2012 US Software Engineers | Talent Pool Reports
 

2012 US Software Engineers | Talent Pool Reports

on

  • 3,047 views

Find in-depth analysis on the supply and demand for software engineers in the US. ...

Find in-depth analysis on the supply and demand for software engineers in the US.

Find more Talent Pool Reports: lnkd.in/TalentDemand
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn

Statistics

Views

Total Views
3,047
Views on SlideShare
3,047
Embed Views
0

Actions

Likes
3
Downloads
116
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Adobe PDF

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    2012 US Software Engineers | Talent Pool Reports 2012 US Software Engineers | Talent Pool Reports Document Transcript

    • Talent InsightsTalent Pool ReportSoftware EngineersTechnical Salespeople September 2012Executive Summary Where should you look for talent?Did you know that a software engineer in the SF Bay • Hidden Gems: These mid-sized markets have relativelyArea is over two times more likely to be contacted by lower demand, meaning hiring is likely to be easiera recruiter than a software engineer in New York orBoston – the second and third largest markets for this • High-Demand: These are the largest markets, wheretalent? LinkedIn data shows that: overall demand is also highest and hiring may be difficult • There are close to 480,000 total software engineers • Saturated: These small to mid-sized markets also have throughout the United States very high demand, meaning hiring is likely to be difficult • The SF Bay Area has the biggest population of talent, but also has 2x greater-than-average demand Region Quadrant • Medium, lower-demand markets like Washington D.C., 100 Dallas, Atlanta, Austin, and Denver are likely to offer SATURATED HIGH-DEMAND San Francisco Bay untapped sources of talent 90 • Big Data, specialty Java development, and web 80 application skills are in high demand 70 • While this pool is driven primarily by good work-life Seattle 60 balance, excellent compensation and benefits, and challenging work, they differ from other talent in that 50 Los Angeles New York City they value the ability to work with high-caliber people Chicago Demand Index Boston 40 Austin Atlanta DenverOverview Orange County, CA San Diego 30 Minneapolis/ Washington D.C.A world of insights can be gathered from LinkedIn’s 175 Portland, OR St. Paul Dallas/Fort Worthmillion members - the world’s largest professional network. Raleigh/Durham, NC Philadelphia Phoenix, AZ“Java”, ”.net”, ”iOS”, and “C++” are some of the mostfrequently searched terms by recruiters, showing that themarket for software engineering talent is one of the hottest 20in the US. LinkedIn recruiter activity and member data canbe used to determine supply and demand for this talent HIDDEN GEMSpool. A higher demand index means that the average 2,000 5,000 10,000 20,000 50,000professional in a region is receiving more contact from Supply (# Professionals)recruiters than peers in other regions.Demand based on recruiter activity on LinkedIn Which skills are in short supply? Large, high-demand Recruiter activity can also highlight which skills are in high regions demand. For software engineers, our data shows that expertise with skills like Hadoop, HTML5, REST and Ruby on Rails is highly sought after on LinkedIn. Professionals DEMAND with these skills are up to 6x more likely to be contacted by Large, low-demand a recruiter. Therefore, expect to spend more time filling regions “Hidden Gems” positions that require these skills. SUPPLY Number of talent pool members in each region
    • What do software engineers consider when evaluating a job?Percentage who believe each attribute is important when considering a job opportunity 51% GOOD WORK-LIFE BALANCE 63% 64%EXCELLENT COMPENSATION & BENEFITS 60% 30% CHALLENGING WORK 38% 22% HIGH CALIBER PEOPLE 32% A COMPANY CULTURE THAT FITS 27% MY PERSONALITY 28% 37% JOB SECURITY 28% 23% FLEXIBLE WORK ARRANGEMENTS 25% 13% SHORT COMMUTE 21% US Average Software EngineersHow 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 software engineeringpositions on LinkedIn 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 11.7M 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.