As strange as it may seem,
the reality of today's tight job market is that more recruiters find themselves
swimming through a sea of resumes from candidates are simply aren't the right
fit for their client needs. Yes, there are more legal professionals on the job
market; but the rules of snagging a quality job candidate hasn't change, a
matter of fact in this environment playing by those rules may be a lot tougher.
Here's what you should know:
- Passive candidates are still
king. If a legal recruiter wants
to increase his/her chances of connecting with quality candidates, keeping a
hand in the passive candidate job pool is a wise strategy. Legal recruiters
should work their passive candidate strategy while still vetting active
candidates who respond to job ads.
- Develop job ads that
address the needs and wants of job candidates while highlighting the benefits
of working with your client. The
best job candidates still have the "pick of the litter" and are looking
for companies that fulfill their needs and help them meet their career goals. Make
sure you're job ads are clear about how the employer will do that.
- Identify and vet the best
candidates first and quickly move them to the interviewing stage. The best job
candidates are often not on the job market for extended periods of time because
shrewd companies snap them up as quickly as possible. When you identify and vet
a quality candidate do everything you can to get them hired with your client as
quickly as possible. Time is of the essence.