
dM
ore
Dem
and
Dallas/Ft Worth
Chicago
San Francisco Bay Area
Miami/Ft Lauderdale
Washington D.C. Metro
Boston
Charlotte
15,0005,000 7,000 10,000 20,000 30,000 40,000 50,000 70,000
AtlantaHouston
New York City
Toronto
Philadelphia
Los Angeles
Process Improvement
Forecasting
Internal Controls
Finance
Corporate Finance
Financial Modeling
BudgetsAuditing
Financial Analysis
Accounting
Financial Reporting
Strategic Planning
Corporate Finance
What do corporate finance professionals look for in a job?
What schools do recent graduates come from?
Most popular LinkedIn groups
�� Harvard Business School�� The University of Chicago —
Booth School of Business�� University of Pennsylvania —
The Wharton School�� New York University — Leonard
N. Stern School of Business�� Indiana University — Kelley
School of Business
�� Northwestern University — Kellogg School of Management
�� University of Maryland University College
�� New York University�� Villanova University�� Northeastern University
�� Finance Plus: Private Equity, Venture Capital and M&A News�� Chief Financial Officer (CFO) Network - The #1 Group for CFOs�� Finance Club�� Private Equity and Venture Capital Group�� The American Institute Of CPAs
Which industries employ corporate finance professionals?
How can you connect with corporate finance professionals?
1. Leverage your Employees’ Networks The #1 activity on LinkedIn is viewing other members profiles. You can connect with priority talent whenever they visit an employee’s profile page using Work With Us ads.
2. Engage in Conversation through Status Updates Updates to your followers can be targeted (i.e. by function, by geography) to send relevant, timely updates to your priority talent pools. You can reach beyond your follower base using Sponsored Updates.
3. Tell a Relevant Talent Brand Story Share why your company is unique and use LinkedIn’s talent driver data to better understand what this talent pool cares most about. Premium career pages allow for segment-specific targeting to ensure priority talent sees the content most relevant to them.
4. Measure and Track your Progress Talk to your LinkedIn rep to measure the strength of your Talent Brand with this talent pool and to learn how you stack up against your competition.
Copyright © 2013 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.
Additional Talent Pool Reports: lnkd.in/TalentDemand Learn more about LinkedIn Talent Solutions: talent.linkedin.com
29%
31%
35%
38%
40%
46%
68%
37%
42%
26%
34%
33%
36%
65%
A PLACE I WOULD BEPROUD TO WORK
JOB SECURITY
STRONG CAREER PATH
ABILITY TO MAKEAN IMPACT
CULTURE THAT FITSMY PERSONALITY
CHALLENGING WORK
EXCELLENT COMPENSATION& BENEFITS
North America AverageCorporate Finance Professionals28%
34%VALUES EMPLOYEECONTRIBUTIONS
3.6% 4.3% 5.0% 5.9% 7.5% 9.5%
31.4% 33.0%
INV
ESTM
ENT
MA
NA
GEM
ENT
HO
SPIT
AL
&H
EALT
H C
AR
E
OIL
&EN
ERG
Y
MA
NA
GEM
ENT
CO
NSU
LTIN
G
IT &
SER
VIC
ES
BA
NK
ING
FIN
AN
CIA
LSE
RV
ICES
AC
CO
UN
TIN
G
50%
20%
10%
5%
2%
1%
0%
Talent Pool ReportCorporate Law
North America2013
By The Numbers
83,910 LinkedIn members
6,830 recent grads have joined this talent pool
56% of corporate law professionals are manager or above
1 in 10 changed jobs in the past 12 months
Corporate law professionals in SF are 2x more likely to be contacted by a recruiter than those in Washington D.C.
Overview & Methodology
A world of insights can be gathered from LinkedIn’s 259 million members - the world’s largest professional network. Talent pools are defined by member skillset, based on the skills and keywords on a member profile. Skillsets group similar and related skills that are critical to a certain profession or industry. Within each skillset LinkedIn Recruiter activity and member characteristics are used to determine supply and demand for talent. A higher demand index means that the average professional in a region is interacting with recruiters more frequently than peers in other regions. Data about job consideration comes from our semiannual talent drivers survey of over 100,000 members.
