Monday, January 15, 2024

Finding Quality Candidates

by Michael Lord

Today there’s a more demanding generation of potential candidates. Listen to the podcast to find out more.

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Wednesday, October 19, 2022

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?

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Wednesday, January 05, 2022

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:

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Tuesday, September 03, 2019

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.

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Friday, August 31, 2018

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.

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Tuesday, March 31, 2015

Difficult Searches and Recruiter Motivation

by Jon Lewis

If you’re a law firm or in-house legal department looking for a hard-to-find attorney how can you get a legal recruiter to focus on your search? A traditional contingency fee arrangement may not do the trick.  Recruiters working on straight contingency are understandably reluctant to devote much time to difficult searches unlikely to lead to a placement and a fee.

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