One of the biggest complaints that some job candidates have about recruiters is that they “overpromise” and “under deliver.” How can legal recruiters avoid this type of problem which breaks down the trust between the job candidate and recruiter?  Well one way is to make sure that recruiters utilize job boards and other online communication tools in an ethical manner.  If there was a job board code of ethics for legal recruiters it might look something like this:

1. Only post jobs which are really available. There is NOT an epidemic of legal recruiters posting jobs which do not exist; however when it happens it can leave job candidates bitter and leery of the next recruiter.  It can also destroy the reputation of the legal recruiter who is known for that type of behavior.
2. Once a job has been filled, update your job board status if you do not already have an expiration date for the posting. While the internet is capable of holding what seems like an infinite amount of information, out of date and incorrect information becomes clutter for us all. Job candidates will greatly appreciate it if recruiters either remove or update ads which have already been filled.
3. Avoid purposely vague or misleading job posts.  Legal recruiters using job boards should be as specific in the job description as possible so that they can attract the right type of candidate. Don’t avoid listing things such as salary or benefits because you know they are unacceptably low, instead, be honest and offer up other reasons why high quality candidates should apply for the job.