1. Talent Solutions
Talent Pool Report
University Professor / Lecturers
Germany (October 2014)
Talent Pool Overview
27.5K
Professionals in talent pool on LinkedIn
1.7K
Graduates joined talent pool (past 3 years)
54%
Are managers or above
6%
Changed jobs over the past year
(Compared to 6% in Germany 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
Berlin, DE 3.3K High
Cologne, DE 3.1K Moderate
Frankfurt Am Main, DE 2.9K High
Munich, DE 2.4K High
Stuttgart, DE 1.7K High
Hamburg, DE 1.5K Moderate
Nürnberg, DE <1K Low
Mannheim, DE <1K Moderate
Bremen, DE <1K Low
Hannover, DE <1K Moderate
Freiburg, DE <1K Moderate
Bielefeld, DE <1K 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
University Professor / Lecturers
Germany (October 2014)
Top Schools Attended
1. Ludwig-Maximilians Universität München (DE)
2. Freie Universität Berlin (DE)
3. Technische Universität Berlin (DE)
4. Universität Hamburg (DE)
5. RWTH Aachen University (DE)
Top Fields Studied
1. Computer science
2. Economics
3. Business
4. Informatics
5. Physics
What this Talent Pool Wants in a Job
Impact 64%
Challenging work 62%
Culture fit 46%
Flexibility 42%
Excellent compensation 40%
Work/life balance 38%
Colleagues 32%
Long-term vision 30%
% 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