Recruiter Corner: Three Types of Clients That Keep You In Business

Life as an independent recruiter is stressful but it can become even more trying when you’re forced to hustle for new business each month. Fortunately, there are three types of clients that can help keep you in business.Clients1

  1. The anchor client. The anchor client is an employer who consistently sends job orders your way throughout the year. Maybe you have an agreement with them to do all of their recruiting. Whatever arrangement you have with this type of client, you can count on them to consistently do business with you year after year.
  2. The referral client. The referral client is an employer who may not do business with you consistently throughout the year but they constantly refer new business your way. This is the type of client who has been very satisfied with your work as a recruiter. And they are always willing to put in a good word for you anytime other employers are looking for an experienced recruiter.
  3. The periodic client. The periodic client is an employer who is satisfied with your work but who doesn’t have a big need for your recruiting services very often. However, this client does business with you once or twice a year or every few years. Even though they don’t make up the bulk of your business, staying in touch with the periodic client can help you keep a steady flow of cash during slow periods.

If you want to build a strong foundation for your recruiting business, be sure to cultivate relationships with all three of these client types.

Attorney Career: Four Tips For Surviving After You’re Fired

Getting fired is a harsh experience by any measure of the imagination but what you do afterward can harden or soften the blow. Below are a few tips on what you can do to survive and even thrive after you’ve been fired.

  1. box_laid_off_office_91624842Stay calm. Getting fired can trigger strong emotions, especially if being let go is unexpected, very public, and humiliating. It may be tempting to blow off some steam by telling off your boss or venting to co-workers online or offline but doing so can burn bridges. The smart move is to hold your tongue and stick with the old adage, “If you don’t have anything positive to say, say nothing at all.” Staying mum will give you leverage that you can use later.
  2. Get a clear reason. Since you have your emotions under control, it’s time to do a little digging. Find out exactly why you were fired. Is there a paper trail of problems that led to your firing? Do you have proof to challenge the reasoning behind your firing? Are there any issues related to discrimination or retaliation that may have lead to your firing? If so, document details about the situation and get the contact information of any witnesses.
  3. Know your rights. If you feel that your firing is unjust, find out what your rights are. Do you have any legal recourse? Do you have enough evidence to prove your case? If so, consider meeting with an employment attorney but do so discretely. Don’t tell co-workers who could tip off your former employer .
  4. Get references and referrals. Before you walk out the door, try to get the contact information of anyone willing to be a reference for you or give your job referrals. Keeping this line of connection open will help you find work even though you were fired.

One of the keys to moving on after you lose your job, is having an effective response in the immediate aftermath of being fired.

Legal Recruiter: Four Ways Mistakes Help You Grow Professionally

The journey of a recruiter is filled with pitfalls and opportunities for error. But it’s these mistakes that can help you grow and thrive professionally. Let’s take a look at four ways you can benefit from your mistakes.iStock_000045739306_Full-1024x683

  1. Mistakes help you clarify your values. With every error you make, there is an opportunity to remember and clarify what it is that you belief in. The consequences of your mistakes hurt because they sometimes violate our values. For example, if you mistakenly sent a poorly qualified candidate on an interview, you may feel disappointed in your mistake because you value finding and referring only the best to employers.
  2. Mistakes help us identify tactics that don’t work. Creating good strategies takes time and energy. That’s why it’s important to implement only those tactics that are most effective. When you make a mistake in strategy, that mistake offers important information about what isn’t working and how you can make improvements.
  3. Mistakes force us to recognize our limitations. Many recruiters want to do it all and to achieve as much as they can in as little time as possible. Unfortunately, there are limits to what you can do even if you’re one of the best recruiters out there. And mistakes will offer painful reminders of what those limits are. It’s up to you to recognize those limits and plan around them. Sometimes limits can offer opportunities for increased creativity.
  4. Mistakes humanize us in the eyes of others. While making an error can be embarrassing, it’s a not in your best interest to hide from your mistakes. When you make a mistake and admit it to those harmed by the error, it shows that you are human and that you are willing to correct yourself when necessary.

If leveraged correctly, mistakes can offer an opportunity to get better and stronger.

Attorney Job Search: Three Things Law Firms Look For In A Lateral Hire

If you’re looking to make a lateral move to another law firm, you’ll need to craft a resume and cover letter that speaks to what recruiters and hiring managers desire. Below are a few things that law firms and recruiters look for in a lateral hire.

