legal recruiting
The Power of Partnership – How Search Firm Exclusivity Delivers Better Hires
by Bill Bardani, Managing Partner, Vision Search Partners
The best results come from selectivity, not from spreading the same search across multiple firms.
Hiring Fundamentals
by Ben Crawford
Creating and committing to a standardized interview and hiring process creates quicker and more consistent talent outcomes.
Finding Quality Candidates
by Michael Lord
Today there’s a more demanding generation of potential candidates. Listen to the podcast to find out more.
Hiring a Senior Attorney
by Michael Lord
One of the most underrated tactics in lateral recruitment is hiring senior level attorneys who have 10-30 years of experience, but very little or no business.
Hiring For Resilience
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?
Candidate Relationships With Recruiters — Exclude Exclusivity
by Jon Lewis
I’m a recruiter, but I recommend that candidates AVOID exclusive arrangements with recruiters. Here’s why:
A Legal Employer’s Guide to Avoiding the Loss of Good Candidates
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.
Legal Hiring – The Need for Speed
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.