Here are three principles I strongly encourage employers to consider before making a decision based on price and location. The difference could be saving lots of time and money in the short and long run.
#1 The Mediocre to Great Principle
Great candidates are hard to come by. Mediocre candidates are everywhere. At the end of the day, do you want a mediocre candidate a part of your human capital and interacting with your clients?
We believe great candidates do exist, but to find them is our specialty and requires a thorough focused process of uncovering and selling the employer to them.
Great candidates do not usually like to move, because great candidates are usually at great companies.
Great recruiters do not use low hanging fruit candidates to simply meet an Employer’s important goal, but rather they uncover Great Candidates through a focused and persistent process.
Great Employers use Great Recruiters. Great Employers get great candidates from great companies. See the trend!
#2 The Value Principle
Mediocre recruiters will take the assignment and lop it in with the rest of their client searches. They hope they have team capacity to address the Employer’s pressing important need for Mr. Right.
They are after volume. Asking themselves “How many searches can we complete?”
They are after busyness. How much potential fruitful work can they give to their associates to remain busy. They tend to be uncommitted, distracted, and drag the recruiting process out to mediocre or no results. They are prone to conflicts of interest when juggling numerous assignments (i.e. Recruiting for competing Employers, etc.)
In the end, You are chasing down your recruiter for updates and demanding results.
Great recruiters know their capacity. They are more interested in quality, focus, and success.
Great recruiters know their abilities. They are connectors, and if necessary, will not let insecurity or pride get in the way of referring better qualified recruiters.
They invest in Employers. They educate Employers. They are honest and assertive throughout the process. They fully commit to the assignment without diluting their effectiveness.
A great recruiter delivers and adds value beyond a fee.
#3 The Branding Principle
Great recruiters do more than present a group of interested candidates to you – we strengthen your brand and perception in the marketplace. We leave positive, effective and lasting impressions on your most important future – your Human Capital.
Great recruiters should be asking dozens of questions, whereby they thoroughly understand the Employer, culture and opportunity.
As an Employer, use caution with recruiters who ask too few questions and rush quickly into an assignment.
Unfortunately, mediocre recruiters are more interested in running after candidates with only a couple Employer
(and assignment) facts and maybe a signed agreement. Mediocre recruiters tend to cross wires with other recruiters, bring confusion to the candidate pool and sour the search process.
Great recruiters invest time on your behalf for the long-term benefit. Greater recruiters pay it forward.
#4 The Other Important Points
- You should like your legal recruiter.
- The legal recruiter should have a successful track record.
- The legal recruiter should have references and referrals from clients.
- The legal recruiter should be excited (and almost passionate about the employer and the search).
- You should have a sense of trust with your recruiter.
Related Pages
How to Create LinkedIn Company Pages
Sourcing Attorneys through LinkedIn Groups
3 Steps to Sourcing Attorneys on Twitter
Using Job Boards to Source Attorney Candidates
For more information on our legal recruiting services, contact us.
Follows us on Twitter @FindtheLions and @ChrisBatz On LinkedIn Chris Batz and The Lion Group
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