In today’s rapidly evolving corporate landscape, talent acquisition is experiencing a paradigm shift propelled by AI.
What does that mean? Recent research from the Josh Bersin Company reveals that Gen-AI enables recruiters to play a pivotal role in strategic workforce planning. Automation is replacing traditional best practices, freeing up more time for strategic work, while data insights enhance a recruiter’s ability to replace guesswork with evidence-based decisions.
Watch this webinar with Global Analyst Josh Bersin and SeekOut VP of Talent Solutions Somya Mathur to hear what skills matter the most in Talent Acquisition and how to work cross-functionally on a holistic talent strategy. When positioned correctly, recruiters can impact an organization’s bottom line.
You’ll walk away with:
- Lessons learned from harnessing the power of GenAI
- Tangible ways to create a holistic talent strategy
- Key recommendations to show business impact
Lessons learned from harnessing the power of GenAI
Tangible ways to create a holistic talent strategy
Key recommendations to show business impact
Frequently Asked Questions
What is a talent advisor?
A talent advisor is a recruiter who acts as a strategic consultant to hiring managers — bringing market intelligence, candidate insights, and hiring expertise rather than just filling requisitions. Talent advisors influence what roles get opened, how they're scoped, and how the business competes for talent.
How do recruiters become talent advisors?
Recruiters become talent advisors by developing data literacy, mastering market intelligence tools, building deep business and role expertise, and consistently bringing hiring managers insights they don't already have. The transition requires moving from reactive sourcing to proactive consulting.
Why is the talent advisor model becoming more important?
As AI automates tactical sourcing and screening, the human value of recruiters shifts toward strategy, relationships, and consultation. Talent advisors are harder to automate and produce significantly better business outcomes than transactional recruiters.
