Four Recruitment Strategies to Help Law Firms Succeed in A Candidate-Driven Market

By Micki Mersky

Today’s job market is the most competitive in a generation.  In this climate, providing a positive candidate experience is critical to attracting and hiring the best talent available.  However, many law firms are struggling to deliver without the right recruitment strategies.  A great candidate experience, from job posting to offer, does not only create excitement for one great candidate; it can also lead to higher quality applicants, more hires and new referrals.
As a result, it becomes clear how much the hiring process matters in providing a great first impression to new hires.  For employers who want to gain an edge on their competition, consider the following recruitment strategies to transform your candidate experience in 2019.

Portray a strong employer brand

According to The Execu|Search Group’s 2019 Hiring Outlook, 59% of job seekers spend thirty or more minutes researching a company throughout the hiring process.  Between websites, social media, press and employee review sites, every candidate has a strong impression of your organization before her or she walks in the door.
As a result, it is critical that law firms utilize these online platforms to reach out to those candidates looking for the right fit.  When a job seeker looks at your law firm online, he or she should be able to determine who you are, what you do and why you’re a great place to work.

Be flexible in your requirements

While you may be holding out for a candidate with the perfect combination of skills and experience, the chances of finding him or her in the current market are slim.  Consider your requirements for the job carefully and think about where you might be willing to compromise.
As a recruitment strategy, it is important to understand where you should make these compromises.  As a rule, looking for candidates who have the potential to grow into the role can be an excellent investment.  When you find someone who can learn quickly and think critically, training him or her to learn the technical skills not only pays off, it also builds loyalty.

Promote the company culture

Today’s candidates are looking for an employer who offers them purpose, aligns with their values and supports their employees both personally and professionally.  As a result, law firms must be sure that they clearly communicate these aspects of their culture to every candidate.  Not only should the candidate walk away with a definitive understanding of the culture, but they should feel that everyone at the company is in sync with the culture and excited to talk about it.

Make faster, more competitive offers

According to The Execu|Search Group’s 2019 Hiring Outlook, 55% of professionals were interviewing for two or more other roles while they were interviewing for their current position.  When a candidate has many options available, he or she is likely still making his or her decision down to the very last minute.  Law firms must realize that recruitment strategies don’t stop once you find a candidate—this continues through the offer and negotiation processes as well.
Not only do law firms need to speed up their offer process, they may also be making the mistake of not putting their best offer out first.  When a candidate does not receive the best offer first, it does more than simply draw out the negotiation process; it also lets the candidate know that you undervalued his or her experience.  In the final hour of the process, be sure that you do everything possible to get your top candidate to accept your offer before he or she goes to your competition.
Micki Mersky is Senior Managing Director – Legal Services of The Execu|Search Group.  The Execu|Search Group was founded in 1985 as a recruitment firm focused on serving accounting firms, boutique hedge funds and private equity funds.  Over time, the firm has evolved into a full-service Recruitment, Temporary Staffing, and Workforce Management Solutions firm integrating a broad range of industries.  Micki may be reached at [email protected].
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