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During the interview process:
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- Use the first meeting with a candidate to set the mood for the interview process. Explain what the candidate can expect; exhibit enthusiasm. Address any issues that are important to them – such as, any timing concerns they may have about their move.
- Keep interviews scheduled close together. Maintain interest – don't allow the process to drag.
- Clearly communicate your firm's strengths and future prospects, your expectations of the candidate and personalized goals. Explain how your firm helps support new hires to assure their success.
- Make sure members of the interviewing team clearly understand what you are looking for and present this consistently.
- Maintain constant contact with candidates to show your firm's continued interest.
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What interests candidates? Here is an alphabetical list of their most important issues:
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- Clients
- Compensation
- Culture
- Financial standing
- Lifestyle
- Partnership prospects
- People
- Reputation
- Support to build a practice
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Careful planning and good communication will give your firm the competitive edge that will help you seal the deal with candidates you want to hire.
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"As a leader in class action litigation, we enjoy a fast-paced, highly visible practice. It takes a special legal search firm to be able to consistently present qualified candidates who can succeed in this environment. We rely on David Carrie LLC because they get it right."
John C. Browne, Esq.
Hiring Partner
Bernstein Litowitz Berger & Grossman LLP
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