Attorney Job Search: How To Stop Social Media From Taking Over Your Life

Social media is a great way to expand your job search, meet recruiters, and connect to hiring managers. But if you’re not careful social media could begin to take over your life. Below are a few tips on keeping social media in check.

  1. isolated-timer_qdv9dxDon’t let social media alter your mood. One of the dark sides of social media is that the number of likes or shares on a post can sometimes alter the mood of the poster. If you’ve just posted something about your job search on Facebook or Twitter, don’t get too attached to how others react to it. Remember, most people receive hundreds of messages in their news feed every day, so they may not see your post until much later or they may never see it. Lack of reaction on social media doesn’t reflect poorly on you.
  2. Limit social media interaction—scope and time. When you’re using social media as part of your job search, limit both the scope and time you spend on the various platforms. For example, you might decide that you will limit personal posts and mostly focus on posting things directly related to your job search. You might also decide to spend no more than 30 minutes a day on social media.
  3. Take a social media fast every week. You should have at least one day a week when you’re not on social media. Many of the best connections are made offline at events, conferences, and networking functions. Step away from your computer for just one day (at least) and commit to connecting with job search contacts face-to-face.
  4. Assess the benefits of social media. How effective is your social media job search campaign? Each month you should take the time to determine what tactics are working and which are a waste of time. You only want to put energy into using the most productive strategies for your job search.

Don’t let social media take over your life, leverage it to get the most out of your job search.

Recruiter Corner: Four Essentials Every Career Site Needs

For recruiters who want to attract top performers, a high quality career site is a must. It doesn’t need to be complex but it does need to include four essential elements.Designer Drawing Website Development Wireframe

  1. Job listings prominently displayed. When a candidate visits a legal recruiter’s website, they’re coming for one primary reason—jobs. Don’t bury your job page forcing your candidates to click through several links just to get to a list of employment opportunities. Access to your job search engine or listings should be on the home page. At the very least, you need a direct link to the job page prominently displayed on your home page.
  2. Mobile capability. Most job seekers are using their phone to look for and apply to jobs. If your career site isn’t optimized for mobile users you’ll miss out on top performers. But don’t worry, most web site templates come already optimized for mobile. But if you’re having a web professional design your site from scratch be sure to discuss mobile optimization before they begin the project.
  3. Application submission form. Your career site must make it easy for candidates to submit their resume and cover letter for any job you have listed. You should also provide an email address just in case the application form isn’t working for some reason. You don’t want to lose top performers because of technical problems.
  4. Good visuals and smart design. With the proliferation of easy-to-use web templates, there’s no longer any excuse for a badly designed website. Your career site should include appealing (and relevant) photos and a design that makes your site easy to use.

Make your career site work for you by including all the essentials needed to attract top candidates.

Attorney Job Search: Three Questions You Should Never Ask During An Interview

Asking questions during an interview is generally considered a good thing, but the type of questions you ask matters a great deal. Below are three questions you should never ask an interviewer.questions-not-to-ask-interview

  1. How did the interview go? Everyone wants to know how well they performed in an interview but asking how you did can be awkward. What if you did terrible? You may force the interviewer to then lie or at least awkwardly avoid answering. Instead of asking how you did during an interview, ask if there are any concerns the interviewer has about your experience and abilities. That way the interviewer can say something like, “Yes, we’re a little concerned about your lack of experience in this practice area,” or “No, we don’t have any concerns.” Either way, you get an answer to your real question without being too direct.
  2. When do I get a raise? Asking about future raises and bonus opportunities can come off as a little too eager or arrogant especially if you haven’t been offered the job yet or the employer didn’t bring up salary first. It can also seem like you’re not the right person for the job if you’re already dissatisfied with the salary offered. No one wants to hire someone who is going to leave in a few months when a better paying job comes along.
  3. What are the biggest responsibilities of this position? If it’s in the job description, do not mention it unless you need clarification. Asking general questions that are already answered in the job description or on the company website will mark you as a candidate who is unprepared. If you don’t understand something you found in the job description or on the website, mention that you had more questions about it. But make it clear that you read the information that was already shared with you.

Make a good impression by asking questions that will show you’re prepared and give you deeper insight into the job.

Recruiter Corner: Three Ways To Build Trust On A Cold Call

Building trust on client cold calls is important but also quite difficult. Since you and the prospect you’re calling are complete strangers, trust simply won’t be there—at least not initially. Let’s take a look at a few ways you can build trust quickly on a cold call.ColdCalling

  1. Make a good first impression. The first few seconds of a cold call are crucial to building rapport and trust. You will need to sound clear, confident, and show the right amount of respect if you want to get over the hurdle of mistrust. Ask the prospect you’re calling if now is a good time to talk. And if they say ‘no’ respectfully ask them if you can call back tomorrow at the same time (or a different time). Remember, showing respect for the prospect’s space and time will go a long way in making a good impression and building trust.
  2. Share identifying information. As soon the prospect answers the phone, give the your name and other identifying information. “Hi Mr. Smith. This is Jane Wright from XYZ recruiting,” is a good way to introduce yourself. You don’t want to make anyone play guessing games about your identity. And appearing to use deception or withholding information bout your identity can raise unnecessary red flags.
  3. Mention mutual friends and acquaintances. Another easy way to build trust on a cold call is to mention a mutual friend or acquaintance. You might say, “Sandy introduced us at the networking event” or “John Campbell suggested that I reach out to you.” Once you let your prospect know that someone they trust knows you, you can more easily build rapport.

