Financial services professionals talent pool report
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Transcript of Financial services professionals talent pool report
Talent Insights
Technical Salespeople
Talent Pool Report
Executive SummaryDid you know that the demand for �nancial professionals is the highest in Chicago, and relative to available talent, Milwaukee and Cincinnati are some of the most “over-�shed” markets? LinkedIn data shows that: • There are over 830,000 total �nancial services professionals with audit, accounting, and analysis skills throughout the United States • New York has the biggest population of talent, but Chicago has the highest demand of any market • Milwaukee and Cincinnati are most likely to experience a shortage of talent due to high demand and low supply • Medium, lower-demand markets like Seattle, San Diego and Orange county are likely to offer untapped sources of talent • Audit and Compliance (e.g. SEC, SOX, IFRS) 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 an employer who offers a strong career path and employee development opportunities 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. Financial Services recruiters are searching heavily for “Audit” and “Accounting”, showing that the market for this talent is one of the hottest in the US. LinkedIn recruiter activity and member data can be used to determine supply and demand for �nancial services professionals with Audit, Accounting and Analysis skills. 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 �nancial services professionals, our data shows that expertise in the areas of SOX, IFRS, SEC Reporting, and US GAAP is highly sought after on LinkedIn. Professionals with these skills are up to 8x 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
San Francisco Bay
New York City Washington D.C.
Chicago
Boston
Dallas/Fort Worth
Los Angeles
Orange County, CA
Miami/Fort LauderdaleDetroit
Milwaukee
CincinnatiHartford, CT
Cleveland/Akron, OH
Phoenix, AZ Denver
Atlanta
Seattle
PhiladelphiaHouston
Minneapolis/St. Paul
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
Financial Services Professionals Audit, Accounting, and Analysis September 2012
50,000 100,0005,000 10,000 20,000
Supply (# Professionals)
Region Quadrant
Dem
and
Ind
ex
30
40
50
60
70
80
90
100
San Diego
Charlotte, NC
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 �nancial services 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 �nancial services 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 13.1M 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
STRONG EMPLOYEE DEVELOPMENT
HIGH CALIBER PEOPLE
JOB SECURITY
A COMPANY CULTURE THAT FITSMY PERSONALITY
CHALLENGING WORK
GOOD WORK-LIFE BALANCE
STRONG CAREER PATH
EXCELLENT COMPENSATION & BENEFITS
Financial Services Professionals US Average
28%
19%
29%
29%
31%
37%
22%
37%
27%
30%
28%
64%
42%
51%
45%
68%
Survey Methodology: In July-August 2012, LinkedIn conducted online interviews among 4,897 members who reside in the United States.