When sorting through resumes or interviewing candidates there is a tendency to make notations directly on the resume. This can be a dangerous and potentially embarrassing practice. Since most firms hang onto resumes for equal opportunity statistical records, comments become a part of the firm’s permanent records and, therefore, reviewable by the employees should they be hired and subpoenable should they not. Using code or abbreviations doesn’t help much since most are common sense, e.g., “PP” = poor presentation, “noncom = poor communications skills, “TMI” = too much information (long-winded answers). Of course, there are also comments regarding race, gender, age and other discriminatory factors. 

 

The best course of action is to send around a candidate evaluation form with resumes asking reviewers and interviewers to rate the candidate in a questionnaire format. The form should remind reviewers to avoid making written comments on the resume or the form. If a recruiter forwards a resume with comments on it, destroy or return the resume and ask for a clean copy (Legal Resource Group provides clients with a Candidate Evaluation Form attached to each resume that contains non-discriminatory background notes on our conversations with the candidate).  

We are seeing an escalation of the requirements for law firm administrative positions which may exceed the firm’s actual expectations. When thinking about qualifications it is easy to throw in a large number of years of experience, special certifications or highly unique skills as a necessary qualification rather than a desirable plus. The difficulty is that, in a tight labor market – as we are seeing these days, firms may be missing some well-qualified candidates because their standards are too high for the level of the position and the salary offered. Worse, if the actual authority of the position doesn’t match the required experience levels, the firm may be building in a frustration level that causes attrition. The answer: start by describing the perfect person. Then look at each characteristic and consider its overall importance. If you can’t envision a person in that job not possessing the qualification, it is mandatory. If the qualification is there because the current person has it or it sounds good, make the qualification desirable or a plus factor. If you are working with us as your recruiter, we will walk you through each qualification as we write the prospectus, but the key is to carefully consider the necessity of each position requirement.

Children often aspire to someday become astronauts, firemen or doctors. Now, we may hear a different answer from kids on career day: Law Firm HR Director. Human Relations Managements ranks as the fourth best job according to Money magazine and Salary.com’s list of 50 Best Jobs in America. According to the survey, the profession rates well in flexibility, overall compensation, opportunity for growth and level of stress. In addition, the survey identifies the trend toward outsourcing tactical, administrative responsibilities and freeing HR to concentrate on the role as strategic planners, which adds to the challenge and interest in the profession.