LRG Search Process
Background
Before beginning a search, we spend time understanding the culture and expectations of the client firm. We work to make sure we have a clear understanding of the firm's value systems and norms. We also attempt to identify specific selling points about the firm, its practice, culture and the city in which the position is located. Typically we ask for organization charts, firm brochures, job descriptions and any other information that we can use to enhance candidate interest in the position.
Prospectus
We develop a multi-page prospectus providing information about the firm, the position, compensation and benefit packages and other important details. We use this prospectus both to ensure that our client firm understands and agrees with what we are going to be presenting to candidates, and as information to present to enhance and reinforce their interest.
Candidate Information Sheet
In conversation with the firm and using the prospectus we also develop a Candidate Information Sheet. The CIS is a detailed questionnaire, completed by the recruiter, to evaluate each candidate. The CIS helps ensure each candidate is not only qualified for the position, but closely matches what the firm is looking for in the ideal candidate.
Research
We develop a research plan based upon the level of search experience desired by the firm. We use the resources of specialized associations, together with our extensive contact base of information, to develop a search plan stratified by the level of contact and the geographical location. Geographically, we use concentric market areas beginning with the city in which the position is located and then moving out within the region and eventually nationally. Our philosophy is to attempt to find top candidates locally or regionally, and we always consult with the client firm before moving to a full national search.
Recruiting
Using our research and experience, our recruiters begin contacting candidates by telephone. Each call involves eleven sequential objectives:
Candidate Presentation
We offer clients the option of receiving a copy of every resume and Candidate Information Sheet as we complete each initial interview in our search for the position. This is often an attractive option when there is an urgent need to fill the position where the person at the firm responsible for the search prefers a "hands-on" role. Alternatively, many firms prefer that we present, at the conclusion of the search, a recommended list of 4 to 6 candidates who we believe represent as close to a "perfect fit" as we are likely to find. We make arrangements for interview schedules and can make arrangements for teleconference or video conference interviews.
Follow-up
Legal Resource Group maintains follow-up contacts with the candidates. Weekly contact is made with all candidates until a selection is made or the candidate is rejected. At the client's request, all resume information is confirmed and references are checked. When a selection is made, all candidates contacted are advised that the position is filled and, upon their request, we provide counseling as to why they were not selected and what they can do to improve their candidacy for future positions in which they may have an interest.
Before beginning a search, we spend time understanding the culture and expectations of the client firm. We work to make sure we have a clear understanding of the firm's value systems and norms. We also attempt to identify specific selling points about the firm, its practice, culture and the city in which the position is located. Typically we ask for organization charts, firm brochures, job descriptions and any other information that we can use to enhance candidate interest in the position.
Prospectus
We develop a multi-page prospectus providing information about the firm, the position, compensation and benefit packages and other important details. We use this prospectus both to ensure that our client firm understands and agrees with what we are going to be presenting to candidates, and as information to present to enhance and reinforce their interest.
Candidate Information Sheet
In conversation with the firm and using the prospectus we also develop a Candidate Information Sheet. The CIS is a detailed questionnaire, completed by the recruiter, to evaluate each candidate. The CIS helps ensure each candidate is not only qualified for the position, but closely matches what the firm is looking for in the ideal candidate.
Research
We develop a research plan based upon the level of search experience desired by the firm. We use the resources of specialized associations, together with our extensive contact base of information, to develop a search plan stratified by the level of contact and the geographical location. Geographically, we use concentric market areas beginning with the city in which the position is located and then moving out within the region and eventually nationally. Our philosophy is to attempt to find top candidates locally or regionally, and we always consult with the client firm before moving to a full national search.
Recruiting
Using our research and experience, our recruiters begin contacting candidates by telephone. Each call involves eleven sequential objectives:
- To inform the prospective candidate about the opportunity;
- To provide information to the prospective candidate about our client firm;
- To build or confirm a positive impression of our client firm;
- To generate interest in the opportunity by the prospective candidate;
- To seek referrals to other qualified potential candidates;
- To assess the potential candidate's level of interest;
- To obtain qualification information from the candidate as to his or her fit with our client's search profile;
- To obtain a resume from the potential candidate; that is, the conversion from a potential candidate to an actual candidate;
- To obtain any market information desired by the client firm;
- To develop an ongoing referral relationship with the candidate; and,
- To leave the candidate with a positive impression of the client firm, Legal Resource Group and the process.
