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2012 US Financial Services Professionals | Talent Pool Report


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Find in-depth analysis on the supply and demand for financial professionals in the US.

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2012 US Financial Services Professionals | Talent Pool Report

  1. 1. Talent InsightsTalent Pool ReportFinancial Services Professionals September 2012Technical SalespeopleAudit, Accounting, and AnalysisExecutive Summary Where should you look for talent?Did you know that the demand for financial professionals • Hidden Gems: These mid-sized markets have relativelyis the highest in Chicago, and relative to available lower demand, meaning hiring is likely to be easiertalent, Milwaukee and Cincinnati are some of the most“over-fished” markets? LinkedIn data shows that: • High-Demand: These are the largest markets, where • There are over 830,000 total financial services overall demand is also highest and hiring may be difficult professionals with audit, accounting, and analysis • Saturated: These small to mid-sized markets also have skills throughout the United States very high demand, meaning hiring is likely to be difficult • New York has the biggest population of talent, but Chicago has the highest demand of any market • Milwaukee and Cincinnati are most likely to Region Quadrant experience a shortage of talent due to high demand and low supply 100 SATURATED HIGH-DEMAND • Medium, lower-demand markets like Seattle, 90 Chicago San Diego and Orange county are likely to offer Dallas/Fort Worth Philadelphia Houston untapped sources of talent 80 Atlanta New York City • Audit and Compliance (e.g. SEC, SOX, IFRS) skills are Washington D.C. San Francisco Bay in high demand 70 Charlotte, NC Minneapolis/St. Paul • While this pool is driven primarily by compensation and Milwaukee benefits, they differ from other talent in that they value 60 Boston an employer who offers a strong career path and Cincinnati Demand Index Hartford, CT employee development opportunities more so than 50 Miami/Fort Lauderdale Cleveland/Akron, OH the average professional Detroit Los Angeles Phoenix, AZ Denver 40 Orange County, CAOverview Seattle San DiegoA world of insights can be gathered from LinkedIn’s 175million members - the world’s largest professional network. 30Financial Services recruiters are searching heavily for “Audit”and “Accounting”, showing that the market for this talent is HIDDEN GEMSone of the hottest in the US. LinkedIn recruiter activity and 5,000 10,000 20,000 50,000 100,000member data can be used to determine supply and demandfor financial services professionals with Audit, Accounting Supply (# Professionals)and Analysis skills. A higher demand index means that theaverage 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 financial services professionals, our data regions 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 DEMAND more time filling positions that require these skills. Large, low-demand regions “Hidden Gems” SUPPLY Number of talent pool members in each region
  2. 2. What do financial services professionals consider when evaluating a job?Percentage who believe each attribute is important when considering a job opportunity 64%EXCELLENT COMPENSATION & BENEFITS 68% 28% STRONG CAREER PATH 45% 51% GOOD WORK-LIFE BALANCE 42% 30% CHALLENGING WORK 37% A COMPANY CULTURE THAT FITS 27% MY PERSONALITY 31% 37% JOB SECURITY 29% 22% HIGH CALIBER PEOPLE 29% 19% STRONG EMPLOYEE DEVELOPMENT 28% US Average Financial Services ProfessionalsHow 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 financial servicespositions 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 13.1M 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 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.