Time For The Tough To Get Going!

by Laura Leopard 25. February 2009 13:58

Times are changing rapidly. Firms are closing, merging and downsizing. Attorneys are out of work in great numbers. What does that mean for recruiters? It means they will have to work just a little harder. When the going gets tough, the tough get going!

The overall numbers are down for job openings, but many of the openings are indeed true needs. If you can judge the age of the opening, you have a good idea of the validity of that position. Many corporate job postings on firm websites may not be true needs, but positions in Intellectual Property, Labor & Employment, Energy and Bankruptcy generally are. Intellectual Property tops the list with the most job openings, followed by Bankruptcy and Labor and Employment. These jobs have a much more likelihood of being pursued by the law firm and filled.

Recently laid off attorneys are in an unfortunate position. Their skills do not match the requirements of the jobs the firms are seeking to fill. Your recruiting firm may be awash in resumes, but are they resumes of the desired attorneys? The answer is most probably, ‘no’. Now is the time to recruit those passive candidates with zeal. You can’t spend time trying to fit a round peg into a square hole. You must present candidates with the credentials and experience the law firm is seeking. If you don’t, you risk losing faith with the law firm.

Will you find resistance from attorneys to move? Yes. In these rocky times, people have a tendency to hunker down, hoard and hold on to what they have, rather than embrace change. An analysis of their standing at the firm would help them access their true job stability. Are they getting enough work? Are their billable hours low or merely mid-range? Is their own firm stable, or poised for future cuts? MOVING to a new law firm could in many cases, be the most prudent thing to do. These are the ideas you should express to potential candidates.

Attorneys must access their value and options. A recruiter should help them in this evaluation and decision. A recruiter’s own knowledge of the firm, where they are currently employed as well as the firm that’s being proposed, can make an enormous difference. Your mastery of the facts and knowledge of the industry can guide your candidate to make the right decision.

Recruiting will continue, law firm needs will continue, but the successful recruiter must work harder in this market and dot every ‘i’ and cross every ‘t’. Know the objections of the attorney before he brings them up. Know the law firm and your attorney well, before you present them to the firm. Now is the time for heightened professionalism and the willingness to go the extra mile for your client AND candidate.

Leopard Solutions clients have the advantage of our data behind them. Leopard Reporting, our Job Program and the Leopard List put valuable research tools at our clients disposal. They have the hard facts they need in seconds, along with candidates and job openings. Non-clients are encouraged to use the free tools on our site that can help keep them AND their clients informed. Our Law Firm Profiles are an excellent tool for firm research. The Hot Spot can deliver firm news to you each day – all day – to keep you up to date on what firms are doing. This is the moment where you need to draw from every resource, and put as many tools in your arsenal as possible. This is the time put your best foot forward, and we’re happy to help recruiters do just that!

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Time For The Tough To Get Going!

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