1. Healthcare Audience
Q1 2013

2. Agenda
 Better understand the healthcare industry
 LinkedIn Healthcare information
 How others have seen success in healthcare
 The goal for today:
– „Healthcare‟ is such a vast subject we cannot cover everything
– at the very least you should walk away with knowledge of the
industry, the ability to plug in LinkedIn and its assets related to
healthcare, and provide a lively discussion to share ideas and
best practices
LINKEDIN INSIGHTS

3. The Healthcare Industry

4. Healthcare Industry Facts To Know
50 Most Commonly
Advertised Job Titles
Healthcare
Other
13
37
Job Ads for nursing professionals
remain online for an average of 6 weeks
LINKEDIN INSIGHTS

5. Healthcare Industry Facts To Know
23% of healthcare employers have open positions
for which they can’t find qualified talent
The U.S. hospital industry has a
combined annual revenue of about
1 in 9
U.S. jobs will be in the
Healthcare sector by 2020
$860 Billion
LINKEDIN INSIGHTS

6. What LinkedIn Can Address
LINKEDIN INSIGHTS

7. The Healthcare Industry On LinkedIn

8. LinkedIn Has Incomparable Healthcare Data
LINKEDIN INSIGHTS

9. Healthcare on LinkedIn Facts To Know
 1 in 10 LinkedIn Member in North America is in the Healthcare
Industry
 Healthcare Providers are in the top 6 function on LinkedIn
 15.9 Million LinkedIn Members in the Healthcare Industry
• 40% are active*
 8.1 Million LinkedIn Members in the Healthcare Industry in the US
• 42% are active*
 23K companies represented on LinkedIn
33% Male 67% Female
LINKEDIN INSIGHTS

10. Over 8.1 Million U.S. Healthcare Industry Members
Top 5 Locations:
Greater New York
City Area
Greater
Los Angeles Area
San Francisco
Bay Area
324K
340K 300K
714K Greater Boston
365K Area
Greater Chicago
Area
LINKEDIN INSIGHTS

11. Healthcare Usage Insights
LINKEDIN INSIGHTS

12. Current LinkedIn Clients
LINKEDIN INSIGHTS

13. Healthcare Talent Pools In the USA
Registered Nurse Physician/Surgeon LPN/LVN
704,056 218,055 69,798
248,826 104,731 20,413
Active Active Active
Occupational Therapist Physical Therapist Home Health Aide
31,990 84,435 29,066
13,893 40,039 12,152
Active Active Active
LINKEDIN INSIGHTS

14. Healthcare Talent Pools In the USA
Speech Pathologist EMT/Paramedic Medical Director
47,792 82,418 81,358
20,558 41,339 53,634
Active Active Active
Medical Records
Technician Dietician/Nutritionist Dentist
42,257 60,843 43,085
20,364 33,795 19,401
Active Active Active
LINKEDIN INSIGHTS

15. Registered Nurse Talent Pool In the USA
1,105,899
Globally
704,056
US Only
704,056
Registered Nurse Members
Top Locations:
248,826 Greater New York Area
Active
Greater Chicago Area
Greater Boston Area
Greater Los Angeles Area
San Francisco Bay Area
LINKEDIN INSIGHTS

16. What Should You Showcase?
What factors matter most to Healthcare Providers when evaluating a job?
Excellent compensation & benefits 76%
Job security 44%
Good work-life balance 42%
Flexible work arrangements 34%
More
Values employees contributions 30%
Important
A place I would be proud to work 29%
Ability to make an impact 29%
Good relationship with your colleagues 28%
LINKEDIN INSIGHTS

17. Healthcare Guide for Success

18. How Others Have Seen Success In Healthcare
Educate
Advocates
Get Executive
Big Initiatives
Sponsorship
Prove the value
Media Solutions
of LinkedIn
Create a story
TBI Data
that resonates
Gold Full
Solution
LINKEDIN INSIGHTS