Where should you look for talent?
What skills and keywords should you look for?
HIGH-DEMAND
HIDDEN GEMS
SATURATED
# of LinkedIn Members
Dem
and
Ind
exLe
ss D
eman
dM
ore
Dem
and
Dallas/Ft WorthChicago
San FranciscoBay Area
Miami/Ft Lauderdale
Washington D.C. MetroBoston
Seattle
2,000 3,000 4,000 5,000 7,000 10,0001,000 1,500 15,000
Houston New York City
Toronto
Philadelphia
Los AngelesOrange County, CA
Atlanta
Corporate GovernanceLegal Research
Commercial Litigation
Legal WritingCorporate Finance
LitigationDue Diligence
Mergers & Acquisitions
Contract NegotiationCorporate Law
Intellectual Property
Civil LitigationLicensing
Corporate Law
What do corporate law professionals look for in a job?
What schools do recent graduates come from?
Most popular LinkedIn groups
�� Georgetown University Law Center
�� York University - Osgoode Hall Law School
�� New York University School of Law
�� Harvard Law School�� New York Law School
�� Fordham University�� The George Washington
University Law School�� University of Toronto�� Boston University School of
Law�� Yeshiva University School of
Law
�� Corporate Lawyer Network�� Law Jobs Network - #1 Legal Careers Group�� In The House: The Professional Networking Community for
In-House Counsel�� InHouse Legal�� E-Legal
Which industries employ corporate law professionals?
How can you connect with corporate law professionals?
1. Leverage your Employees’ Networks The #1 activity on LinkedIn is viewing other members profiles. You can connect with priority talent whenever they visit an employee’s profile page using Work With Us ads.
2. Engage in Conversation through Status Updates Updates to your followers can be targeted (i.e. by function, by geography) to send relevant, timely updates to your priority talent pools. You can reach beyond your follower base using Sponsored Updates.
3. Tell a Relevant Talent Brand Story Share why your company is unique and use LinkedIn’s talent driver data to better understand what this talent pool cares most about. Premium career pages allow for segment-specific targeting to ensure priority talent sees the content most relevant to them.
4. Measure and Track your Progress Talk to your LinkedIn rep to measure the strength of your Talent Brand with this talent pool and to learn how you stack up against your competition.
Copyright © 2013 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.
Additional Talent Pool Reports: lnkd.in/TalentDemand Learn more about LinkedIn Talent Solutions: talent.linkedin.com
25%
29%
32%
33%
41%
52%
71%
34%
34%
29%
37%
33%
36%
65%
ABILITY TO MAKEAN IMPACT
VALUES EMPLOYEECONTRIBUTIONS
HAVING A GOOD RELATIONSHIPWITH YOUR COLLEAGUES
A PLACE I WOULD BEPROUD TO WORK
CULTURE THAT FITSMY PERSONALITY
CHALLENGING WORK
EXCELLENT COMPENSATION& BENEFITS
North America AverageCorporate LawProfessionals15%
21%STRONG EMPLOYEEDEVELOPMENT
1.2% 1.4% 1.4% 1.6% 1.7%
6.5%
20.5%
65.7%
INV
ESTM
ENT
MA
NA
GEM
ENT
IT &
SER
VIC
ES
INSU
RA
NC
E
OIL
&EN
ERG
Y
BA
NK
ING
FIN
AN
CIA
LSE
RV
ICES
LEG
AL
SER
VIC
ES
LAW
PR
AC
TIC
E
50%
20%
10%
5%
2%
1%0%
Talent Pool ReportEcology and Environmental Science
North America2013
By The Numbers
199,840 LinkedIn members
39,350 recent grads have joined the workforce
33% of environmental professionals are manager or above
1 in 10 changed jobs in the past 12 months
Environmental professionals in Houston are 9x more likely to be contacted by a recruiter than those in Portland
Overview & Methodology
A world of insights can be gathered from LinkedIn’s 259 million members - the world’s largest professional network. Talent pools are defined by member skillset, based on the skills and keywords on a member profile. Skillsets group similar and related skills that are critical to a certain profession or industry. Within each skillset LinkedIn Recruiter activity and member characteristics are used to determine supply and demand for talent. A higher demand index means that the average professional in a region is interacting with recruiters more frequently than peers in other regions. Data about job consideration comes from our semiannual talent drivers survey of over 100,000 members.
