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. 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

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. 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