We spend a significant amount of time speaking with candidates about their careers. We find out why they are interested in moving, what they are missing in their current practices, what factors are important to them (such as family vs. billable hours), and their long-term plans (partnership vs. part time vs. in-house). We try to do as much due diligence as possible so there are no surprises at the end of the process.
Once a recruiter knows the candidate's needs and wants, then we can match him/her up with the proper firm. We meet with the recruiting manager or hiring partner of the firm. He/She tells us about the culture of the firm and the intangibles that you can't get from a website. We speak to attorneys who have left the firm in order to get the real scoop of what it's like to work there. We talk to practice heads, associates, and paralegals to understand what their likes and dislikes are about the firm. We read articles about the firm and learn which partners and associates are joining and leaving the firm. And lastly, we listen to the gossip around town because for the most part, the information is very accurate. Therefore, once this process is complete, a good recruiter will know which candidates match well with various firms.
C. How Recruiters Get the Best Candidates
There are a few ways that recruiters get the best candidates. Candidates may be actively looking at different websites for positions and see opportunities that they may be interested in learning about. Therefore, through marketing, advertising, and branding, candidates may submit a resume or pick up the phone and call a specific recruiting company to talk about their listings.
Some of the best candidates come through referrals. Once a company or individual recruiter has established relationships with former candidates or attorneys he/she/it has given advice to, these people start to refer friends and colleagues. Recruiters also meet candidates or referrals through Continuing Legal Education seminars, bar associations, sports clubs, social events, or through other outside interests.
Recruiters get candidates by cold calling them at their existing law firms. Sometimes this is the best way to obtain top candidates for hard-to-fill positions. Recruiters usually cold-call candidates when the position is relatively new and the recruiter has a very good relationship with the law firm. Cold calling is very time consuming and is usually a last resort to obtain good candidates.
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See the following articles for more information:
- What Characteristics Should I Look for in a Legal Recruiter?
- Interview yourself first - questions to ask before starting your lateral search
- How to Choose a Good Attorney Recruiter
- Why You Should Be Talking to a Legal Recruiter Right Now
- Choosing a Legal Recruiter
- Your Legal Career as a Small Business
- Should I Use a Legal Recruiter? Top 10 Reasons to Use a Legal Recruiter
- How to Select the Best Legal Recruiter and Maximize the Effectiveness of Working with One
- What makes a world class recruiter
- 10 Things That Most Legal Recruiters Will Not Tell You
Learn how to be a legal recruiter in this related article.
|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).|