by Jon Lewis

When should arrive for you job interview? Think about what could possibly go wrong.

by Jon Lewis

The ability to handle and bounce back quickly from adversity is an often under-appreciated, but significant, characteristic to seek in potential new hires. How can a candidate’s resilience be assessed?

by Jon Lewis

I’m a recruiter, but I recommend that candidates AVOID exclusive arrangements with recruiters. Here’s why:

by Jon Lewis

This article addresses some frequently asked questions from candidates relating to how much time they can/should take before responding to an offer.

by Jon Lewis

Ask legal recruiting coordinators at law firms to name the most frustrating part of their jobs and there’s a good chance you won’t have to wait long before hearing something like “I hate it when we finally find the candidate we want only to have that candidate pull out or reject our offer.” Withdrawals and turn-downs can be a double whammy — not only has the employer failed to reel in a preferred candidate after what is frequently a lengthy vetting/interviewing process, but often they are also back to square one in trying to fill the need that occasioned the search in the first place. However, notwithstanding the costs in terms of time, effort, and aggravation, a significant number of employers repeatedly make the same kind of mistakes which unnecessarily heighten the risk of losing good candidates.

by Jon Lewis

As a veteran legal recruiter I have on occasion been asked by law firms and in-house legal departments how they can more frequently and efficiently succeed in getting the kind of strong candidates they want. In response, one important piece of advice I often give is simply “move faster”. Once they have identified a candidate they like, many employers would be well served by completing the interview process and extending an offer more promptly than they sometimes manage to do.

by Jon Lewis

One question that candidates often ask legal recruiters is “What is the going market rate in terms of salary for someone with my experience?” The question is certainly a reasonable one, but the answer, and the forces driving that answer, aren’t necessarily what all candidates expect to hear.

by Jon Lewis

A while ago I worked on an in-house search for a technology company. The client was seeking candidates with experience in several specific areas, including M&A, software as a service agreements, and cybersecurity. Not surprisingly, given that this was an in-house search, the response from potential candidates was enthusiastic — I sourced a good number of highly qualified candidates who, in many cases, e-mailed me their resumes within minutes of my telling them about the position and sending them a detailed description.

That’s great, right? After all, what more could a recruiter ask for than a near instantaneous resume submission from a candidate? Well, yes and no …