Transitioning to Talent Advisory

Find out how TCS can help.

Talent advisory enables you to win in your space; assessing your team to understand and identify their strengths is a critical first step. Uncover your champions through TCS Insights and set yourself up for success.

Talent Advisory requires multiple skills to be successful. Collaboration, influencing and using data insights are crucial to performing this role and working with the business.

Developing a persona that reflects your business needs is essential as it provides greater insight into how the business wants to interact with Talent Advisory and how Talent Advisors will be successful. To build a custom persona, you can complete our form, but in speaking with over 60 leaders in the Talent Acquisition space, we have elicited a standardised persona that includes the key elements of Talent Advisory.

Understand your teams' preparedness for Talent Advisory

Persona for talent advisory

Traits, competencies, skills

Creativity The capacity to identify novel and useful ideas, solutions, and perspectives.
Insightfulness Conscious awareness and understanding one’s own thinking processes and understanding of a complicated problems, people or situations that can be used on new problems.
Analytics The capacity to distil patterns across diverse situations—often to identify the key and underlying causes of problems.
Collaboration Two or more people working together towards shared goals.
Customer orientation The motivation and capacity to ascertain the needs and preferences of customers— and then to accommodate these customers but within the constraints and imperatives of the organisation.
Influencing The ability to shape the attitudes, opinions, choices, and behaviours of other individuals, with honesty, respect, and sensitivity.
Leadership & mentoring The ability and motivation to assume the role of a leader, to inspire other people, to mentor or to guide colleagues, to coordinate team activities, and to foster a collaborative environment.
Strategic thinking The capacity to utilise opportunities, trends, and other changes in the field to develop plans that address existing problems and challenges.
Market intelligence The ability to understand the market for a particular skill and position —and, therefore, to know how to position their brand and value proposition to attract suitable candidates.
Sourcing The capability to develop and implement effective tactics that attract both passive and active candidates while proactively utilising recruitment tools and internet search engines to source candidates that match the mandatory and preferred position criteria.