Recruiting is the process of finding and hiring the best and most qualified candidate for a job opening, in a timely and cost-effective manner. Successful recruiting is paramount to a business’s success. Teams must grow and evolve in tandem with the company. If you haven’t figured out how to seek out and entice new top talent to your firm, you’re likely feeling the pressure and frustration of that deficit. Making recruiting all the more complicated is the fact that it is a process. That’s right – the cat is out of the bag! RECRUITING IS A PROCESS. This process involves several critical steps and stages. Dropping the ball or blundering at one of the steps can mean wasted time, money, and effort. Basically, it’s important to get it right. That’s why many organizations choose to outsource their recruitment needs. This can be a rewarding experience if done the right way. In this blog, we’ll take a closer look at how to properly engage with a recruiting or staffing agency.
I know you don’t want to be the one doing most of the recruiting, but, in this instance, it’s important for you to play an active role. The market for recruiters and recruiting companies is huge. The one problem you won’t face is a lack of options from which to choose. So, here’s how to approach the initial “recruiting your recruiter” phase:
1.) Do your research! Google is great, but when you’re looking for a recruiting company, you just need more. Ask trusted colleagues about recruiters they’ve used. Ask about their experience – good, bad, and ugly. Referrals matter, as you know, so seeking out recruiters who have had success for other plaintiff law firms should be at the top of your list.
2.) Interview them! That’s right. Put them through their paces. Consider questions about their process, experience, approach, success rates, and interview style. Don’t be shy here. This is their chance to demonstrate to you that they are the right fit to help you grow your business. Ask questions like:
3.) Tell them about YOU! There is no such thing as overcommunication when working with an agency. Most of the time, they don’t know you and your firm, so it is up to you to tell them. A “discovery” call or Zoom meeting is recommended to introduce you and your firm and provide them with critical information. Give them information like:
Bottom line: You cannot assume a recruiter will know these things. Take responsibility for your role in this phase. Make sure you communicate your expectations clearly. If you take the time and put in the work during this phase, you can and will experience the relief that a good recruiter can provide you and your team. But, they can only succeed if they’re given what they need and if they are the right fit for your business.
After you’ve selected your recruiter, we recommend that you continue to see the engagement as a relationship. You’re working together to expand your team and your brand. They’re handling a lot of the heavy lifting, ideally, and saving you and your team time and money, but it’s never a good idea to hire a recruiter and then completely remove yourself from the equation.
If a staffing agency or a recruiter is vetting candidates for you, it is imperative you tell them your HARD nos and parameters before the vetting and interview process begins. This helps to avoid awkward communication with potential candidates after they have already gone through some of the vetting stage. Provide your recruiter with the answers to questions like:
Communicating as much as you can to your recruiter will aid in them sending you a good fit in a timely manner. After all, scooping up a qualified candidate as quickly as possible is the name of the game!
Did you know your recruitment process is a candidate’s first impression of your firm? The agency you select may very well be the first voice a new candidate hears and be given the first opportunity to sell who you are as a law firm and why anyone would want to work for you. After you’ve engaged with a recruiter, it’s important to continue to convey to them who you are and how you want new candidates to be treated. Your mission and vision will go a long way in this endeavor, but you may also want to consider explaining or providing them with copies of things like:
It is also important to communicate to your recruiter at what point you or the hiring manager will want to be involved in an interview. Since the recruiting process is the candidate’s first impression of your firm, it is important the interview be done in a timely fashion. This will help the candidate feel valued from the start. When the recruiter or agency brings you a well-qualified candidate, it is important to get an interview scheduled within a week or two, if possible.
When working with a staffing agency, the job description for the role that you are hiring for is vital. It is how the agency will create your firm’s job ad. Job ads that are creative and out-of-the-box tend to attract lots of interest. Include, along with the job description, anything you may feel important to include in the job ad. Unique attributes about your company could be compelling and attractive to top-talent. Consider things like great cultures, job perks, team events, and special benefits.
Get to know your recruiter. They will be the first impression of your firm. Make sure they understand your expectations regarding candidates and in return make sure you are available for questions they may have for you. When using an agency or recruiter, remember the team approach. This is a relationship! You are working together for the benefit of your firm.
Use your time wisely and set your recruiter up for success. Like a new team member, give them all the information they need to do their job well. This will save you time and money in the long run! Getting the process right is imperative and will ensure you are retaining top-talent within your law firm.