Build trust fast during a cold call, and you’ll have fewer hurdles to clear on your journey to closing the deal.

Attorney Job Search: Three Body Language Mistakes That Can Sink Your Interview

Preparing for your interview is about more than practicing your answers to the most common interview questions. You also want to project the right amount of confidence and send the right message with your body language. Below are three body language mistakes that could sink your next interview.Body-Language-interview

  1. Inappropriate eye contact. As the saying goes, “the eyes are the windows to the soul.” Or, in this case what you do with your eyes can be a door to getting the job or not. To make the right type of connection at your interview, you must have the right amount of eye contact. While you don’t want to get into a staring contest with your interviewer, you also don’t want to have your eyes wandering everywhere else but the face of the people across from you. As a rule, try to focus on the face of the interviewer, once in awhile looking directly into their eyes (but not for too long) and looking away from their face briefly. In most cases people do this naturally if they’re relaxed. But if you’re nervous, you may need to make a conscious effort to maintain the right amount of eye contact.
  2. Busy hands. If you get nervous in interviews, you may have a habit of having very busy hands—fidgeting with your clothes, touching your face, or playing with some item on the table (papers, pens, booklets etc.). Busy hands are both distracting and annoying, and may clearly tell the interviewers that you’re not comfortable. Make a conscious effort to keep you hands at rest in your lap or on the table. It’s okay to gesture slightly when speaking but avoid getting too animated.
  3. Crossing you limbs. Depending on your level of comfort and familiarity with the interviewers, you may begin to feel defensive, afraid, and very nervous. This discomfort might cause you to cross your arms or legs during the interview. Unfortunately, this closed body language is bad for interviews. You want to give the message of openness even when you’re feeling vulnerable or threatened. If you find yourself crossing your legs or arms, make an effort to uncross them so that you appear more welcoming and relaxed.

Stay conscious of your body language during interviews so that you appear more relaxed and confident.

Recruiter Corner: Mastering The Fine Art Of Making Small Talk

Whether you’re attending a networking event or waiting in line at a conference, the ability to make small talk can help you build and sustain business relationships. But everyone knows that making small talk isn’t as easy as it seems. Fortunately, there are a few tricks you can use to keep the conversation going.roz-small-talk

  1. Bring conversation starters. No matter where you are, you should already have a few handy conversation starters ready to go. You might discuss simple things like the weather, a current event (only positive news), music (a recent concert you attended) or even the drinks and food at the event.       If you know who you’re going to see at the event, try to remember something about the person, then start a little discussion. For example, if you know that they recently took a vacation, consider asking them about it.
  2. Prepare detailed responses. When people start a conversation with you, don’t just give them short answers. If your answers are too brief, it can create an awkward situation where the other person has to keep asking more questions just to keep the conversation going. And if all your answers are brief one or two word responses, it can come off as aloof. Instead of brevity, be prepared to offer details. For example, if you’re asked what you do for a living, you might respond by saying you’re a recruiter and telling the person how long you’ve been doing that and why you love it.
  3. Never forget names. You should always aim to remember names. After someone shares their name, try to use it at least two or three times during conversation. Also, if you do forget their name, you can 1) ask a third-party, 2) simply avoid conversation that requires the use of their name or 3) apologize, offer an reason why you’ve forgotten (you’re very tired, you’re very bad with names, you’re a little under the weather) and then ask for their name again.

Once you get into the flow of mastering small talk, it’ll be easier to connect to others and maintain existing relationships.

Attorney Job Search: Five Things You Can Negotiate Besides Salary

For attorneys who want to effectively negotiate a compensation package, too much fixation on salary is a mistake. Below are five things you should consider negotiating besides base salary.Money_Deal_MAIN_crop380w

  1. Bonuses. There are all types of bonuses available for candidates willing to ask, including sign on bonuses and performance bonuses. Many law firms are willing to reward associates if they reach predetermined benchmarks. And if you’re a candidate with rare skills, they may even be willing to offer a sign on bonus.
  2. Transportation reimbursement. Whether you drive or commute, travel associated with your work can put a serious dent in your budget. That’s why asking for a transportation reimbursement account is a good policy. This could be as simple as a monthly bus card to payment for mileage on your vehicle.
  3. Time off. For many law firms, work feels like it is 24/7. However, getting extra vacation and sick days is just as good as money in the bank, especially when you need that extra time to tend to your personal affairs.
  4. Tuition reimbursement. Thinking about going to back to school? Some law firms may reimburse your tuition costs. Even if the base salary is lower than you expected, having your educational costs paid for could pay dividends for years to come.
  5. Professional memberships. Membership in professional organizations for attorneys can get costly. If you can negotiate with an employer to pay your membership dues, that’s extra money in your pocket.

