2012 Europe Technical Salespeople | Talent Pool Reports
 

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2012 Europe Technical Salespeople | Talent Pool Reports

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The market for corporate technology sales professionals is one of the hottest in Europe. Effectively engage with the right talent by downloading this report. ...

The market for corporate technology sales professionals is one of the hottest in Europe. Effectively engage with the right talent by downloading this report.

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2012 Europe Technical Salespeople | Talent Pool Reports Document Transcript

  • 1. Talent InsightsTalent Pool ReportTechnical Salespeople - EuropeTechnical Salespeople September 2012Executive Summary Where should you look for talent?Did you know that a technical salesperson living in London • Hidden Gems: These mid-sized markets have relativelyis more than twice as likely to be contacted by a recruiter lower demand, meaning hiring is likely to be easieras a technical salesperson living in Paris or Amsterdam? • High-Demand: These are the largest markets, whereLinkedIn data shows that: overall demand is also highest and hiring may be difficult • There are over 250,000 technical salespeople • Saturated: These small to mid-sized markets also have throughout Europe very high demand, meaning hiring is likely to be difficult • London has the largest population of salespeople, but also the highest demand compared to other markets Region Quadrant • Medium, lower-demand markets like Sweden, 100 Madrid, and Milan are likely to offer untapped 90 SATURATED Reading HIGH-DEMAND London sources of talent 80 Guildford • Skills in consultative sales, salesforce.com, and 70 Munich SaaS are most in-demand 60 United Kingdom, • While this pool is driven primarily by excellent 50 Frankfurt Other compensation and benefits, and good work- 40 Ireland Paris life balance they differ from other talent in that Brussels Amsterdam Czech Republic Russia they value organizations with a long-term Demand Index 30 Berlin Cologne Antwerp Netherlands, Other Zürich strategic vision more so than other professionals Stuttgart Area, Germany France, Other Sweden Austria Copenhagen 20 Madrid Oslo Area, Norway Warsaw BarcelonaOverview Turkey FinlandA world of insights can be gathered from LinkedIn’s Italy175 million members - the world’s largest professional 10 Israelnetwork. Technology-sector recruiters are searching heavilyfor the terms “Sales” and “Account Management”, showingthat the market for technical sales talent is one of the hottest Romania HIDDEN GEMSin Europe. LinkedIn recruiter activity and member data canbe used to determine supply and demand for technical 1,000 1,500 2,000 3,000 4,000 5,000 7,000 10,000 15,000salespeople. A higher demand index means that the Supply (# Professionals)average professional in a region is receiving more contactfrom recruiters than peers 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 technical salespeople, our data shows that regions professionals with skills like consultative selling, channel management, Salesforce.com, and SaaS are highly sought after on LinkedIn. Therefore, expect to spend more time DEMAND filling positions that require these skills. Large, low-demand regions “Hidden Gems” SUPPLY Number of talent pool members in each region
  • 2. What do technical salespeople consider when evaluating a job?Percentage who believe each attribute is important when considering a job opportunity 47% EXCELLENT COMPENSATION & BENEFITS 57% 52% GOOD WORK/LIFE BALANCE 44% 47% CHALLENGING WORK 37% A COMPANY WITH A 22% LONG-TERM STRATEGIC VISION 35% 30% CULTURE THAT FITS MY PERSONALITY 30% 25% ABILITY TO MAKE AN IMPACT 30% 26% A PLACE I WOULD BE PROUD TO WORK 28% GOOD RELATIONSHIP WITH 34% YOUR COLLEAGUES 25% Average Technical SalespeopleHow 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 technical sales positionson 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 9.1M 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 October 2012, LinkedIn conducted online interviews among 7,368 members who reside in Belgium, Denmark, Finland, France,Germany, Ireland, Italy, Luxembourg, the Netherlands, Norway, Portugal, Spain, Sweden, Switzerland, and the UK. 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.