Talent Insights

Technical Salespeople

Talent Pool Report

Executive SummaryDid you know that demand for healthcare providers is highest in Texas and southwestern cities such as Las Vegas and Tucson, though the supply of talent in these areas is relatively low? LinkedIn data shows that: • There are over 780,000 physicians and nurses throughout the United States • The New York City area offers the largest pool of talent, while demand is highest in Houston • Medium, lower-demand markets like Los Angeles, Washington DC, and Detroit are likely to offer untapped sources of talent • Healthcare IT and Oncology skills are in high demand among doctors and nurses • While this pool is driven primarily by compensation and bene�ts and job security they differ from other talent in that they value �exible work arrangements and good relationships with colleagues more so than the average professional

OverviewA world of insights can be gathered from LinkedIn’s 175 million members - the world’s largest professional network. The healthcare industry is one of the most searched industries on LinkedIn, showing that the market for healthcare professionals is one of the hottest in the US. LinkedIn recruiter activity and member data can be used to determine supply and demand within 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 healthcare professionals, our data shows that expertise with skills like healthcare IT, oncology, emergency medicine and internal medicine is highly sought after on LinkedIn. Professionals with these skills are up to 6x 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

Healthcare Providers September 2012

1,000 50,000 100,0002,000 5,000 10,000 20,000

Dem

and

Ind

ex

20

30

40

50

60

70

80

90

100

Hartford, CT

Detroit

Miami/Fort Lauderdale

San Francisco Bay

New York City

Washington D.C.

ChicagoBoston

Dallas/Fort Worth

Los Angeles

Orange County, CAAustin

Phoenix, AZ

Minneapolis/St. Paul Denver

Atlanta

Seattle

St. Louis

Philadelphia

Houston

San Diego

Las Vegas, NVTucson, AZ

Dayton, OH

Albuquerque, NM

Spring�eld, MA

Harrisburg, PARichmond, VA

Nashville

Pittsburgh

Oklahoma City, OK

San Antonio

Charleston, SC

Baltimore, MDPortland, OR

Cleveland/Akron, OHColumbus, OH

Cincinnati

Physicians and Nurses

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 healthcare providers 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 healthcare 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 7.5M 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

CHALLENGING WORK

GOOD RELATIONSHIP WITH YOURCOLLEAGUES

ABILITY TO MAKE AN IMPACT

FLEXIBLE WORK ARRANGEMENTS

JOB SECURITY

GOOD WORK-LIFE BALANCE

EXCELLENT COMPENSATION & BENEFITS

Healthcare ProvidersUS Average

13%

30%

28%

29%

30%

34%

19%

27%

24%

23%

64%

42%

51%

37%44%

76%

Survey Methodology: In July-August 2012, LinkedIn conducted online interviews among 4,897 members who reside in the United States.

AN EMPLOYER WHO VALUESEMPLOYEES CONTRIBUTIONS