8 Ways Legal Search Firms Find Candidates for Recruitment
Law firms that looking for new attorneys often turn to legal search firms to supplement their recruitment process. Small firms, especially, benefit from this service because they are often overlooked in the job field. Legal headhunters are valuable at drawing a candidate’s attention to a law firm that might otherwise go unnoticed. A search firm can showcase the strengths and appeal of these firms, effectively marketing the firm to qualified candidates.
But how do search firms find these candidates? The hunt begins with the firms. Any firm that is looking for a new hire must communicate its needs throughout the process. Once the needs are identified, the search firms goes to work, utilizing any of the following tools to find the best candidates for the position.
- Online Advertising and resume databases – A significant number of recruiters advertise in any number of job aggregator websites. Additionally, job posting distribution services like Granted.com will often post a legal employer’s jobs on 500+ sites virtually blanketing the market.
- Databases – Martindale Hubbell, Law.net, LinkedIn and Corporate Counsel Directory (Aspen Law and Business) permit an almost limitless variety of searches including college, law school, zip code, specialty area, professional associations, etc.
- Law firm websites – Review target bios and background information at a website.
- Existing contacts – Personal and professional friends, previous targets in searches, and others.
- General Counsel contacts – In-house lawyers are often exceptional resources for identifying partner and associate level targets for any search.
- Referrals from out of town search firms – Referral arrangements with peer search firms in other major markets. These are useful for passing along candidates who want to move and for providing market intelligence.
- Candidates “Already in the House” – Strong candidates already in their database who they believe are placeable when the right search arises.
- Referrals from placed lawyers – Placed lawyers are tremendous sources of referral business; they know who in their former firm is ‘strong and “approachable.
One caveat: Search firms don’t typically check references, backgrounds or credentials before referring candidates. As the process approaches the offer stage, the law firm client may ask the search firm to check references or other background matters, such as verifying bar admissions and disciplinary records.
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Finding the right candidate for your institution can be a challenge. Is your organization considering strategic institutional planning? If so, contact a Career Counselor with Lexacount Search’s Career Consulting Services. Or, if your organization is interested in learning more about finding the right candidate for open finance and accounting industry opportunities, contact a Search Consultant from Lexacount Search’s Finance Group. If your organization is a law firm or a corporate legal department, please learn more about finding the proper candidate for your open legal industry opportunities with a Search Consultant from Lexacount Search’s Legal Group.