Every legal recruiter practices their own brand of recruiting, and, for the most part, each style has merit. As the head of a national recruiting firm, I speak with legal recruiters both within and outside of my recruiting firm each day and have become quite familiar with various recruiting styles. When you are searching for a recruiter, it is important that you, too, are aware of the various recruiting styles as your legal recruiter's particular recruiting style can often determine how effectively they can assist you in your job search.
A Typical Market Penetrator Placement
Market Penetrators spend a couple of hours each day studying law firm websites, job boards and other sources for openings. They also are very interested in law firms and read most periodicals and legal newspapers they can get a hold of. The Market Penetrator may even spend some time reading Martindale Hubble because they want to know everything they can about the market because that they believe will allow them to make placements. While Market Penetrators may meet with law firms on an ongoing basis, their belief is that the market is huge and that their emphasis should be on the global picture and knowing what is going on in the market as a whole — not necessarily just inside one law firm.
The Market Penetrator decides a certain type of attorney in a certain practice group is in demand. They have openings for that type of attorney; however, they also believe a good attorney in that practice area will be marketable at firms that do not even have openings. The Market Penetrator takes out a few ads in legal periodicals and job posting boards seeking those sorts of attorneys and tends to make a bunch of calls. When the Market Penetrator starts finding candidates, he or she will submit them to a large number of firms-firms with openings and firms the Market Penetrator simply believes may have openings. As candidates get interviews, Market Penetrators submit more candidates to the firms that are interviewing his or her candidates if they match the same profile. Without ever forming a particularly close relationship with any hiring organization, the Market Penetrator makes a placement.
(i) They are likely to assist the candidate in applying to the majority of the places the candidate is likely to find work;
(ii) They are constantly turning up new jobs as firms their candidates may not have approached (i.e., firms with inactive jobs or no jobs at all) express interest in their candidates (a Market Penetrator may sometimes get a new fee contract from a hiring organization every week); and
(iii) They are giving the candidate the broadest possible choice of opportunities to make an educated decision about where they might work; and
(iv) Market Penetrators approach firms that other recruiters are not approaching and therefore their candidates have a better opportunity of employment due to less competition
(i) It takes a lot of work in terms of research and this comes at the expense (most often) of forming strong relationships with employers and candidates;
(ii) It generally results in a lower percentage of interviews vis a vis submissions than other methods; and
(iii) firms may become annoyed because they are receiving "unsolicited" resumes.An unsolicited resume is one the firm does not request and does not come in response to a specific opening. If a recruiter sends too many unsolicited resumes to a firm, that firm will become annoyed and may request the recruiter does not send them any more candidates. If this occurs, future candidates may be discriminated against by virtue of being represented by that recruiter, even if the firm does have openings.
A Typical Cougar Placement
A Cougar calls up a law firm and asks to meet with the hiring staff. The recruiter visits the law firm and spends time meeting with the hiring partner, recruiting coordinator and other attorneys in the firm. In the meeting the recruiter "hits it off" with the law firm and the firm gives the recruiter their openings. The recruiter also establishes a strong bond of trust with the law firm and both understand each other very well. Over months or years, the recruiter and law firm establish a very strong bond of trust. The recruiter has a very good sense of the types of candidates the law firm is likely to interview and hire. The Cougar may visit with the law firm several times per year.
When these recruiters are in the market, they are very focused upon this law firm's hiring criteria. They primarily ignore candidates who do not fit the law firm's needs. They spend time calling "ideal candidates" and running a limited amount of advertising. Many attorneys may not actually know the name of the recruiting firm the Cougar works for and, quite often, the Cougar may even work alone out of their home. The Cougar spots the ideal candidate and meets with him or her. The Cougar says many good things about the law firm and the candidate meets with the law firm and is hired. The Cougar has made a placement.
(i) They make placements other recruiters are unlikely to make (and learn about jobs first);
(ii) They have a very good understanding of the types of candidates firms are likely to hire; and
(iii) They form very close trusting relationships with their candidates;
(i) By taking on so few candidates, they miss numerous opportunities to make placements;
(ii) They develop fewer new jobs and an in-depth understanding of their markets through proactive marketing of candidates; and,
A Typical Database Lover Placement
The Database Lover spends a great deal of their time studying active openings in their recruiting firm's database. Since most Database Lovers work at large recruiting firms, they have the benefit of a large stable of potential candidates to work with. The Database Lover will examine openings that the recruiting firm gets each day and reach a decision about the sort of openings he or she would prefer to recruit for. Whether through an advertisement, a cold call, or an existing relationship, the Database Lover gets a particular candidate to work with. The candidate is submitted to active openings matching the candidate's profile in the database. A certain number of these employers interview the candidate and offers are extended. The candidate accepts one of the offers. The Database Lover makes another placement.
(i) They are able to provide firms with candidates matching their openings on an on going basis (and not upset firms with unsolicited resumes in the process);
(ii) If they are aggressive, they can approach employers with openings in odd areas (e.g., Maine, Sacramento, Indiana, Saudi Arabia) with appropriate candidates that are likely to be direct hits;
(i) They do not necessarily ever get a thorough market coverage because they are responding to actual jobs for the most part;
(ii) They may not take on candidates where they do not have actual openings; and,
(iii) Their candidates are competing with every other candidate in the market.
|BCG Attorney Search is looking for driven recruiters to join our team. BCG Attorney Search covers the entire United States, Asia, Europe and the Middle East. We offer first-rate training and coaching, pay top of market commissions, pay our recruiters as employees and not independent contractors, and offer medical insurance and other benefits. Additionally, BCG is the best known brand in the industry and is part of a 200+ employee legal employment company. We offer a supportive cooperative atmosphere and provide you with everything you need to be the most effective recruiter possible (continually updated internal job database, massive advertising support, incredible back office support, and many other perks designed to ensure you match every possible candidate with every available position).|
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