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US Brand Strategy & Management | Talent Pool Reports

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LinkedIn Talent Solutions
LinkedIn Talent Solutions

Better understand the supply and demand for professionals with branding skills across the US. These Talent Pool Reports are based on data from LinkedIn's network of 238 million professionals and the results from a survey of over 100,000 LinkedIn members. See all Talent Pool Reports: http://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

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Talent Pool Report North America 2013 Brand Strategy & Management 61% of branding professionals are managers or above 1 in 8 changed jobs in the past 12 months Branding professionals in SF are 2x more likely to be contacted by a recruiter than those in Minneapolis San Francisco Bay Area New York City Atlanta Seattle Demand Index 24,780 recent grads have joined the workforce HIGH-DEMAND SATURATED Miami/Ft Lauderdale Chicago Dallas/Ft Worth Boston Los Angeles Philadelphia Minneapolis-St. Paul Less Demand 247,600 LinkedIn members Where should you look for talent? More Demand By The Numbers HIDDEN GEMS Toronto 3,000 4,000 5,000 7,000 10,000 15,000 20,000 30,000 # of LinkedIn Members Overview & Methodology A world of insights can be gathered from LinkedIn’s 238 million members - the world’s largest professional network. Talent pools are defined by member skillset, based on the skills and keywords on a member profile. Skillsets group similar and related skills that are critical to a certain profession or industry. Within each skillset LinkedIn Recruiter activity and member characteristics are used to determine supply and demand for talent. A higher demand index means that the average professional in a region is interacting with recruiters more frequently than peers in other regions. Data about job consideration comes from our semiannual talent drivers survey of over 100,000 members. What skills and keywords should you look for? Brand Management Advertising Brand Development Marketing Strategy Marketing Email Marketing Graphic Design Integrated Marketing Social Media Creative Direction Marketing Communications Social Media Marketing 40,000
Brand Strategy & Management What do branding professionals look for in a job? What schools do recent graduates come from? New York University George Brown College 56% Academy of Art University Humber College 53% 56% School of Visual Arts Ryerson University Savannah College of Art and Design Parsons School of Design Fashion Institute of Technology 33% CULTURE THAT FITS MY PERSONALITY GOOD WORK/ LIFE BALANCE 34% 39% ABILITY TO MAKE AN IMPACT 37% 33% A PLACE I WOULD BE PROUD TO WORK 36% 31% CHALLENGING WORK A COMPANY WITH A LONGTERM STRATEGIC VISION Most popular LinkedIn groups 25% 29% 29% 34% 29% VALUES EMPLOYEE CONTRIBUTIONS E-marketing Association Network North America Average Branding Professionals Communication Arts 42% Social Media Marketing AIGA / The Professional Association for Design JOB SECURITY Creative Design Pros Which industries employ branding professionals? 50.4% 50% 20% 12.7% 2% 2.1% 2.8% 3.0% APPAREL AND FASHION 5% RETAIL 10% 4.3% 18.1% 6.6% 1% MARKETING AND ADVERTISING GRAPHIC DESIGN DESIGN CONSUMER GOODS PR AND COMMUNICATIONS INTERNET 0% How can you connect with branding professionals? 1. Leverage your Employees’ Networks The #1 activity on LinkedIn is viewing other members profiles. You can connect with priority talent whenever they visit an employee’s profile page using Work With Us ads. 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 Copyright © 2013 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.

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US Brand Strategy & Management | Talent Pool Reports

  • 1. Talent Pool Report North America 2013 Brand Strategy & Management 61% of branding professionals are managers or above 1 in 8 changed jobs in the past 12 months Branding professionals in SF are 2x more likely to be contacted by a recruiter than those in Minneapolis San Francisco Bay Area New York City Atlanta Seattle Demand Index 24,780 recent grads have joined the workforce HIGH-DEMAND SATURATED Miami/Ft Lauderdale Chicago Dallas/Ft Worth Boston Los Angeles Philadelphia Minneapolis-St. Paul Less Demand 247,600 LinkedIn members Where should you look for talent? More Demand By The Numbers HIDDEN GEMS Toronto 3,000 4,000 5,000 7,000 10,000 15,000 20,000 30,000 # of LinkedIn Members Overview & Methodology A world of insights can be gathered from LinkedIn’s 238 million members - the world’s largest professional network. Talent pools are defined by member skillset, based on the skills and keywords on a member profile. Skillsets group similar and related skills that are critical to a certain profession or industry. Within each skillset LinkedIn Recruiter activity and member characteristics are used to determine supply and demand for talent. A higher demand index means that the average professional in a region is interacting with recruiters more frequently than peers in other regions. Data about job consideration comes from our semiannual talent drivers survey of over 100,000 members. What skills and keywords should you look for? Brand Management Advertising Brand Development Marketing Strategy Marketing Email Marketing Graphic Design Integrated Marketing Social Media Creative Direction Marketing Communications Social Media Marketing 40,000
  • 2. Brand Strategy & Management What do branding professionals look for in a job? What schools do recent graduates come from? New York University George Brown College 56% Academy of Art University Humber College 53% 56% School of Visual Arts Ryerson University Savannah College of Art and Design Parsons School of Design Fashion Institute of Technology 33% CULTURE THAT FITS MY PERSONALITY GOOD WORK/ LIFE BALANCE 34% 39% ABILITY TO MAKE AN IMPACT 37% 33% A PLACE I WOULD BE PROUD TO WORK 36% 31% CHALLENGING WORK A COMPANY WITH A LONGTERM STRATEGIC VISION Most popular LinkedIn groups 25% 29% 29% 34% 29% VALUES EMPLOYEE CONTRIBUTIONS E-marketing Association Network North America Average Branding Professionals Communication Arts 42% Social Media Marketing AIGA / The Professional Association for Design JOB SECURITY Creative Design Pros Which industries employ branding professionals? 50.4% 50% 20% 12.7% 2% 2.1% 2.8% 3.0% APPAREL AND FASHION 5% RETAIL 10% 4.3% 18.1% 6.6% 1% MARKETING AND ADVERTISING GRAPHIC DESIGN DESIGN CONSUMER GOODS PR AND COMMUNICATIONS INTERNET 0% How can you connect with branding professionals? 1. Leverage your Employees’ Networks The #1 activity on LinkedIn is viewing other members profiles. You can connect with priority talent whenever they visit an employee’s profile page using Work With Us ads. 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 Copyright © 2013 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.