  1. Look-before-you-leap-when-making-your-next-lateral-move-mediumA clear career pattern. As with most attorneys, if you’ve been in the legal industry for any amount of time you’ve probably move around. That’s sometimes a good thing, but depending on what types of moves you’ve made, it could hurt your job search. Legal recruiters and hiring managers are looking for candidates who have a clear career pattern—the type of changes that show you’re both flexible and consistent. For example, going from work as a divorce attorney to an attorney who primarily handles child custody cases shows a clear progression in your career. However, going from a family law attorney to a litigation attorney to a real estate attorney demonstrates a clear inconsistency in your career pattern.
  2. A strong book of business. If you’re an experienced attorney, hiring managers and legal recruiters expect to see that you have a good book of business. If you haven’t been able to build a book of business, it may be a red flag that will cost you an opportunity. If you’re thinking about a lateral move to another law firm, shore up your book of business so that you have the best chances of getting hired.
  3. Job longevity. While most recruiters and hiring managers expect to some job moves in your attorney career, candidates who move too often will have a difficult time getting hired. Job candidates who change jobs every two years or who quit their most current job after only a year will probably be looked at with suspicion. Some hiring managers and recruiters may fear a job hopper is someone who simply doesn’t have the skills needed or who lacks the ability to work well with others.

If you’re looking to make a lateral move, make sure you can meet at least some recruiter and hiring manger expectations.

Recruiter Corner: Branding Mistakes That Could Dilute Your Message

Sending the right message about your recruiting brand will determine which types of clients and candidates you attract. But some recruiters make basic branding mistakes that dilute their message. Below are a few tips on what branding mistakes you should avoid.logo-design-business-branding-west-sussex

  1. Failing to make your brand distinct and specific. Powerful brands are recognizable and relatable in seconds. When we see the “swoosh” we know immediately that it’s Nike. When we see the Coca-Cola red and white we know immediately what brand it’s referring to. When you’re creating your brand, you need to focus on making it stand out in the same way that the most powerful and popular brands stand out. And don’t let the fact that you’re small or new hold you back, think about crafting a brand that’s unique and memorable.
  2. Failing to create branding guidelines. From the first moment you begin to create your brand, think about the guidelines you will hold that brand to—colors, shapes, typography, philosophy, mission, and values. These guidelines should be followed in everything you do, including your social media posts and press releases. If there is someone else working with you, make sure they also understand and follow these guidelines.
  3. Failing to follow your branding guidelines. The longer you work on your recruiter platform, the more opportunities you’ll have to do something off-brand. Many recruiters may get decide to stray from their branding guidelines for various reasons—it’s cheaper, faster, easier, or it seems to be the most popular thing to do at the time. However, straying from your guidelines will only dilute your message.

If you want to build a strong brand, start from the beginning by creating a brand that is distinct in a way that will help you stand out in the crowd

Attorney Job Search: Sales Tips For Job Seekers

For job seekers looking to impress recruiters and hiring managers, a solid understanding of sales is critical for success. As a job seeker, getting hired is just as much about selling your skills and expertise as it is about sending out resumes and landing interviews. Below are two important sales tips that you can adapt to your job search.How-to-sell-yourself

  1. Making the sale is rooted in customer belief. No matter how impressive your resume or how charismatic you present in an interview, if the hiring manager doesn’t believe that you’re the right fit they’re not going to take a chance on hiring you. That’s why you must focus on tackling beliefs that could keep a hiring manager from hiring you. Are you a new attorney? Maybe the hiring manager wants someone with more experience. Are you a small firm lawyer applying at large firm? Maybe the hiring manager doesn’t fully understand how a small firm attorney can survive in a big firm environment. Find out what negative beliefs the hiring manager may have about you, then address them one by one.
  2. Your self-perception matters. How you view yourself as an attorney and how you view the value you bring to a law firm is critical to your job search process. It’s self-perception that will determine which type of jobs you will apply to, what offers you’re willing to accept, and what type of compensation package you’re willing to negotiate. Ultimately, selling yourself as an attorney is just as much about believing in yourself as it is about convincing others of your value. If you want to get hired, you must correct false and negative self-perceptions and enter your job search with self-confidence.

Getting hired requires you to approach the job process with self-confidence and dispel negative beliefs about your competence or fit.

Recruiter Corner: Conversation Starters For Networking Events

Networking events can always be a little awkward, especially if you’re shy or a little on the introvert side. That’s why it’s good to have a few ready-made icebreakers at your disposal when you’re trying to get to know new contacts. Below are a few icebreaker questions to make your networking events a lot easier.Networking

  1. Are you from this city? If you’re traveling to a networking event out of town such as a conference, this is always a good opening question. If the person isn’t from the city you’re visiting, good follow up questions include, “How do you like it so far?” “What good tourist sites have you seen so far?” “Is this your first time visiting?”
  2. Do you come to these events often? Sometimes networking events are ongoing, taking place every week or month. If this is the case, asking the contact about their experiences with past events is a good conversation starter. If it’s their first time and you’ve attended past events, take this opportunity to offer tips or share positive stories about your experience.
  3. What is the best dish? Asking the new contact for advice on something, which drink or dish to pick, is a good way to break the ice. You might even ask about other people at the event. This gives the contact an opportunity to share information with you and continue the conversation if they choose to.

