|
|
| Page 1 2
|
|
Seal The Deal
|
|
|
|
Effective recruiting demands an organized marketing plan:
|
|
|
|
Whether you are new to recruiting or an experienced pro it is always worthwhile to review current issues and practices. Hiring the best attorneys to fill positions in your firm is at the very least a competitive process. Top candidates have choices. While your firm is a "buyer" it must also "sell" candidates on the value of becoming part of your team.
|
|
|
|
This process begins well before you even meet the first candidate. It demands planning an effective strategy to attract the individuals most suited to succeed at your firm. Here are some of the things we have learned from our clients about how they work to hire the attorneys they want…
|
|
|
|
Before you begin the interview process:
|
|
|
- Prepare a marketing booklet about your firm. Include it with a packet of information for each candidate including current press releases and articles written about the company. Incorporate success stories about their practice specialties. Present this information to candidates in advance of their first meeting.
- Carefully choose the people that will interview candidates. Train them in good interviewing techniques and assure that everyone speaks with the same "voice" about the firm.
- Appoint an enthusiastic, organized person to manage the interview process for each candidate. Empower them to arrange appointments with firm members and to enforce the integrity of the schedule. Make them accountable for their efforts.
- Identify your firm's strengths and future prospects.
|
|
|
"From the first time I talked to them it was a seamless process. They sent out cover letters, got my transcripts and set up the interview times. All I had to do was show up."
Justin Marceau
Heller Ehrman
J.D., Harvard Law School
|
|
|
|