19. Successful Talent Direct Examples
 Medical Directors
General Atomics is Hiring! • 2,500 InMails sent
• 1,663 InMails
SPEAK TO A LINKEDIN RECRUITER
LinkedIn is Hiring! opened
Hello Candidate‟s Name, • 283 Interested
LinkedIn is growing and hiring top talent in the IT industry. Our business is thriving
and we are excited to bring on some of the best in the business to join our team.
Candidates
We realize that in order to sustain our growth we need to invest in hiring the best
people to our organization. • Response rate of
Would you be interested in discussing how you could join a fast-growing 11.3%
company, play an essential part in helping drive this radical shift, and giving your
career a tremendous boost in the process?
We are looking for a Java Developer who loves winning, innovating, and having a
lasting impact on the world. Now is a great time to join our company to have a  Regulatory Affairs in
hand in shaping how we do business!
Want to learn more or know someone else who may be interested? Click on the
the Pharmaceutical
button below and we‟ll be in touch!
Industry
• 2,000 InMails sent
• 1,639 InMails
opened
• 511Interested
Candidates
• Response rate of
25.6%
LINKEDIN INSIGHTS

20. Ways to Up Level Your Convos & Engage C-Levels
 Fundraising
– LinkedIn provides a platform to network with the next fundraiser
– Leverage LinkedIn to let people know how to contribute
 Research
– Engage your next potential hire with the exciting projects that you are working on
– Leverage LinkedIn to share your research to the masses
 Attracting patients and followers
– Professionals are also potential patients
– Tell your story to candidates as well as consumers
 Physicians peer-to-peer sharing best practices
– Create and manage a group to be an industry thought leader
– Become an industry Influencer
 Physicians professional profile of record
– Patient recommendations
– Brand Ambassadors for the organization
LINKEDIN INSIGHTS

21. Appendix

22. Objections & Rebuttals
 “There are not a lot of healthcare people on LinkedIn”
• There are just under 16 million healthcare professionals on LinkedIn – 8.1 million are
just in the US
• There are over 700K registered nurses in the US on LinkedIn
 “Healthcare people less likely to respond to InMails and there are low
response rates”
• There are several different thinks to consider when determining that InMails to
healthcare professionals are unsuccessful for you – your messaging, your
audience, and your employer brand – let‟s talk about the importance of these
things and how we can improve your response rates
• We have many healthcare clients who use mass InMail campaigns to target hard
to fill healthcare positions with great success – let‟s look into the options you have
for your needs
 “We don‟t have time to source”
• There are several resources we have that can complement your recruiting efforts
without adding more work for your recruiting team
 “We rely heavily on referrals”
• Let‟s take your referrals to the next level by leveraging your current employee‟s
network
LINKEDIN INSIGHTS

23. Occupations include …
LINKEDIN INSIGHTS

24. How LinkedIn Can Plug In
 The retirement of the baby boomer generation and the lack of new talent
– Planning for the future with pipelining
– Hiring in recent grads to train with experienced staff
 The shortage of skilled health IT professionals
– IT professionals one of LinkedIn‟s top functions
– Help tell the story of why someone in IT should work in a hospital with LCP Gold
 An impending trend of significant turnover
– Know your employer brand compared to other employment options for candidates
– Proactive targeted campaigns for high turnover roles
 The undertrained millennial generation
– Insights for Members are available, but you can be the industry thought leader
– Push out status updates with industry information that engages this audience
 The changing future of healthcare leadership
– Learn about what is happening in the industry, healthcare reform, etc. on LinkedIn
– Be prepared for any changes with access to a large and engaged audience
 The rise of more open communication and collaboration
– LinkedIn is in the social media space and on mobile – complementing this initiative
– Thought leadership opportunities via Influencers, status updates, groups, etc.
 The impact of company culture on recruitment and retainment
– Push out what your company culture is like with LCP
– Knowing your Talent Brand Index and monitoring its changes
 The younger generation‟s desire to have a broader say in the business
– Utilize Brand Ambassadors to your advantage on LinkedIn
– Cultivate this activity by engaging your Followers through status updates
LINKEDIN INSIGHTS

25. Healthcare Company Employee Sizes On LinkedIn
Healthcare Audience U.S. LinkedIn Average
33%
32%
27%
17%
14%
12%
9% 9% 8%
6% 6% 6% 7%
4% 4%
2% 1% 2%
LINKEDIN INSIGHTS

26. Physician/Surgeon Talent Pool In The USA
874,824
Globally
218,055
US Only
218,055
Physician/Surgeon Members
Top Locations:
104,731
Greater New York Area
Active
Greater Los Angeles Area
San Francisco Bay Area
Greater Chicago Area
Greater Boston Area
LINKEDIN INSIGHTS

27. Licensed Practical Nurse Talent Pool In The USA
72,435
Globally
69,798
US Only
72,435
LPN/LVN Members
Top Locations:
20,413
Greater New York Area
Active
Greater Los Angeles Area
Dallas/Fort Worth Area
Greater Philadelphia Area
Greater Boston Area
LINKEDIN INSIGHTS

