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1. Talent Insights
Talent Pool Report
Financial Services Professionals
September 2012
Technical Salespeople
Audit, Accounting, and Analysis
Executive Summary Where should you look for talent?
Did you know that the demand for financial professionals • Hidden Gems: These mid-sized markets have relatively
is the highest in Chicago, and relative to available lower demand, meaning hiring is likely to be easier
talent, 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, CA
Overview Seattle
San Diego
A world of insights can be gathered from LinkedIn’s 175
million members - the world’s largest professional network. 30
Financial Services recruiters are searching heavily for “Audit”
and “Accounting”, showing that the market for this talent is HIDDEN GEMS
one of the hottest in the US. LinkedIn recruiter activity and
5,000 10,000 20,000 50,000 100,000
member data can be used to determine supply and demand
for financial services professionals with Audit, Accounting Supply (# Professionals)
and Analysis skills. A higher demand index means that the
average professional in a region is receiving more contact
from 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. 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 Professionals
How 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 services
positions 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 directly
Want to learn more about how your company is already connected to this talent pool and how you can best leverage these
assets to reach this important talent pool for job opportunities? talent.linkedin.com
Survey Methodology: In July-August 2012, LinkedIn conducted online interviews among 4,897 members who reside in the United States.
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