Where should you look for talent?
What skills and keywords should you look for?
HIGH-DEMAND
HIDDEN GEMS
SATURATED
# of LinkedIn Members
Dem
and
Ind
exLe
ss D
eman
dM
ore
Dem
and
DenverChicago
San Francisco Bay Area
Washington D.C. MetroBoston
4,0002,500 3,000 5,000 6,000 7,000 8,000 9,000 10,000
Houston
New York CityToronto
Seattle
Los AngelesPhiladelphia
Atlanta
Portland
Ecology
Environmental Policy
Water
Environmental Science
Research Sustainability
Environmental Impact Assessment
Environmental AwarenessEnvironmental Compliance
Water Quality
Environmental Consulting
GIS
Ecology and Environmental Science
What do environmental professionals look for in a job?
What schools do recent graduates come from?
Most popular LinkedIn groups
�� University of Waterloo�� Colorado State University�� University of Washington�� Oregon State University�� University of Florida�� North Carolina State
University
�� University of Toronto�� University of Guelph�� The University of British
Columbia�� Duke University
�� Environmental Consulting Professionals�� Sustainability Professionals�� American Society of Civil Engineers (ASCE)�� Green Jobs & Career Network�� Green
Which industries employ environmental professionals?
How can you connect with environmental professionals?
1. Leverage your Employees’ Networks The #1 activity on LinkedIn is viewing other members profiles. You can connect with priority talent whenever they visit an employee’s profile page using Work With Us ads.
2. Engage in Conversation through Status Updates Updates to your followers can be targeted (i.e. by function, by geography) to send relevant, timely updates to your priority talent pools. You can reach beyond your follower base using Sponsored Updates.
3. Tell a Relevant Talent Brand Story Share why your company is unique and use LinkedIn’s talent driver data to better understand what this talent pool cares most about. Premium career pages allow for segment-specific targeting to ensure priority talent sees the content most relevant to them.
4. Measure and Track your Progress Talk to your LinkedIn rep to measure the strength of your Talent Brand with this talent pool and to learn how you stack up against your competition.
Copyright © 2013 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.
Additional Talent Pool Reports: lnkd.in/TalentDemand Learn more about LinkedIn Talent Solutions: talent.linkedin.com
31%
32%
39%
41%
46%
56%
58%
33%
34%
42%
34%
36%
53%
65%
CULTURE THAT FITSMY PERSONALITY
VALUES EMPLOYEECONTRIBUTIONS
JOB SECURITY
ABILITY TO MAKEAN IMPACT
CHALLENGINGWORK
GOOD WORK/LIFE BALANCE
EXCELLENT COMPENSATION& BENEFITS
North America AverageEnvironmental Professionals18%
25%A COMPANY WITH A LONG-TERM STRATEGIC VISION
3.5% 3.7%5.4%
7.2% 7.4% 8.5% 10.7%
53.5%
NO
N-P
RO
FIT
OR
GA
NIZ
ATI
ON
OIL
&EN
ERG
Y
HIG
HER
EDU
CA
TIO
N
REN
EWA
BLE
S &
ENV
IRO
NM
ENT
RES
EAR
CH
GO
VER
NM
ENT
AD
MIN
ISTR
ATI
ON
CIV
ILEN
GIN
EER
ING
ENV
IRO
NM
ENTA
LSE
RV
ICES
50%
20%
10%
5%
2%
1%0%
Talent Pool ReportJava Development
North America2013
By The Numbers
242,280 LinkedIn members
46,630 recent grads have joined the workforce
15% of developers are manager or above
1 in 5 changed jobs in the past 12 months
Developers in SF are 2x more likely to be contacted by a recruiter than developers in Washington D.C.
