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US Retail Salespeople | Talent Pool Reports 2014

See the supply and demand for data analysts across the US. Talent Pool Insights are gathered from LinkedIn's 313M+ members worldwide. We define talent pool audiences based on the skills and occupations listed on member profiles.

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US Retail Salespeople | Talent Pool Reports 2014

  1. 1. Talent Solutions Talent Pool Report Retail Salespeople United States (October 2014) Talent Pool Overview 1.0M Professionals in talent pool on LinkedIn 123.8K Graduates joined talent pool (past 3 years) 27% Are managers or above 10% Changed jobs over the past year (Compared to 7% in the United States overall) Methodology Talent Pool insights are gathered from LinkedIn's 313M+ members worldwide. We define talent pool audiences based on the skills and occupations listed on member profiles. Competition for talent is defined by the frequency with which members are contacted by professional recruiters on LinkedIn. Higher competition for talent indicates that the average professional in a region is interacting with recruiters more frequently than their peers in other regions. You can use these insights to find untapped pools of talent by focusing on regions with a high volume of professionals and low competition. Talent Supply & Demand by Region Metro Area # of Professionals Competition for talent New York City, NY 82.8K High Los Angeles, CA 42.4K Low Chicago, IL 38.5K Moderate San Francisco Bay Area, CA 29.7K High Boston, MA 26.9K High Atlanta, GA 26.6K Low Dallas/Fort Worth, TX 26.2K Moderate Philadelphia, PA 25.9K Low Washington D.C. 22.0K High Houston, TX 19.2K Moderate Detroit, MI 18.3K Low Miami/Fort Lauderdale, FL 17.8K Low *Size of bubble indicates the total # of LI professionals in region. Color indicates competition level for talent. Green: Low competition, Grey: Moderate competition, Red: High competition
  2. 2. Talent Pool Report Retail Salespeople United States (October 2014) Top Schools Attended 1. University of Phoenix 2. Penn State University 3. Arizona State University 4. The Ohio State University 5. Michigan State University Top Fields Studied 1. Business 2. Marketing 3. General 4. Psychology 5. Education What this Talent Pool Wants in a Job Excellent compensation 61% Work/life balance 57% Culture fit 40% Job security 39% Pride in company 39% Career path 38% Contributions valued 35% Impact 35% % indicates how important the attribute is to professionals in this talent pool Source: 2014 survey of 330K+ total LinkedIn members, in which respondents were asked to identify the 5 most important attributes when considering a job opportunity. At least 50 members in this talent pool took the survey. How can you connect with this talent pool? 1. Leverage Your Employees' Networks The #1 activity on LinkedIn is viewing other members' profiles. You can use LinkedIn's Work With Us ads to connect with priority talent whenever they visit your employees' profile pages. 2. Engage in Conversation through Status Updates Updates to your followers can be targeted (i.e. by function, by geography) to send relevant, timely updates to your priority talent pools. You can reach beyond your follower base using Sponsored Updates. 3. Tell a Relevant Talent Brand Story Share why your company is unique and use LinkedIn's talent driver data to better understand what this talent pool cares most about. Premium career pages allow for segment-specific targeting to ensure priority talent sees the content most relevant to them. 4. Measure and Track Your Progress Talk to your LinkedIn rep to measure the strength of your Talent Brand with this talent pool and to learn how you stack up against your competition. Additional Talent Pool Reports: lnkd.in/TalentDemand Learn more about LinkedIn Talent Solutions: talent.linkedin.com

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