Have you found that despite your best recruiting efforts, you’re still
missing out on opportunities to snag top performers? Below are three mistakes that legal recruiters make which can
cause them to lose out on top performers:
1. Failing to focus on passive candidates. While it’s
important to source active candidates, most top performers are passively
looking for their next job opportunity.
Legal recruiters should make sure that they’re not so busy fielding
active candidate resumes and inquiries that their passive candidate recruiting
gets pushed to the back burner.
2. Failing to vet and prioritize top candidates before
sending them to the interview. Legal recruiters should make sure that they
identify and prioritize top performers before they send out job candidates to
interview with employers. Take the
time to do a pre-interview and briefing with top candidates to make sure that
they understand how the job will improve their career so that when they enter
the interview with the employer they are more than lukewarm about the job.
3. Failing to communicate to the employer that the
interviewee is in demand by others. Top
performers have many opportunities for work, that’s why they are so difficult
to snag. Legal recruiters must remind the employer that the job candidate is an
in demand top performer who may have other offers, making it imperative that
the employer make a decision as quickly as possible.