Overview & Methodology
A world of insights can be gathered from LinkedIn’s 259 million members - the world’s largest professional network. Talent pools are defined by member skillset, based on the skills and keywords on a member profile. Skillsets group similar and related skills that are critical to a certain profession or industry. Within each skillset LinkedIn Recruiter activity and member characteristics are used to determine supply and demand for talent. A higher demand index means that the average professional in a region is interacting with recruiters more frequently than peers in other regions. Data about job consideration comes from our semiannual talent drivers survey of over 100,000 members.
Where should you look for talent?
What skills and keywords should you look for?
HIGH-DEMAND
HIDDEN GEMS
SATURATED
# of LinkedIn Members
Dem
and
Ind
exLe
ss D
eman
dM
ore
Dem
and
SeattleLos Angeles
New York City
Washington D.C. MetroDallas/Ft Worth
7,000 10,000 15,000 20,0003,000 4,000 5,000 30,000
Austin
BostonChicago
Toronto
Atlanta
Denver
San Francisco Bay Area
Software Development
Eclipse
Web Services
XML
Java Enterprise Edition
SQL JavaScriptJava
C++Agile Methodologies
Linux
HTML
Java Development
What do java developers look for in a job?
What schools do recent graduates come from?
Most popular LinkedIn groups
�� Carnegie Mellon University�� San Jose State University�� University of Waterloo�� University of Southern
California�� Northeastern University�� The University of Texas at
Dallas
�� Rochester Institute of Technology
�� University of Washington�� North Carolina State
University�� University of Florida
�� Java Developers�� Cloud Computing�� Java EE Professionals�� Job Openings, Job Leads and Job Connections!�� The Enterprise Architecture Network
Which industries employ java developers?
How can you connect with java developers?
1. Leverage your Employees’ Networks The #1 activity on LinkedIn is viewing other members profiles. You can connect with priority talent whenever they visit an employee’s profile page using Work With Us ads.
2. Engage in Conversation through Status Updates Updates to your followers can be targeted (i.e. by function, by geography) to send relevant, timely updates to your priority talent pools. You can reach beyond your follower base using Sponsored Updates.
3. Tell a Relevant Talent Brand Story Share why your company is unique and use LinkedIn’s talent driver data to better understand what this talent pool cares most about. Premium career pages allow for segment-specific targeting to ensure priority talent sees the content most relevant to them.
4. Measure and Track your Progress Talk to your LinkedIn rep to measure the strength of your Talent Brand with this talent pool and to learn how you stack up against your competition.
Copyright © 2013 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.
Additional Talent Pool Reports: lnkd.in/TalentDemand Learn more about LinkedIn Talent Solutions: talent.linkedin.com
26%
27%
31%
35%
51%
61%
68%
37%
42%
26%
27%
36%
53%
65%
A PLACE I WOULD BEPROUD TO WORK
JOB SECURITY
STRONG CAREERPATH
FLEXIBLE WORKARRANGEMENTS
CHALLENGINGWORK
GOOD WORK/LIFE BALANCE
EXCELLENT COMPENSATION& BENEFITS
North America AverageJava Developers22%
30%A GOOD RELATIONSHIPWITH YOUR SUPERIORS
0.9% 1.1%1.5%
2.4% 3.1% 3.1%
33.6%54.3%
INSU
RA
NC
E
HIG
HER
EDU
CA
TIO
N
DEF
ENSE
&SP
AC
E
FIN
AN
CIA
LSE
RV
ICES
TELE
CO
MM
UN
ICA
TIO
NS
INTE
RN
ET
IT &
SER
VIC
ES
CO
MPU
TER
SOFT
WA
RE
50%
20%
10%
5%
2%
1%0%
Talent Pool ReportNon-Profit, Fundraising, and Grant Making
North America2013
By The Numbers
1.2 MM LinkedIn members
215,530 recent grads have joined the workforce
46% of non-profit professionals are managers or above
1 in 10 changed jobs in the past 12 months
Non-profit professionals in SF are 3x more likely to be contacted by a recruiter than those in Portland
Overview & Methodology
A world of insights can be gathered from LinkedIn’s 259 million members - the world’s largest professional network. Talent pools are defined by member skillset, based on the skills and keywords on a member profile. Skillsets group similar and related skills that are critical to a certain profession or industry. Within each skillset LinkedIn Recruiter activity and member characteristics are used to determine supply and demand for talent. A higher demand index means that the average professional in a region is interacting with recruiters more frequently than peers in other regions. Data about job consideration comes from our semiannual talent drivers survey of over 100,000 members.
