Many independent
legal recruiters have a storehouse of knowledge that they want to share with
job candidates. That’s why many independent legal recruiters consider offering
career coaching, in addition to their recruiter services. Below are a few things that legal
recruiters should consider before branching out into career coaching:
1.
What
is the problem you’re trying to solve for job seekers? There are a multitude of
career coaching services on the marketplace and they all offer solutions to the
problems of job seekers and employed professionals. Take an honest and objective look at the marketplace; is
there a problem that you can fix?
2.
To
increase your chances of success, try to focus on just a few problems that you
are especially equipped to fix.
For example, do you have specialized knowledge that would help a job
seeker write a better cover letter, improve their interview skills or becomes
more effective at networking?
3.
What
would make your career coaching service different from competitors? Offering a career coaching service
that’s just like those that already exist won’t prove very profitable for you
or the job seeker. Ask yourself,
what career coaching services are missing and how can I as a legal recruiter
fill in the gap?