[This blog post first appeared on the LinkedIn Talent Blog in February 2021]
I’ve written a lot about what it means to be a talent advisor, how recruiters can turn their role into one that’s more strategic, and which methods are best to engage and influence hiring managers so that they’re better at their jobs. And through my consulting firm, Recruiting Toolbox, I’ve trained countless recruiters all over the world.
But now I’d like to touch on the signals that tell you, “Yes, now you’re operating as a true talent advisor.” Here are some examples of those signals, pulled from my real-world discussions with hundreds of hiring managers and talent acquisition leaders who regularly give feedback about corporate recruiter performance.
These are just five examples, but I’m sure you’ve seen even more. What are other signals you’ve seen that indicate that you’re operating as a talent advisor? Please share with me on LinkedIn or Twitter.
If you’ve read this, and want some suggestions on how to become a stronger talent advisor, check out TalentAdvisor.com for a bunch of podcasts, articles, and free training-quality videos, including the No. 1–rated LinkedIn Talent Connect session I delivered on how to be more strategic without buying stuff.
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