This is an excellent (and very common) question. The truth is that a good recruiter does more than just work with the best and brightest, submitting multiple candidates' resumes to a number of firms in the hopes of making placements. The best recruiters are advocates, plain and simple, and leverage their skills in ways that traditional job seekers do not have the capacity to do. First, recruiters have the ability to get your resume in front of the people who have the power to hire you. This includes law firm recruiters, supervising attorneys, practice heads, and managing partners. Recruiters who are well established generally have spent years cultivating relationships in law firms that serve their candidates in many beneficial ways. In addition, and just as important, recruiters provide a valuable screening service for law firms, answering multiple questions in advance of their being asked by potential employers--and they can do it in much more thorough detail than would be appropriate in a traditional cover letter. This is especially useful when there are "sticky" details that need to be fully explained: gaps in employment; layoff situations; summer associateships that did not result in offers; not having the Bar in the state in which you are applying; reasons for leaving current and previous positions; and a host of other details that would not be generally discussed by a traditional applicant. So advocacy takes on many important forms in this instance.
And, yes, there are those candidates who simply cannot be helped by recruiters and should subsequently network on their own. Candidates who attended unranked law schools and had poor academic performance and/or have never worked in a law firm traditionally are not the best candidates for working with recruiters. Even the best advocates cannot get past a law firm's requirements for good schools, good grades, and/or prior experience. In many of these instances, the new position for these candidates will come through personal connections. But generally speaking, using a recruiter is the best route for strong candidates, as recruiters can open doors that candidates could never open working alone.
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 become 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).|