How to Be a Talent Advisor
Good news. At Recruiting Toolbox, we’ve listened to hiring managers at hundreds of companies in 20+ countries, and almost ALL of them want their recruiters to step up and play more of a Talent Advisor role. Bad news – it doesn’t “just happen.” It takes real work and courage. Below are resources to help ensure you’re going beyond an order taker to play a more strategic role around recruiting strategies, process leadership, insights, and education.
Self diagnose: Am I doing the things Talent Advisors do?
First, what does a Talent Advisor do that goes beyond the basics of a Recruiter role? Download this self-diagnostic to see where you have the biggest opportunities.
Reframe Your Thinking
Second, read a few key articles that’ll help you reframe how you think about your role.
- Who is your customer? (Hint: It’s not the Hiring Manager.)
- Stop calling it an intake form. Please. (Words matter, and that first meeting you have with the Hiring Manager sets the tone for the whole relationship.)
Third, watch some recorded presentations to learn how to be a Talent Advisor. A lot of this is focused on strategy and being strategic – but it’s done in a way that’s more realistic for a practitioner like you (versus some high-level consultant’s or academic’s recommendations).
At Recruiting Toolbox, we see recruiters as so much more than req fillers. We’re on a mission to elevate our profession so that we’re all operating as Talent Advisors.
John Vlastelica, our founder, delivered a bunch of #1 rated presentations at conferences like LinkedIn TalentConnect, SourceCon, ERE, Unleash/HR Tech Europe, and RecFest, where he shares very practical best practices that he’s personally leveraged as a corporate recruiting professional plus best practices leveraged by Recruiting Toolbox clients. Warning: These presentations are PG-13 – he swears, sometimes a lot, so if kids are watching, wear headphones!
How to be a
How to Give Hiring Managers
what they Really Want:
Speed and Quality
How to Move From
Note-Taker to Leader in
Seven Critical Conversations
No talent strategy today is complete
without a focus on Diversity.
Here are some of our favorite resources to help you recruit and select top talent from diverse backgrounds.
by Recruiting Toolbox
“I learned I needed to be even more strategic and consultative with my hiring managers, and – most importantly – how to do that. This wasn’t preachy training by some outside “expert”. You can tell he’s been in our shoes, and knows what it takes to help us elevate our roles. I can use the stuff I learned today!”
Sr. Recruiter, Expedia
Ok, enough reading.
How about some audio-only best practices? Check out these podcast episodes that focus on hiring manager engagement and talent advising.
To effectively operate as a Talent Advisor, you have to be able to set and manage expectations, and then push-back when hiring managers are being unrealistic, right? Check out our advice on how to lead some key conversations with hiring managers.
Resources to bring external market insights into your hiring manager conversations:
by Recruiting Toolbox
“Feedback on the workshop was hugely positive. It was a fantastic refresh for some, new skills for others, but each person walked away from the workshop realizing that they can be better tomorrow as a recruiter than they were today because of this training.”
Leading the Interview Process
So much focus in talent acquisition is on sourcing. In fact, ask a hiring manager what the root issues are to their problems, and you’ll hear “more candidates” 75% of the time. But we know that to make great hires, we need to put just as much strategy into our interview process as our sourcing approach. Check out these resources below to get more strategic about the way you build and lead your interview process.
- How to Raise The Bar On Talent: 3 Quality Control Decision-Making Models used by companies like Amazon, Google, Facebook, and Booking, including the pros and cons of Bar Raisers (Recorded Webinar)
Are our Hiring Managers effective?
We’ve trained and led focus groups with thousands of hiring managers all over the world. As part of that work, we’ve seen hiring managers range from passive participants in an interviewing process who are quick to complain to full-on talent champions, leading workaround candidate attraction, interviewing strategy, diversity, selling, and training. What is the makeup of your hiring manager community? How do you make your hiring managers better? Check out The Hiring Manager Maturity Model to evaluate your current mix and identify how to create a culture of recruiting, where everyone operates as an extension of the recruiting team, for your company.
Get curious. Really curious.
Great Talent Advisors are curious. And that curiosity makes them more valuable, more interesting, more insightful, and more aligned to the business needs. John Vlastelica wrote this article for LinkedIn’s Talent Blog, where he makes the case that curiosity may be the most important characteristic of great recruiters, and shares some of the key questions every recruiter should ask to get smarter.
How do we keep getting smarter? Here are suggested blogs and newsletters to read to stay sharp on all things talent and business:
- US-Focused Daily Business Update, The Morning Brew
- Global Technology, Startup, and Industry Updates, CB Insights
Talent Conference recommendations (these conferences tend to focus on the hiring manager relationship more than others):
- ERE Recruiting Conference (Typically has a big focus on hiring manager engagement, strategy, and process leadership.)
Talent Advisor Resource Library
- How to Raise The Bar On Talent: 3 Quality Control Decision-Making Models used by companies like Amazon, Google, Facebook, and Booking, including the pros and cons of Bar Raisers
Looking for more Talent Advisor
Attend a big recruiting conference in the US or Europe, and it’s very possible someone from our team will be presenting there. We’ve delivered keynotes at conferences like Sourcecon, ERE, Recfest, Unleash/HR Tech, Smart Resourcing London, and Talent42, and regularly present breakout sessions at other regional and global events, including LinkedIn TalentConnect. So, if you’re planning to attend, ping us on Twitter to let us know you’ll be there!
If you’re part of a corporate recruiting team with at least 12 recruiters, check out our custom-built Talent Advisor training. It’s been leveraged by hundreds of recruiters at all kinds of companies, including Recruiting Toolbox client companies like Disney, Target, TripAdvisor, Nike, USAA, Hulu, Nestle, Salesforce, Autodesk, Activision, Thoughtworks, Northrop Grumman, Google X, and Atlassian.
If you’re part of a smaller team, or work as a solo recruiter, we have some of our best Talent Advisor training content online, available to purchase through our online training partner. It’s also good for companies with massive scale – companies like Intel, Uber, Oracle, IBM, and hundreds of other companies love our online Talent Advisor content. Contact us to learn more.
And, if you’re thinking – this is GREAT, but let’s say I’m operating as a Talent Advisor – now how do I get my hiring managers to be better at their jobs? We got you. Check out our guide to interviewing, and then check out our custom hiring manager training. 50% of our business is helping companies define their hiring standards/bar, and then building custom hiring manager training workshops, with a focus on sourcing and engagement, interviewing and selection, selling and candidate experience, diversity and inclusion, process leadership and speed, and more. Learn more about why companies like PepsiCo, Starbucks, Booking, Epic Games, Nubank, Dolby, Pokemon, Electronic Arts, Pinterest, and Target engage us – and trust us – to train their hiring managers and interviewers.