The Evolution of Recruitment Leadership: Becoming a Strategic Talent Advisor

It is hard to remain relevant when AI tools and automation replace a significant part of what recruiters do. Over the past few months, hundreds, maybe even thousands, of recruiters have been laid off, among them many managers and directors of talent functions. This is partly a response to the expectation of decreased hiring, fear of a recession, and because of over-hiring during the pandemic. However, it is also perhaps subconscious recognition that fewer recruiters and a different type of leader are needed with the growth of AI and automation.

A recruitment leader must be far more than simply the director of a band of tactical recruiters focusing on reactive hiring, time to hire, and cost per hire. These are increasingly less important than having access to the talent that will solve problems, bring in innovative thinking, and be agile and flexible to meet a fast-changing business environment.

The various stages in the model I presented in previous articles indicate roles talent leaders will need. These stages do not necessarily represent individual people but roles that leaders will need to have as we transition to automated and AI-powered recruitment. The most critical role may be that of the talent advisor.

This requires a new set of skills, a broader perspective, and a more proactive approach to talent management. The talent advisor role may be called different things, but it means becoming AI knowledgeable and acting as an advisor, a strategic partner, and a labor expert.

Defining the Talent Advisor Role
The talent advisor is a strategic partner who helps their organizations proactively find and quickly provide workers who can meet business objectives. They must go beyond reactive hiring to proactively create the talent strategies that drive organizational success. Talent advisors must blend deep recruitment expertise with business acumen, data analysis, and strategic thinking to provide insights and recommendations impacting the entire employee lifecycle.

I outline some of the skills the talent advisor will need.