28. Occupational Therapist Talent Pool In The USA
53,295
Globally
31,990
US Only
31,990
OT Members
Top Locations:
13,893
Greater New York Area
Active
Greater Boston Area
Greater Chicago Area
San Francisco Bay Area
Greater Los Angeles Area
LINKEDIN INSIGHTS

29. Physical Therapist Talent Pool In The USA
108,175
Globally
84,435
US Only
84,435
PT Members
Top Locations:
40,039
Greater New York Area
Active
Greater Chicago Area
Greater Boston Area
San Francisco Bay Area
Greater Los Angeles Area
LINKEDIN INSIGHTS

30. Home Health Aide Talent Pool In The USA
30,571
Globally
29,066
US Only
29,066
Home Health Aide Members
Top Locations:
12,152
Greater New York Area
Active
Greater Minneapolis-St. Paul Area
Greater Boston Area
Greater Philadelphia Area
Greater Detroit Area
LINKEDIN INSIGHTS

31. Speech Language Pathologist Talent Pool In The USA
64,280
Globally
47,792
US Only
47,792
SPL Members
Top Locations:
20,558
Greater New York Area
Active
Greater Chicago Area
Greater Boston Area
San Francisco Bay Area
Dallas/Fort Worth Area
LINKEDIN INSIGHTS

32. EMT/Paramedic Talent Pool In The USA
102,003
Globally
82,418
US Only
82,418
EMT/Paramedic Members
Top Locations:
41,339
Greater New York Area
Active
Greater Boston Area
Greater Chicago Area
Greater Los Angeles Area
San Francisco Bay Area
LINKEDIN INSIGHTS

33. Medical Director Talent Pool In The USA
128,199
Globally
81,358
US Only
81,358
Medical Director Members
Top Locations:
53,634
Greater New York Area
Active
San Francisco Bay Area
Greater Boston Area
Greater Los Angeles Area
Greater Chicago Area
LINKEDIN INSIGHTS

34. Medical Records Technician Talent Pool In The USA
49,588
Globally
42,257
US Only
42,257
Medical Records Tech Members
Top Locations:
20,364
Greater Chicago Area
Active
Greater New York Area
Greater Los Angeles Area
Greater Atlanta Area
Greater Seattle Area
LINKEDIN INSIGHTS

35. Dietician/Nutritionist Talent Pool In The USA
115,153
Globally
60,843
US Only
60,843
Dietician/Nutritionist Members
Top Locations:
33,795
Greater New York Area
Active
Greater Boston Area
Greater Chicago Area
Greater Los Angeles Area
San Francisco Bay Area
LINKEDIN INSIGHTS

36. Dentist Talent Pool In The USA
123,619
Globally
43,085
US Only
43,085
Dentist Members
Top Locations:
19,401
Greater New York Area
Active
Greater Los Angeles Area
San Francisco Bay Area
Greater Chicago Area
Washington D.C. Metro Area
LINKEDIN INSIGHTS

37. Current LinkedIn Client: Hospital
LINKEDIN INSIGHTS

38. Current LinkedIn Client: Cancer Center
LINKEDIN INSIGHTS

39. Current LinkedIn Client: Pharmaceutical
LINKEDIN INSIGHTS

40. Current LinkedIn Client: Biotechnology
LINKEDIN INSIGHTS

41. Current LinkedIn Client: Medical Devices
LINKEDIN INSIGHTS

42. Different Roles
 President and Chief Executive Officer
– Responsible for establishing and achieving the hospital's short- and long-term objectives and for the
overall viability of the hospital. Develops policies and procedures and provides guidance with the
implementation. This is the top executive in a freestanding (independent) hospital. Reports to the
Board or to the health system senior management.
 Chief Operating Officer
– Responsible for managing the overall hospital operations in accordance with plans and budgets.
Coordinates efforts of the executives to ensure the hospital's goals and objectives are achieved.
This is the second-highest executive-level position in a freestanding (independent) hospital. Reports
to the hospital's President/Chief Executive Officer, health systems senior management, or the
Board.
 Chief Medical Officer
– Responsible for planning, coordinating, and overseeing the medical affairs of a hospital. Establishes
and implements standards and policies to align medical staff goals with those of the hospital.
Ensures medical staff comply with all legal and regulatory requirements. Typically reports to the
freestanding hospital's President/Chief Executive Officer. This position requires an M.D.
 Chief Financial Officer
– Responsible for planning, organizing, and directing all functions related to financial
management, budgeting, accounting, reimbursement, etc. of the hospital. Establishes and
implements policies and procedures related to accounting practices. May have responsibility for
information systems. Typically reports to the hospital's President/Chief Executive Officer or Chief
Operating Officer.
 Chief Information Officer
– Responsible for all information systems, including mainframe and network operations, system
development and operations, and applications development and programming. Establishes and
implements policies, procedures, and standards for all information systems activities. May also
oversee telecommunications. Typically reports to the President/Chief Executive Officer or Chief
Operating Officer.
LINKEDIN INSIGHTS

