Top attorney candidates often have multiple job offers to choose from, especially in a tight legal job market. How do you maximize your chances of recruiting these lawyers to join your legal team?
1. Quick Contact. Let a candidate know you’re interested quickly. If several days go by following the submission of the resume, candidates assume there’s no interest and move on.
2. Scheduling. After you’ve decided that a candidate is interview-worthy, scheduling an interview quickly demonstrates your interest level.
3. Communication. Prior to the interview, send a written job description and a list of the people with whom the candidate is scheduled to meet. Ideally, that list should contain a brief bio for each interviewer to give the candidate valuable information about the people on the team.
4. Feedback. Candidates have taken time off to come to your office for interviews. They want to know how the meeting went and whether they’ll be advancing to the next step. If you’re on the fence about moving forward, just make a call to let them know you’re still in the evaluation process. It’s the thought that counts.
5. Branding. Every communication with a candidate brands your company. Difficulties with scheduling, last-minute interview changes, changes to the job description and delays in feedback following interviews not only risk losing strong candidates to other jobs, but may suggest to outsiders that things are a little crazy or disorganized on the inside. At worst, candidates may get a negative impression of how the company values people.
