Why Legal Recruiters Can Be A Great Asset In Your Job Search

You have reached the point where it is time to change your legal job. Is it best to apply directly to employers or use a recruiter to handle your job search? This article will explain three major benefits a top legal search firm can offer in your job search.

The first major benefit of using a top-notch legal recruiter is they will help you maintain focus on your professional goals. When a candidate contacts my legal search firm I ask them why they want to leave their current employer and what they hope to gain professionally moving forward in their next position. This might seem straightforward but many candidates have not thoroughly thought this through. A thorough recruiter will help crystalize the professional growth you seek. I have seen too many candidates over the 14+ years who move laterally from one firm to another and realize they are no more satisfied with their latest job because they did not map out what they needed professionally.

The second major benefit is the recruiter will help you target specific law firms or companies that may be the best potential fit for your professional goals. Most recruiters have business relationships with a number of employers and from that relationship comes a deeper knowledge of those opportunities. A proactive recruiter will go the extra mile and contact employers anonymously before submitting you to confirm that the position is still open and a potential match.

The third major benefit of using a legal search firm is you will have a professional guide you through the entire hiring process. This benefit is worthy of a very detailed stand-alone blog article but in essence, a seasoned recruiter will prepare you for each interview; debrief you after each interview; assist you with lateral questionnaires; review any offers; assist with onboarding matters, and generally be there to answer any questions that arise.

There are many ways a top legal recruiter can assist you in locating your next position. Perform your own due diligence with a potential recruiter to assure they will be there for you every step of the way through the entire hiring process.

Thanks,

Mark

Weekly Thoughts on Recruiting...

Now that you have succinctly listed the key qualities you want with your next firm - what is the next step? Many attorneys quickly will hop on legal job posting sites and apply to as many positions as possible hoping that something sticks. Others might call a search firm and allow them to blast your resume to as many law firms as possible hoping something sticks. I suggest there is a much better way to manage your search.

First, take a step back and review the top three to five reasons you want to leave your employer. Now examine all the jobs you plan to apply to. Do each of these jobs check what you want professionally? I cannot imagine they do. I think one of the last objectives you have is to end up in a position that has little differentiation from your current job.

Second, determine how much time you have to conduct a thorough job search while balancing your current position and other life demands. If you were to receive seven job interviews would you really put in the appropriate amount of time to research these firms and conduct well-thought-out interviews while working at a high-level position now? Something will have to give.

I have found that the best plan is to create a very focused search seeking positions that bring you great professional growth in your next role. Stick to your plan! My next article will explain why using an experienced recruiter may be of great benefit to your search.

Thanks,

Mark

How to Assist Your Attorney Recruiter

Many of you have worked with legal recruiters at some point in your career, but have you maximized this benefit? This article will provide you with the means to assist your recruiter which will directly benefit your lateral search.

There are three key ways to maximize the time spent using a recruiter:

1. Provide your recruiter with a list of employers you have applied to within the last 12 months

2. Keep your recruiter posted on the status of your search

3. Respond to recruiter emails within a reasonable time-frame

Provide your recruiter with a list of employers you have applied to within the last 12 months

It is essential to maintain a complete and updated list of which employers you have applied to directly or through another recruiter as you move forward in your lateral search. In the legal field law firms will generally not work directly with a recruiter who is assisting a candidate that has applied to that law firm within the last 6 months; some firms have a 12 month period. In many instances, this holds true regardless of which office location you applied to. The recruiter will not be the source of the referral and will be out of the communication loop.

Keep your recruiter posted on the status of your search

It is important to remain in contact with your recruiter on the status of your search. This includes the various interview stages and any offers you may receive. It is challenging to make last minute offers appear so the more time you provide your recruiter to move things along on their end the better results you will have.

Respond to recruiter emails within a reasonable time-frame

Make it real easy for the recruiter to assist you. There are many soft and hard deadlines that a recruiter has including the submission of materials, interview dates and times; supplemental materials requested by firms; and offer stage matters. The quicker you respond to their requests, the better your chances are that the recruiter can move things along with the employer you are interested in.

In summary, the better you are able to assist your recruiter with your lateral search, the better the recruiter can assist you. It truly is a mutual arrangement.

Thanks,

Mark