- To set-up and complete an initial interview to complete the Candidate Information Sheet with qualified candidates.
Candidate Presentation
We offer clients the option of receiving a copy of every resume and Candidate Information Sheet as we complete each initial interview in our search for the position. This is often an attractive option when there is an urgent need to fill the position where the person at the firm responsible for the search prefers a "hands-on" role. Alternatively, many firms prefer that we present, at the conclusion of the search, a recommended list of 4 to 6 candidates who we believe represent as close to a "perfect fit" as we are likely to find. We make arrangements for interview schedules and can make arrangements for teleconference or video conference interviews.
Follow-up
Legal Resource Group maintains follow-up contacts with the candidates. Weekly contact is made with all candidates until a selection is made or the candidate is rejected. At the client's request, all resume information is confirmed and references are checked. When a selection is made, all candidates contacted are advised that the position is filled and, upon their request, we provide counseling as to why they were not selected and what they can do to improve their candidacy for future positions in which they may have an interest.
Responsibilities of a Recruiter
Anyone with a telephone can say they are a recruiter. Clients should expect the following (which we call the four "C's") from a professional recruiting firm:
Confidentiality. Clients should expect that a professional recruiter will maintain, in confidence, anything candidates tell them that is not germane to the firm's hiring decision. Part of this confidentiality is that the recruiter should never send a candidate's resume to a law firm without the candidate's specific approval.
Candor. A professional recruiter should provide candidates with a candid evaluation of the marketplace, the expectations of the firms being considered, and the appropriate professional qualifications.
Communication. Candidates should expect frequent communication with a professional recruiter as to the status of their consideration at potential firms. One of the benefits a professional recruiter provides is knowledge of the market place, e.g., appropriate salary demands, relocation packages and comparative levels of responsibility.
Comfort. The candidate should feel comfortable on a personal level with the recruiter with whom they are working. The impression the recruiter makes with the candidate is the same impression that will be made with law firms.
Responsibilities of the Law Firm
In return, a recruiter should expect several things from its client:
Attention. Candidates considering a position go through a great deal of personal and family stress in addition to taking on some level of career risk. Clients should promptly review resumes submitted and expeditiously schedule interviews and make decisions on the acceptability of candidates.
Accurate Feedback. In order to find the best candidates, the recruiter must receive an accurate assessment from the client as to how the candidates presented fit the firm's expectations. The greater information on aspects of candidates that are liked and disliked, the faster the position will be filled.
Confidentiality. The basis of the relationship between the recruiter and the candidate is the assurance that the candidates' interest in a position will not reach his or her existing employer. Breaches in confidentiality can be devastating to a law firm's ability to recruit top quality candidates and a recruiter's ability to function in the marketplace.
Anyone with a telephone can say they are a recruiter. Clients should expect the following (which we call the four "C's") from a professional recruiting firm:
Confidentiality. Clients should expect that a professional recruiter will maintain, in confidence, anything candidates tell them that is not germane to the firm's hiring decision. Part of this confidentiality is that the recruiter should never send a candidate's resume to a law firm without the candidate's specific approval.
Candor. A professional recruiter should provide candidates with a candid evaluation of the marketplace, the expectations of the firms being considered, and the appropriate professional qualifications.
Communication. Candidates should expect frequent communication with a professional recruiter as to the status of their consideration at potential firms. One of the benefits a professional recruiter provides is knowledge of the market place, e.g., appropriate salary demands, relocation packages and comparative levels of responsibility.
Comfort. The candidate should feel comfortable on a personal level with the recruiter with whom they are working. The impression the recruiter makes with the candidate is the same impression that will be made with law firms.
Responsibilities of the Law Firm
In return, a recruiter should expect several things from its client:
Attention. Candidates considering a position go through a great deal of personal and family stress in addition to taking on some level of career risk. Clients should promptly review resumes submitted and expeditiously schedule interviews and make decisions on the acceptability of candidates.
Accurate Feedback. In order to find the best candidates, the recruiter must receive an accurate assessment from the client as to how the candidates presented fit the firm's expectations. The greater information on aspects of candidates that are liked and disliked, the faster the position will be filled.
Confidentiality. The basis of the relationship between the recruiter and the candidate is the assurance that the candidates' interest in a position will not reach his or her existing employer. Breaches in confidentiality can be devastating to a law firm's ability to recruit top quality candidates and a recruiter's ability to function in the marketplace.