Where should you look for talent?
What skills and keywords should you look for?
HIGH-DEMAND
HIDDEN GEMS
SATURATED
# of LinkedIn Members
Dem
and
Ind
exLe
ss D
eman
dM
ore
Dem
and
Seattle
New York City
Washington D.C. MetroLos Angeles
25,000 30,000 40,000 60,000 80,00020,00015,00012,000 100,000
Phoenix Chicago
Boston
Atlanta
Houston
San Francisco Bay Area
San Diego
Dallas/Ft Worth
Philadelphia
Minneapolis-St. Paul
Grant WritingVolunteer Management
Public Speaking Social MediaProgram Development
FundraisingCommunity Outreach
Nonprofits
ResearchPublic RelationsEvent Planning
Non-Profit, Fundraising, and Grant Making
What do non-profit professionals look for in a job?
What schools do recent graduates come from?
Most popular LinkedIn groups
�� The George Washington University
�� University of Washington�� USC�� UC Berkeley�� American University
�� University of Michigan�� University of Minnesota-
Twin Cities�� Boston University�� DePaul University�� Columbia University
�� The Chronicle of Philanthropy�� Social Media Marketing�� Mojalink – Non Profit Network�� Mojalink – Non Profit & Philanthropy Jobs�� Social Media for Non Profit Organizations
Which industries employ non-profit professionals?
How can you connect with non-profit professionals?
1. Leverage your Employees’ Networks The #1 activity on LinkedIn is viewing other members profiles. You can connect with priority talent whenever they visit an employee’s profile page using Work With Us ads.
2. Engage in Conversation through Status Updates Updates to your followers can be targeted (i.e. by function, by geography) to send relevant, timely updates to your priority talent pools. You can reach beyond your follower base using Sponsored Updates.
3. Tell a Relevant Talent Brand Story Share why your company is unique and use LinkedIn’s talent driver data to better understand what this talent pool cares most about. Premium career pages allow for segment-specific targeting to ensure priority talent sees the content most relevant to them.
4. Measure and Track your Progress Talk to your LinkedIn rep to measure the strength of your Talent Brand with this talent pool and to learn how you stack up against your competition.
Copyright © 2013 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.
Additional Talent Pool Reports: lnkd.in/TalentDemand Learn more about LinkedIn Talent Solutions: talent.linkedin.com
22%
33%
39%
42%
51%
52%
57%
26%
42%
33%
37%
53%
34%
65%
STRONG CAREERPATH
JOB SECURITY
CULTURE THAT FITSMY PERSONALITY
A PLACE I WOULD BEPROUD TO WORK
GOOD WORK/LIFE BALANCE
ABILITY TO MAKEAN IMPACT
EXCELLENT COMPENSATION& BENEFITS
North America AverageNon-Profit Professionals21%
25%A COMPANY WITH A LONG-TERM STRATEGIC VISION
5.6% 6.1% 6.6% 7.4% 7.8%13.2% 15.5%
37.8%
REL
IGIO
US
INST
ITU
TIO
NS
PUB
LIC
REL
ATI
ON
S&
CO
MM
UN
ICA
TIO
N
HO
SPIT
AL
&H
EALT
H C
AR
E
GO
VER
NM
ENT
AD
MIN
ISTR
ATI
ON
MA
RK
ETIN
G &
AD
VER
TISI
NG
EDU
CA
TIO
NM
AN
AG
EMEN
T
HIG
HER
EDU
CA
TIO
N
NO
N-P
RO
FIT
OR
GA
NIZ
ATI
ON
50%
20%
10%
5%
2%
1%0%
Talent Pool ReportRenewable and Sustainable Energy
North America2013
By The Numbers
86,600 LinkedIn members
11,780 recent grads have joined the workforce
52% of energy professionals are managers or above
1 in 9 changed jobs in the past 12 months
Energy professionals in Houston are 3x more likely to be contacted by a recruiter than those in Portland
Overview & Methodology
A world of insights can be gathered from LinkedIn’s 259 million members - the world’s largest professional network. Talent pools are defined by member skillset, based on the skills and keywords on a member profile. Skillsets group similar and related skills that are critical to a certain profession or industry. Within each skillset LinkedIn Recruiter activity and member characteristics are used to determine supply and demand for talent. A higher demand index means that the average professional in a region is interacting with recruiters more frequently than peers in other regions. Data about job consideration comes from our semiannual talent drivers survey of over 100,000 members.
