Where a candidate has strong credentials, it is almost always to their advantage to work with a capable, experienced legal recruiter. Below are 12 reasons that explain why this is so. This article is the third of three parts. The first part explored the first 4 of these 12 reasons in more depth. The second part (part II) addressed reasons 5-8 in more depth, and this part (part III) will cover reasons 9-12.
Recruiters are normally free.
“Good” recruiters are very low risk.
Recruiters have valuable expertise with regard to how the complex market works.
Recruiters provide objective advice and representation.
Recruiters know the national and local legal job markets.
Recruiters understand your practice, needs and preferences.
Recruiters provide valuable advice about which firms are the best “fit” for you.
Recruiters know how best to “play the game” with respect to applications.
Recruiters can best assist you with interviews.
Recruiters provide valuable organizing, scheduling and oversight.
Recruiters assist you with evaluating and negotiating offers.
Recruiters assist you with deciding whether to accept an offer.
REASON 9-- Anyone can interview for a job. But interviewing well is a complex art. Certainly, there are attorneys who are very smart, well-polished and think they can interview well. A few of them actually can. The great majority, however, will need the help of an interview expert, such as a good recruiter, in order to maximize their chances for an offer. It is difficult to overstate the importance of the interview in the recruiting process. Interviewing is yet another important area where the recruiter provides expertise that the attorney does not have the time or background to effectively acquire on their own.
REASON 10 –Recruiters also provide value in terms of the extensive organizing, scheduling and oversight that goes into a typical search. But recruiters are more than just administrative assistants. They also serve as the candidate’s representative, advisor and advocate. Going back to the issue of whether going through a “friend” is generally preferable to using a good recruiter in Reason 4; will your “friend” handle your entire search for you and provide you with objective, expert advice and representation? Moreover, if you use a recruiter, you not only avoid the problems of solely using a “friend,” but you gain the best of both worlds. Your friend can continue to be your “cheerleader” after you have been introduced by the recruiter without having to worry about the other issues discussed above.
REASON 11- Recruiters are experts with respect to offers and how they compare to the market. They can also provide valuable “inside information” regarding each firm that has provided an offer. Skilled recruiters can even time offers so that the candidate experiences a “bidding war” – a very nice place to be. In addition, they are objective experts. It does not matter to a recruiter whether you decide to go with firm A or firm B. Obviously, any “friend” that you may have at the firm cannot be so objective.
REASON 12 – At the offer stage, all of the advantages of using a good recruiter come together. These advantages include the recruiter’s knowledge and expertise regarding your desires and needs, the proper “fit” for your practice, information about the firms and information about the market. All of these advantages are at the candidate’s disposal as they make one of the most important decisions of their lives. Sophisticated professionals and businesses pay a great deal of money for the expert advice of lawyers whenever they have a major business or legal decision to make. Why shouldn’t you also get (free) expert advice for crucial decisions about your legal career?
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