43. Different Roles
 Patient Care Services Executive
– Responsible for organizing, planning, directing, and evaluating all nursing functions and patient
care services (e.g., social services, emergency medicine, and respiratory care services) for the
hospital. Recommends and implements policies and procedures to improve efficiency and delivery
of quality patient care. Typically reports to the President/Chief Executive Officer or Chief Operating
Officer.
 Nursing Services Executive
– Responsible for organizing, planning, directing, and evaluating the nursing services for the hospital.
Recommends and implements policies and procedures to improve efficiency and delivery of
quality nursing services. This position is responsible for nursing functions only. Typically reports to the
President/Chief Executive Officer or Chief Operating Officer.
 Managed Care Executive
– Responsible for planning, evaluating, and implementing various managed care programs
(e.g., HMOs, PPOs, long-term care) for the hospital. Establishes quality and financial performance
standards for managed care contracts and products and monitors their performance. Negotiates
contracts with managed care companies and health plans. Typically reports to the President/Chief
Executive Officer or Chief Financial Officer.
 Human Resources Executive
– Responsible for developing and implementing all human resource policies and programs for the
hospital. Ensures all human resource programs (e.g., employment, compensation and
benefits, employee/labor relations, education and training, employee health and safety, etc.)
support, and are aligned with, the hospital's human resource strategies. Typically reports to the
President/Chief Executive Officer, Chief Operating Officer, or Chief Administrative Officer.
 Professional Services Executive
– Responsible for organizing, planning, directing, and evaluating three or more of the hospital's
professional functions (e.g., diagnostic imaging, laboratory services, rehabilitation, pharmacy
services, etc.). Typically reports to the President/Chief Executive Officer or Chief Operating Officer.
LINKEDIN INSIGHTS

44. Different Roles
 Support Services Executive
– Responsible for planning, directing, and coordinating three or more of the hospital's support
functions (e.g., housekeeping, maintenance, dietary services, security, etc.). Typically reports to
the President/Chief Executive Officer or Chief Operating Officer.
 Ambulatory Services Executive
– Responsible for planning, directing, and managing the non-emergency care services, including
outpatient clinics, outpatient surgery, and urgent care centers for the hospital. Typically reports to
the President/Chief Executive Officer or Chief Operating Officer.
 Facilities Executive
– Responsible for planning, developing, and overseeing the long-term objectives, policies, and
procedures for all departments and functions relating to maintenance, equipment, grounds, and
building operations for the hospital. Typically reports to the Chief Operating Officer or Chief
Financial Officer.
 Legal Services Executive
– Responsible for planning and coordinating all legal activities of the hospital. Directs in-house
counsel and coordinates activities of outside counsel. Ensures organizational activities meet legal
and regulatory requirements. Typically reports to the President/Chief Executive Officer.
 Marketing Executive
– Responsible for developing, directing, and executing a comprehensive, hospital-wide marketing
strategy. This includes marketing new and existing programs and services, conducting market
research, and advertising via various media. Typically reports to the President/Chief Executive
Officer or Chief Operating Officer.
LINKEDIN INSIGHTS

45. Other Resources
 Great article about why hospitals should care about
company culture
– http://www.inc.com/paul-spiegelman/why-you-should-care-
about-the-culture-in-a-hospital.html
 Overview on hottest healthcare jobs in 2013
– http://www.businessinsider.com/great-jobs-in-healthcare-2013-2
– http://money.usnews.com/careers/best-jobs/rankings/best-
healthcare-jobs
 Healthcare Reform Updates
– http://topics.nytimes.com/top/news/health/diseasesconditions
andhealthtopics/health_insurance_and_managed_care/health
_care_reform/index.html
LINKEDIN INSIGHTS