Where should you look for talent?
What skills and keywords should you look for?
HIGH-DEMAND
HIDDEN GEMS
SATURATED
# of LinkedIn Members
Dem
and
Ind
exLe
ss D
eman
dM
ore
Dem
and
Houston
New York City
Washington D.C. Metro
Los Angeles
2,000 3,000 4,000 5,000 6,000 8,000 10,0001,5001,000
Orange County, CA
Chicago
Toronto
Atlanta
Phoenix
San Francisco Bay Area
Austin
Portland
Boston
Denver
Solar Energy
Sustainable Energy
EngineeringStrategic Planning
Energy Efficiency
Photovoltaics
Energy Management
Renewable Energy
Energy
Alternative Energy
Project Management
Sustainability
Renewable and Sustainable Energy
What do energy professionals look for in a job?
What schools do recent graduates come from?
Most popular LinkedIn groups
�� Stanford University�� Arizona State University�� UC Berkeley�� University of Toronto�� North Carolina State
University
�� University of Colorado at Boulder
�� Penn State University�� Massachusetts Institute of
Technology�� University of Michigan�� University of Waterloo
�� Linked: Energy (Energy Industry Expertise)�� Solar Energy Professionals — Pv & Thermal�� Energy & Utilities Network�� Advanced Energy Economy: The Business Voice of Advance
Energy�� Solar Energy Network
Which industries employ energy professionals?
How can you connect with energy professionals?
1. Leverage your Employees’ Networks The #1 activity on LinkedIn is viewing other members profiles. You can connect with priority talent whenever they visit an employee’s profile page using Work With Us ads.
2. Engage in Conversation through Status Updates Updates to your followers can be targeted (i.e. by function, by geography) to send relevant, timely updates to your priority talent pools. You can reach beyond your follower base using Sponsored Updates.
3. Tell a Relevant Talent Brand Story Share why your company is unique and use LinkedIn’s talent driver data to better understand what this talent pool cares most about. Premium career pages allow for segment-specific targeting to ensure priority talent sees the content most relevant to them.
4. Measure and Track your Progress Talk to your LinkedIn rep to measure the strength of your Talent Brand with this talent pool and to learn how you stack up against your competition.
Copyright © 2013 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.
Additional Talent Pool Reports: lnkd.in/TalentDemand Learn more about LinkedIn Talent Solutions: talent.linkedin.com
27%
31%
38%
39%
42%
46%
52%
42%
25%
33%
34%
53%
36%
34%
JOB SECURITY
A COMPANY WITH A LONG-TERM STRATEGIC VISION
CULTURE THAT FITSMY PERSONALITY
VALUES EMPLOYEECONTRIBUTIONS
GOOD WORK/LIFE BALANCE
CHALLENGINGWORK
ABILITY TO MAKEAN IMPACT
North America AverageEnergy Professionals19%
27%FLEXIBLE WORKARRANGEMENTS
3.0%5.0% 6.2% 7.5% 8.1% 11.2% 11.4%
47.6%
RES
EAR
CH
ELEC
TRIC
AL
&EL
ECTR
ON
IC M
FGR
MEC
HA
NIC
AL
OR
IND
UST
RIA
LEN
GIN
EER
ING
ENV
IRO
NM
ENTA
LSE
RV
ICES
CO
NST
RU
CTI
ON
OIL
& E
NER
GY
UTI
LITI
ES
REN
EWA
BLE
S &
ENV
IRO
NM
ENT
50%
20%
10%
5%
2%
1%0%
Talent Pool ReportSoftware QA/Testing
North America2013
By The Numbers
46,590 LinkedIn members
5,650 recent grads have joined the workforce
13% of software QA professionals are manager or above
1 in 5 changed jobs in the past 12 months
Software QA professionals in SF are 4x more likely to be contacted by a recruiter than those in Toronto
Overview & Methodology
A world of insights can be gathered from LinkedIn’s 259 million members - the world’s largest professional network. Talent pools are defined by member skillset, based on the skills and keywords on a member profile. Skillsets group similar and related skills that are critical to a certain profession or industry. Within each skillset LinkedIn Recruiter activity and member characteristics are used to determine supply and demand for talent. A higher demand index means that the average professional in a region is interacting with recruiters more frequently than peers in other regions. Data about job consideration comes from our semiannual talent drivers survey of over 100,000 members.
