2012 us healthcare providers | talent pool report
TRANSCRIPT
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
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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