Many talent acquisition professionals have grown tired of the transactional model of recruiting. With the emergence of AI-powered talent platforms, recruiters go from being an order taker to trusted talent advisor. But how can you show hiring managers you have valuable insights that will help them attract the right talent?
In our recent webinar, “How to Become a Trusted Talent Advisor,” SeekOut’s Enterprise Customer Success Manager Mike Deeb hosted a panel discussion featuring Promethean’s Senior Director of Talent Acquisition Ben Martin, Meta AI’s Senior Technical Sourcer Marc Hamel, and SeekOut’s Director of Talent Acquisition Robyn Thornton.
The group shared actionable advice that will help recruiters become talent advisors.
The difference between talent advisors and recruiters
In the transactional recruiting model, a recruiter gets an open role, sources and screens candidates, and oversees the hiring process. A modern talent advisor provides much more value to the business. They know the headcount plan, pay attention to attrition, understand the external talent market, and are always looking for new candidate pools to tap into.
“A talent advisor is a consultative business partner,” said Robyn. “We inform based on insights, trends, and market data.”
Talent advisors also coach individual hiring managers on how they can fill their roles. They manage expectations and offer advice throughout the hiring process, helping hiring managers connect with top talent and get the most of their time with the candidates they interview.
How to make the shift to talent advisor
Given that talent advisors play a major role in the business, making the shift requires professional growth. The panel recommended engaging with the talent acquisition community, keeping up with trends, and learning new ways to source talent.
As you grow professionally, start to show hiring managers that you’re there to advise them. For example, call your initial meetings with hiring managers “strategy sessions,” instead of “intake meetings,” to set the expectation that you’ll be discussing strategy. Always bring data to these conversations to support the recommendations you make to hiring managers. As Marc said in the webinar, “Data helps you influence without authority.”
The skills and qualities of a talent advisor
Making the transition from recruiter to talent advisor requires expanding your skills so you can add more value. Ben shared three areas to focus on:
- Business acumen – Understand your company’s goals, how it operates, and how it compares to the external marketplace.
- Data-driven – Collect the right data and put it in terms the company cares about and hiring managers understand.
- Relationship building – Build rapport with your hiring managers and show that you have the expertise to be a trusted advisor.
Reinventing yourself professionally can feel overwhelming but staying focused on these three areas is key to becoming a talent advisor.
How to build relationships with hiring managers
Being a talent advisor means giving hiring managers what they need, not necessarily what they’re asking for. For example, if a hiring manager feels like they need to see as many resumes as possible, counter by asking them if they would prefer to see 2-3 qualified, pre-screened candidates who are ready to interview. Using a talent platform to source and engage candidates helps you connect hiring managers with the exact talent they need, as quickly as possible.
Be comfortable in the talent advisor role
After being an order taker for so long, it can be challenging for some people to have the self-confidence to see themself as a talent advisor. Do your best to overcome imposter syndrome and always remind yourself that you have the knowledge, skills, and experience to be the trusted advisor in all-things hiring.
As Robyn said, “Remember that you have the capability to be a talent advisor. You’re the expert in the room.”
Want to learn more about how to go from order take to trusted talent advisor? Check out the on-demand webinar.