Once you break the ice with new contacts at a networking event, don’t be afraid to let the conversation flow naturally.

Attorney Job Search: Three Tips For Thinking Outside The Box

When the competition for jobs is tight, candidates must be willing to think and act outside the constraints of a traditional job search. But how do you unlock your inner creative genius when in the throes of a tough job search? Let’s explore three tips for thinking outside the box in your job search.skylight-resized-600

  1. Reframe the problem. When most job candidates think about applying for a job, they think the problem is convincing a hiring manager that they’re a good fit. But if you want to get creative, you’ll need to dig a little deeper—look at the problem of getting hired from many angles. Not only do you want to convince the hiring manager that you’re a good fit, you may also want to convince them that you’re a good long-term investment, that you bring in valuable assets, and that you’re the type of person that will complement their existing team of attorneys. It’s this type of reframing of the problem that will help you act in creative ways when looking for your next job.
  2. Stay detached. It’s tough to think outside the box when you’re attached to the outcome of your job search. If you want to get creative, you’ll first need to establish psychological distance. Imagine that you’re not the person actually looking for a job. Imagine that it’s someone else who needs work, and that this person is bold and adventurous. Now think about what you would have them do to achieve their goal. It’s the advice you formulate while detached from the situation that will offer up some serious gems for your own job search.
  3. Embrace mistakes. It’s natural to want perfection in your job search. But too much aiming for perfection can turn into procrastination and rigidity in your approach. Instead of aiming for perfection, aim for competence and be willing to embrace the mistakes that you will make inevitably. By embracing the possibility of mistakes, you’ll be freer to take on the risks of thinking and acting outside the box.

Don’t let your job search become stale and ordinary, be willing to think outside the box so that you can make a great impression.

Three Realities Recruiters Must Accept When Engaging Hiring Managers

So many legal recruiters vie for the attention and business of hiring managers, that it can seem impossible to stand out, especially if you’re new to the market. But it does get easier once you’re willing to recognize and embrace three basic realities when engaging hiring managers.Business-Men-Coffee-Talk

  1. Hiring managers care about business outcomes. If there is one thing that hiring managers put above all else, it’s the business outcomes related to recruiting new talent. Hiring mangers want to bring on attorneys who not only work well as lawyers but who will add value to their law firm’s bottom line. Recruiters who let hiring managers know that they understand this basic reality will gain an advantage.
  2. Hiring managers are time misers. Just like recruiters, hiring managers have very little time to vet candidates and recruiters. This is why recruiters must have a knack for making their case in as little time as possible. Craft a tight pitch that shows the hiring manager that you’re the right choice in as little as 30 seconds, and you’ll be well on your way to building a impressive database of business relationships.
  3. Hiring managers are risk adverse. While there are many quality job candidates out there who are switching careers or practice areas, some hiring managers may be unwilling to take a chance on them. If a recruiter thinks that an “unproven” candidate will make a good hire, they must figure out a way to reduce the perception of risk.

Accept and prepare for the realities of engaging hiring managers and you’ll find it easier to make successful connections.

Attorney Job Search: Three Things You Should Never Say To A Recruiter

Working with an experienced legal recruiter is a great strategy, but how you communicate your needs and wants is just as important as your resume. Let’s take a look at three things you should never say to a legal recruiter.shutterstock_284569808

  1. “I’m open to any job.” While saying that you will take any type of job seems like an open-minded thing, it actually sends the message that you’re desperate. And every recruiter knows that desperate people will take jobs they really don’t want in the heat of the moment, only to leave when something better comes along. If you’re really feeling the stress of a long-term job search, avoid the appearance of desperation. You can let the recruiter know which specific compromises you’re willing to make but stay firm on being valued for your work.
  2. “I’m hoping my current job will offer something better.”   If you’re dipping into the job market because you’re not being compensated enough by your current firm, it’s important that you mentally prepare yourself for the possibility that your current employer won’t give you an offer that’s to your satisfaction. Telling a recruiter that you’re hoping to get a better deal at your current job won’t leave them feeling inspired to submit your resume to job openings. You must let recruiters know that you are in fact prepared to move on from your current job and that you’re not just a tire kicker.
  3. “I really hated my last employer.” Everyone has worked at least one job they hated, but it’s not wise to tell a recruiter this. Even if every bad thing you say about your former employer is true, it won’t make you look good to gossip about those facts. If you didn’t enjoy your last job, try to focus on what you did like or keep your comments about the job short and to the point.

The next time you work with a recruiter, make sure you’re communicating the type of messages that will make them do their best work for you.