Where should you look for talent?
What skills and keywords should you look for?
HIGH-DEMAND
HIDDEN GEMS
SATURATED
# of LinkedIn Members
Dem
and
Ind
exLe
ss D
eman
dM
ore
Dem
and
Chicago
New York City
Washington D.C. Metro
Austin
800 1,200 2,000 3,000 4,000 5,000 6,000 7,000600
Denver
Toronto
Atlanta San Francisco Bay Area
San Diego
Boston
Seattle
Los Angeles
Dallas/Ft Worth
TroubleshootingSoftware Development
Test AutomationAgile Methodologies
XML
Linux
Test Planning
TestingJIRA
Software Quality Assurance
Quality Assurance
SQL
Software QA/Testing
What do software QA professionals look for in a job?
What schools do recent graduates come from?
Most popular LinkedIn groups
�� San Jose State University�� University of Washington�� University of Waterloo�� Concordia University�� Northeastern University�� Stanford University
�� The University of Texas at Dallas
�� Illinois Institute of Technology
�� University of Southern California
�� Software Testing & Quality Assurance�� Test Automation�� Bug Free: Discussions in Software Testing�� .Net Developers�� QA & Testing Group
Which industries employ software QA professionals?
How can you connect with software QA professionals?
1. Leverage your Employees’ Networks The #1 activity on LinkedIn is viewing other members profiles. You can connect with priority talent whenever they visit an employee’s profile page using Work With Us ads.
2. Engage in Conversation through Status Updates Updates to your followers can be targeted (i.e. by function, by geography) to send relevant, timely updates to your priority talent pools. You can reach beyond your follower base using Sponsored Updates.
3. Tell a Relevant Talent Brand Story Share why your company is unique and use LinkedIn’s talent driver data to better understand what this talent pool cares most about. Premium career pages allow for segment-specific targeting to ensure priority talent sees the content most relevant to them.
4. Measure and Track your Progress Talk to your LinkedIn rep to measure the strength of your Talent Brand with this talent pool and to learn how you stack up against your competition.
Copyright © 2013 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.
Additional Talent Pool Reports: lnkd.in/TalentDemand Learn more about LinkedIn Talent Solutions: talent.linkedin.com
25%
31%
34%
36%
38%
61%
67%
34%
25%
29%
33%
42%
53%
65%
ABILITY TO MAKEAN IMPACT
A COMPANY WITH A LONG-TERM STRATEGIC VISION
A GOOD RELATIONSHIPWITH YOUR COLLEAGUES
CULTURE THAT FITSMY PERSONALITY
JOB SECURITY
GOOD WORK/LIFE BALANCE
EXCELLENT COMPENSATION& BENEFITS
North America AverageSoftware QAProfessionals22%
30%A GOOD RELATIONSHIPWITH YOUR SUPERIORS
2.6% 3.6% 3.7% 4.1%6.5% 6.7%
31.8% 41.1%
INTE
RN
ET
CO
MPU
TER
GA
MES
SEM
ICO
ND
UC
TOR
S
TELE
CO
MM
UN
ICA
TIO
NS
CO
MPU
TER
HA
RD
WA
RE
ELEC
TRIC
AL
&EL
ECTR
ON
IC M
FGR
IT &
SER
VIC
ES
CO
MPU
TER
SOFT
WA
RE
50%
20%
10%
5%
2%
1%0%
Talent Pool ReportSubsea Engineering / Offshore Operations (Oil & Gas)
North America2013
By The Numbers
13,390 LinkedIn members
620 recent grads have joined the workforce
35% of energy professionals are manager or above
1 in 8 changed jobs in the past 12 months
Energy professionals in Houston are 2x more likely to be contacted by a recruiter than those in New Orleans
Overview & Methodology
A world of insights can be gathered from LinkedIn’s 259 million members - the world’s largest professional network. Talent pools are defined by member skillset, based on the skills and keywords on a member profile. Skillsets group similar and related skills that are critical to a certain profession or industry. Within each skillset LinkedIn Recruiter activity and member characteristics are used to determine supply and demand for talent. A higher demand index means that the average professional in a region is interacting with recruiters more frequently than peers in other regions. Data about job consideration comes from our semiannual talent drivers survey of over 100,000 members.
