Great Recruiters Are In Demand

With daily layoffs at law firms and corporations, clients are facing an overwhelming number of applicants for their job openings. With such a deep pool of candidates, we are asked what value recruiters bring to the equation. For existing clients, the answer is clear. And for those considering using recruiters , our response is: time, market knowledge and a client-focused strategy.

1. Time
   Great recruiters save clients time. On average, such a recruiter can deliver a slate of qualified candidates within 7 days of launching a search , actively and aggressively working to identify candidates who meet the stated requirements.  There should be non-stop recruiting until the search is complete.  And it costs clients nothing to review candidates in conjunction with their direct efforts.  For example, a corporate client contacted our recruiters after receiving 100+ resumes and spending several months conducting a search through postings, job boards and the efforts of an in-house recruiter.  Unhappy with the caliber of candidates received, our client asked us to identify qualified candidates.  Within 5 days we presented a slate of pre-screened, on-point candidates.  A successful hire was made within a few weeks.

2. Market Knowledge
   A great recruiter knows who is looking and, more importantly, why they are looking.  Successful placements come from candidates not actively looking.  They do not review postings or job boards and they are inundated with messages from recruiters, most of which go unreturned.  A recruiter takes the time to get to know our candidates and clients.  Thus, when someone receives a call from that recruiter, they know it is worth taking.  For example, last month a corporate client asked us to identify an attorney to oversee its litigation matters.  When the General Counsel asked our candidate why he was interested, he explained that he received several calls a week from recruiters but he returned our call because he knew we understood what he was looking for.  It is this knowledge that sets apart excellence from the mundane.

3. Client-Focused Strategy
   Legal recruiting is what a great recruiter does, every day, all day.  A recruiter serves as an extension of the client’s in-house recruiting team in a role as  consultant, adviser and recruiter.  When given the opportunity, the recruiter should take the time to understand not just the operational aspects of clients, but the cultural and more subtle aspects that are crucial in finding the right hire.  For example, a repeat Fortune 500 client has turned to us for three attorney hires in the last two years.  Our relationship with the General Counsel and Human Resources is such that no internal effort is made to conduct the search. 

It seems our clients are facing more challenges with each passing day. The search for talent should not be a challenge. Because outstanding recruiters save time, identify top talent among the ever growing candidate pool and exceed clients’ expectations, they are of greater assistance and value now than ever before.