One of the qualities that makes a legal recruiter the go-to person for law firms is their ability to recruit talent that will stay with the firm long-term. But how can a recruiter find and attract job candidates who won’t quit after only a year or two? Below are a few tips:
- Find job candidates who love their work. New hires with a genuine passion for their job are less likely to head for the exits when things get tough. Look at a job candidate’s level of career commitment – do they get involved in industry events, do they continually improve their skills and do they have a long-term vision for their career? If so, then you’ve probably found a candidate who is passionate about their work.
- Match the candidate to the right company. New hires who feel out of place at their new job won’t stick around long. Make sure that a candidate’s personality and career expectations match that of the law firm for which you’re recruiting. Don’t send candidates who have a thirst for adventure to law firms that demand conformity or offer few opportunities for exciting projects.
- Don’t sell the job candidate cheap. If you send a high value candidate to a law firm that can’t afford him/her, you’re only setting the employer up for a problem. Eventually that high value candidate will find a better offer and they will leave. Make sure a job candidate’s salary and promotion expectations match what the law firm can deliver.
- Ignore desperate job candidates. Any candidate willing to take just any job is someone who will move on to greener pastures the first chance they get. Focus on confident candidates who are willing to go after the job they really want.