Don’t let a mediocre salary blind you to other compensation opportunities, negotiate your entire package to take full advantage of a variety of benefits and perks.

 

Recruiter Corner: Getting The Most Out Of Candidate Cold Calls

When cold calling job candidates most recruiters are hoping to find highly qualified talent that fits the qualifications of open job orders. But getting the most out of each candidate cold call requires an approach that snags good candidates now and in the future. Here are a few tips:coldCallingOpeningsThumb

  1. Do a little research. Depending on how you got your candidate cold call list, you may need to do a little research to make sure you’re contacting candidates who at least marginally qualify for the position you’re trying to fill. There’s nothing more annoying that recruiters calling candidates who don’t even work in the practice area for which they’re recruiting.
  2. Get a script. Every call you make to a candidate is potentially disruptive. To minimize the chance of your call being perceived as a nuisance, you should be prepared with a script that will make your call quick and valuable. Here are a few things your candidate cold call script should include 1) the name of the candidate (with the correct pronunciation), 2) the purpose of your call—tell them right out that you have a job opportunity that may benefit them, 3) why you think they are the right fit—if you have their resume, point out something on it that makes it clear why they may do well on the job, 4) a call to action—what do you want them to do with this information? Do you want them to send you an updated resume that you can forward to the employer? A good script will make your call productive.
  3. Prequalify them. Once a candidate shows interest in a job, ask more questions so that you can make sure the candidate is truly qualified. Once you realize a candidate isn’t qualified, begin to close out the call.
  4. Get permission. Even if the candidate is not interested in the job opportunity or isn’t qualified for the position, get permission to contact them again. Ask the candidate if it’s okay to call or email them about future job opportunities. If you approached your call professionally and efficiently, most candidates won’t mind hearing from you again.

Using the right approach, your cold calls to candidates can benefit your current and future recruiting efforts.

Attorney Job Search: Four Good Reasons For Leaving A Company

When you’re going to an interview, it’s expected that hiring managers will ask about your experiences, strengths and skills. But are you prepared to discuss why you left your last job or the one before that? Below are four good reasons for leaving an employer.

  1. New-Job-Old-JobLogistics. Moving to another state or simply living too far from your job is a good reason to quit. If this is the reason you left your last employer let the interviewer know.
  2. Goals. Every attorney is looking to grow professionally. Unfortunately, not every law firm offers adequate opportunities for advancement or skill improvement. If you left your last job because it wasn’t helping you reach your career goals, feel free to share that with the interviewer. And if you can, let them know how you believe their firm can help you reach your career goals.
  3. Compensation. Many attorneys look for a new job because their current one isn’t paying enough. If this is your reason, be careful how you frame it. Let the interviewer know that as your skills and experience advanced at your last job, you outgrew the position.
  4. Stability. Sometimes law firms go through major changes—partner shifts, revenue declines, market fluctuations—that make them unstable. If you left your last job because the employer was experiencing major issues, it’s okay to mention it to the interviewer.

No matter what your reason for leaving an employer, be prepared to candidly but tactfully discuss it with the interviewer.

Recruiter Corner: Four Signs You’re Working Dumber Not Smarter

Some legal recruiters are under the flawed assumption that working long, grueling hours is the key to success. Unfortunately, what they don’t realize is that they’re playing a game of overwork and diminishing returns. Let’s take a look at four signs that your working strategies are dumber not smarter.turtle-skateboard

  1. Everything is urgent. If you find yourself in a constant state of urgency, juggling several projects and tasks simultaneously then you probably don’t prioritize what’s truly important. A clear sign of working dumber not smarter is that you haven’t learned to put the unimportant things last while prioritizing those tasks that are critical to achieving your most important goals.
  2. Procrastination rules. Doing the tough tasks first is difficult. That’s why many legal recruiters put off the most daunting problems and issues for days, weeks or even months. This habit of procrastination isn’t a smart move, especially when your job is to get things done (difficult things) in a short period of time. If you find yourself procrastinating on the difficult tasks, regroup and make a commitment to doing the hard work first.
  3. You’re a one-man show. One of the biggest signs that you don’t have smart working habits is that you try to do everything yourself. Maybe you feel that you can’t trust anyone enough to hand off work that needs to get done. But operating as a one-man show is a sure way to crash and burn along the way. Make a new habit of delegating at least some of your minor tasks to others.
  4. You’re lost in the details. Attention to detail is important, but too much attention to the little things could cause you miss the bigger picture. You must learn to pay attention to only the most important details and ignore the rest.

Getting things done as a legal recruiter requires you to develop smart working habits.