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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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"When David Carrie LLC submits a candidate, I can rest assured that he or she will be a good match for our needs, as well a good fit for the culture of the firm. In addition, I never have to worry about ""surprises"" on transcripts or at any time during the interview process."
Paul G. Giangola
Legal Recruiting Coordinator
Sidley Austin Brown & Wood LLP
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