Talent InsightsTalent Pool ReportHealthcare Providers                                                                     ...
What do healthcare providers consider when evaluating a job? Percentage who believe each attribute is important when consi...
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2012 US Healthcare Providers | Talent Pool Report


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See the supply and demand for healthcare professionals in the US, as well as the top factors that medical and healthcare providers look for in a new job.

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2012 US Healthcare Providers | Talent Pool Report

  1. 1. Talent InsightsTalent Pool ReportHealthcare Providers September 2012Technical SalespeoplePhysicians and NursesExecutive Summary Where should you look for talent?Did you know that demand for healthcare providers is • Hidden Gems: These mid-sized markets have relativelyhighest in Texas and southwestern cities such as Las Vegas lower demand, meaning hiring is likely to be easierand Tucson, though the supply of talent in these areas is • High-Demand: These are the largest markets, whererelatively low? LinkedIn data shows that: overall demand is also highest and hiring may be difficult • There are over 780,000 physicians and nurses • Saturated: These small to mid-sized markets also have throughout the United States very high demand, meaning hiring is likely to be difficult • The New York City area offers the largest pool of talent, while demand is highest in Houston • Medium, lower-demand markets like Los Angeles, Region Quadrant Washington DC, and Detroit are likely to offer 100 SATURATED HIGH-DEMAND untapped sources of talent 90 • Healthcare IT and Oncology skills are in high demand Houston San Antonio among doctors and nurses 80 Dallas/Fort Worth • While this pool is driven primarily by compensation and 70 benefits and job security they differ from other talent Las Vegas, NV in that they value flexible work arrangements and 60 Tucson, AZ Cincinnati Atlanta Phoenix, AZ New York City good relationships with colleagues more so than the Charleston, SC Dayton, OH Cleveland/Akron, OH Demand Index Columbus, OH Philadelphia Hartford, CT average professional 50 Albuquerque, NM Oklahoma City, OK Seattle San Francisco Bay Boston Springfield, MA Austin Orange County, CA Chicago Nashville San Diego Harrisburg, PA St. Louis Los Angeles 40 Richmond, VA Portland, OR Washington D.C. Baltimore, MDOverview Minneapolis/St. Paul DenverA world of insights can be gathered from LinkedIn’s 175million members - the world’s largest professional network. 30 DetroitThe healthcare industry is one of the most searched Miami/Fort Lauderdale Pittsburghindustries on LinkedIn, showing that the market forhealthcare professionals is one of the hottest in the US.LinkedIn recruiter activity and member data can be used 20 HIDDEN GEMSto determine supply and demand within this talent pool. 1,000 2,000 5,000 10,000 20,000 50,000 100,000A higher demand index means that the average professional Supply (# Professionals)in a region is receiving more contact from recruiters thanpeers in other regions. Which skills are in short supply?Demand based on recruiter activity on LinkedIn Recruiter activity can also highlight which skills are in high Large, high-demand demand. For healthcare professionals, our data shows that regions 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 DEMAND likely to be contacted by a recruiter. Therefore, expect to Large, low-demand spend more time filling positions that require these skills. regions “Hidden Gems” SUPPLY Number of talent pool members in each region
  2. 2. What do healthcare providers consider when evaluating a job? Percentage who believe each attribute is important when considering a job opportunity 64%EXCELLENT COMPENSATION & BENEFITS 76% 37% JOB SECURITY 44% 51% GOOD WORK-LIFE BALANCE 42% 23% FLEXIBLE WORK ARRANGEMENTS 34% AN EMPLOYER WHO VALUES 24% EMPLOYEES CONTRIBUTIONS 30% 27% ABILITY TO MAKE AN IMPACT 29% GOOD RELATIONSHIP WITH YOUR 19% COLLEAGUES 28% 30% CHALLENGING WORK 13% US Average Healthcare ProvidersHow 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 onLinkedIn allows our matching algorithms to put those jobs in front of relevant candidates – active or passive. 1. Employees’ Networks Engage with the talent already connected to your employees Over 7.5M LinkedIn members – including your employees – are connected to this talent pool 2. Company Followers Post relevant information about your company and industry Members are nearly 3x more likely to apply for jobs at companies they follow 3. Company/Career Page Give candidates a picture of what it’s like to work for your company Showcase your employment brand with focused, targeted content 4. Targeted Advertising Dynamically deliver your message to members that fit your opportunity - on and off LinkedIn Drive traffic to your career page and jobs, or reach out to passive candidates directlyWant to learn more about how your company is already connected to this talent pool and how you can best leverage theseassets to reach this important talent pool for job opportunities? talent.linkedin.comSurvey Methodology: In July-August 2012, LinkedIn conducted online interviews among 4,897 members who reside in the United States. 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.