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What You Need To Be a Talent Advisor

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As a recruiter or recruiting leader, how can you do good work and progress in your professional development?

Making the shift to a talent advisor mindset requires not just the skills you’ve honed over your career. You need two tools that, when partnered with your experience, will make you indispensable.

What is a Talent Advisor?

While the term “talent advisor” has been around for a while, the massive shift in the world thanks to all that 2020 entailed has brought the need for this role into the spotlight. Recruiting Toolbox defines a Talent Advisor best.

“Talent Advisor (noun): A strategic recruiting professional who delivers value beyond filling jobs.  At their core, talent advisors are strategic influencers who see the company as their customer, the hiring manager as their partner, and speed, quality, and diversity as their measures of success.”

Recruiting Toolbox

Taking on the role of a Talent Advisor means doing more than filling pipelines. The word “strategic” in that definition is key. The goal of a Talent Advisor is to be a partner in the strategic decision-making in a team’s recruiting operations. 

Taking on this Talent Advisor role allows you to play a role in guiding the industry as a whole through strategic interactions with hiring managers and partners. So how do you make this transition happen?

What You Need To Be a Talent Advisor

You’ve likely got years of recruiting experience supporting you. You just need a bit more to make the transition to talent advisor – clean and structured data and talent intelligence.

The Power of Structured Data

We talked recently about the dangers of duplicate data, but let’s dive even deeper. While you move into an advisory role, you need accurate data to support any claims or initiatives you spearhead.

Let’s say you have a hiring manager who wants to hire 10 female forklift drivers in Omaha. By utilizing your structured candidate data, you see only 7 female forklift drivers with the required qualifications. With that data in mind, you can go back to the hiring manager with those numbers and some suggestions for how the requisition could be updated to reflect the availability of candidates. Maybe you can work together to adjust the must-have requirements, or you can expand your geographical area to increase the candidate pool. 

The right tools can also help you to contextualize your internal data to the industry as a whole.

Ultimately, caring for the data you and your team have worked exceptionally hard to collect allows you to leverage your skills alongside that data to support your transformation.

The Role of Talent Intelligence

Having the data on your talent is just the first step in this transition! You need to collate and contextualize that information, and that is where talent intelligence comes in. Talent intelligence gives you the power to take those numbers and contextualize them into strategies, goals, and processes. It makes that data actionable. 

Our recent whitepaper, From Liability to Asset: Optimize Your ATS and CRM for 2021, outlines how to optimize legacy recruiting software to bring talent intelligence to your hard-won data.

As we move into a world of internal mobility and reskilling talent intelligence’s importance will continue to grow.

With structured data, talent intelligence, and your recruiting skills, there is nothing that will stand in your way of becoming an exceptional Talent Advisor and changing the way recruiting is done for the better!