Post on 13-Aug-2015
LINKEDIN INSIGHTS
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
Healthcare Industry Facts To Know
50 Most Commonly Advertised Job Titles
Healthcare Other
13
37
APRIL 2013
MAY 2013
Job Ads for nursing professionals remain online for an average of6 weeks
LINKEDIN INSIGHTS
of healthcare employers have open positions for which they can’t find qualified talent
23%
Healthcare Industry Facts To Know
1 in 9U.S. jobs will be in the Healthcare sector by
2020
The U.S. hospital industry has a combined annual revenue of
about
$860 Billion
LINKEDIN INSIGHTS
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
Healthcare on LinkedIn Facts To Know
33% Male 67% Female
LINKEDIN INSIGHTS
San Francisco Bay Area
Greater New York City Area
Greater Chicago Area
Greater Los Angeles Area
Greater Boston Area
Top 5 Locations:
340K
365K
324K300K
714K
Over 8.1 Million U.S. Healthcare Industry Members
LINKEDIN INSIGHTS
Healthcare Talent Pools In the USA
Registered Nurse
704,056
248,826Active
Physician/Surgeon
218,055
104,731
Physical Therapist
84,435
40,039Active
31,990
13,893Active
Occupational Therapist
LPN/LVN
69,798
20,413Active
Home Health Aide
29,066
12,152Active
Active
LINKEDIN INSIGHTS
Healthcare Talent Pools In the USA
Speech Pathologist
47,792
20,558Active
EMT/Paramedic
82,418
41,339
Dietician/Nutritionist
60,843
33,795Active
42,257
20,364Active
Medical Records Technician
Medical Director
81,358
53,634Active
Dentist
43,085
19,401Active
Active
LINKEDIN INSIGHTS
Registered Nurse Talent Pool In the USA
704,056
248,826Active
US Only
1,105,899Globally
Registered Nurse MembersTop Locations:
Greater New York AreaGreater Chicago AreaGreater Boston Area
Greater Los Angeles AreaSan Francisco Bay Area
704,056
LINKEDIN INSIGHTS
What Should You Showcase?
Good relationship with your colleagues
Ability to make an impact
A place I would be proud to work
Values employees contributions
Flexible work arrangements
Good work-life balance
Job security
Excellent compensation & benefits
28%
29%
29%
30%
34%
42%
44%
76%
What factors matter most to Healthcare Providers when evaluat-ing a job?
More Importa
nt
LINKEDIN INSIGHTS
How Others Have Seen Success In Healthcare
Educate Advocates Get
Executive Sponsorshi
p
Prove the value of LinkedIn
Create a story that resonates
Gold Full Solution
TBI Data
Media Solutions
Big Initiatives
LINKEDIN INSIGHTS
Successful Talent Direct Examples
Medical Directors• 2,500 InMails
sent• 1,663 InMails
opened• 283 Interested
Candidates• Response rate of
11.3%
Regulatory Affairs in the Pharmaceutical Industry• 2,000 InMails
sent• 1,639 InMails
opened• 511Interested
Candidates• Response rate of
25.6%
General Atomics is Hiring!
SPEAK TO A LINKEDIN RECRUITER LinkedIn is Hiring!Hello Candidate’s Name,
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LINKEDIN INSIGHTS
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
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
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
Healthcare Company Employee Sizes On LinkedIn
Myself Only
1-10 11-50 51-200 201-500
501-1,000
1,001-5,000
5,001-10,000
10,001+
2% 2%4%
6% 6% 6%
27%
14%
33%
1%
4%
9%
12%
9%7%
17%
8%
32%
Healthcare Audience U.S. LinkedIn Average
LINKEDIN INSIGHTS
Physician/Surgeon Talent Pool In The USA
218,055
104,731Active
US Only
874,824Globally
Physician/Surgeon MembersTop Locations:
Greater New York AreaGreater Los Angeles AreaSan Francisco Bay AreaGreater Chicago AreaGreater Boston Area
218,055
LINKEDIN INSIGHTS
Licensed Practical Nurse Talent Pool In The USA
69,798
20,413Active
US Only
72,435Globally
LPN/LVN MembersTop Locations:
Greater New York AreaGreater Los Angeles Area
Dallas/Fort Worth AreaGreater Philadelphia Area
Greater Boston Area
72,435
LINKEDIN INSIGHTS
Occupational Therapist Talent Pool In The USA
31,990
13,893Active
US Only
53,295Globally
OT MembersTop Locations:
Greater New York AreaGreater Boston AreaGreater Chicago Area
San Francisco Bay AreaGreater Los Angeles Area
31,990
LINKEDIN INSIGHTS
Physical Therapist Talent Pool In The USA
84,435
40,039Active
US Only
108,175Globally
PT MembersTop Locations:
Greater New York AreaGreater Chicago AreaGreater Boston Area
San Francisco Bay AreaGreater Los Angeles Area
84,435
LINKEDIN INSIGHTS
Home Health Aide Talent Pool In The USA
29,066
12,152Active
US Only
30,571Globally
Home Health Aide MembersTop Locations:
Greater New York AreaGreater Minneapolis-St. Paul Area
Greater Boston AreaGreater Philadelphia Area
Greater Detroit Area
29,066
LINKEDIN INSIGHTS
Speech Language Pathologist Talent Pool In The USA
47,792
20,558Active
US Only
64,280Globally
SPL MembersTop Locations:
Greater New York AreaGreater Chicago AreaGreater Boston Area
San Francisco Bay AreaDallas/Fort Worth Area
47,792
LINKEDIN INSIGHTS
EMT/Paramedic Talent Pool In The USA
82,418
41,339Active
US Only
102,003Globally
EMT/Paramedic MembersTop Locations:
Greater New York AreaGreater Boston AreaGreater Chicago Area
Greater Los Angeles AreaSan Francisco Bay Area
82,418
LINKEDIN INSIGHTS
Medical Director Talent Pool In The USA
81,358
53,634Active
US Only
128,199Globally
Medical Director MembersTop Locations:
Greater New York AreaSan Francisco Bay Area
Greater Boston AreaGreater Los Angeles Area
Greater Chicago Area
81,358
LINKEDIN INSIGHTS
Medical Records Technician Talent Pool In The USA
42,257
20,364Active
US Only
49,588Globally
Medical Records Tech MembersTop Locations:
Greater Chicago AreaGreater New York Area
Greater Los Angeles AreaGreater Atlanta AreaGreater Seattle Area
42,257
LINKEDIN INSIGHTS
Dietician/Nutritionist Talent Pool In The USA
60,843
33,795Active
US Only
115,153Globally
Dietician/Nutritionist MembersTop Locations:
Greater New York AreaGreater Boston AreaGreater Chicago Area
Greater Los Angeles AreaSan Francisco Bay Area
60,843
LINKEDIN INSIGHTS
Dentist Talent Pool In The USA
43,085
19,401Active
US Only
123,619Globally
Dentist MembersTop Locations:
Greater New York AreaGreater Los Angeles AreaSan Francisco Bay AreaGreater Chicago Area
Washington D.C. Metro Area
43,085
LINKEDIN INSIGHTS
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.
Different Roles
LINKEDIN INSIGHTS
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.
Different Roles
LINKEDIN INSIGHTS
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.
Different Roles
LINKEDIN INSIGHTS
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/diseasesconditionsandhealthtopics/health_insurance_and_managed_care/health_care_reform/index.html