Where should you look for talent?
What skills and keywords should you look for?
HIGH-DEMAND
HIDDEN GEMS
SATURATED
# of LinkedIn Members
Dem
and
Ind
exLe
ss D
eman
dM
ore
Dem
and
New Orleans
Austin
200 500 1,000 2,00010050 5,000
Monroe
Newfoundland & Labrador
Houston
San Antonio
Alexandria
Calgary
Dallas/Ft Worth
Jackson
LafayetteHouma
HattiesburgBaton Rouge
Oil & Gas Industry
Onshore
Inspection
Pipelines
Upstream
Offshore Drilling
Offshore OperationsDrilling Oil/Gas
Gas
PetroleumSubsea Engineering
Subsea Engineering / Offshore Operations (Oil & Gas)
What do energy professionals look for in a job?
What schools do recent graduates come from?
Most popular LinkedIn groups
�� Texas A&M University
�� Memorial University of Newfoundland
�� University of Houston
�� Rice University School of Management
�� University of Texas at Austin
�� Oil and Gas People
�� Offshore Construction
�� International Association of Drilling Contractors
�� Deep Water Subsea Network
�� Oil and Gas Jobs and Recruitment Network
Which industries employ energy professionals?
How can you connect with energy professionals?
1. Leverage your Employees’ Networks The #1 activity on LinkedIn is viewing other members profiles. You can connect with priority talent whenever they visit an employee’s profile page using Work With Us ads.
2. Engage in Conversation through Status Updates Updates to your followers can be targeted (i.e. by function, by geography) to send relevant, timely updates to your priority talent pools. You can reach beyond your follower base using Sponsored Updates.
3. Tell a Relevant Talent Brand Story Share why your company is unique and use LinkedIn’s talent driver data to better understand what this talent pool cares most about. Premium career pages allow for segment-specific targeting to ensure priority talent sees the content most relevant to them.
4. Measure and Track your Progress Talk to your LinkedIn rep to measure the strength of your Talent Brand with this talent pool and to learn how you stack up against your competition.
Copyright © 2013 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.
Additional Talent Pool Reports: lnkd.in/TalentDemand Learn more about LinkedIn Talent Solutions: talent.linkedin.com
26%
29%
35%
35%
38%
47%
68%
34%
37%
29%
25%
30%
36%
65%
ABILITY TO MAKEAN IMPACT
A PLACE I WOULD BEPROUD TO WORK
A GOOD RELATIONSHIPWITH YOUR COLLEAGUES
A COMPANY WITH A LONG-TERM STRATEGIC VISION
A GOOD RELATIONSHIPWITH YOUR SUPERIORS
CHALLENGINGWORK
EXCELLENT COMPENSATION& BENEFITS
North America AverageEnergy Professionals9%
34%VALUES EMPLOYEECONTRIBUTIONS
0.9%1.7%
5.1%
91.1%
MEC
HA
NIC
AL
OR
IND
UST
RIA
LEN
GIN
EER
ING
CO
NST
RU
CTI
ON
MA
RIT
IME
OIL
& E
NER
GY
50%
20%
10%
5%
2%
1%0%