For legal recruiters looking for ways to improve their business, below are seven legal recruiter best practices:
- Survey all new hires to find out why they chose to accept the job. As you do this over a period of time you will be able to identify the most common selling points for new hires.
- Survey all job candidates who rejected a job offer and ask them which factors influenced their decision to pass up the opportunity. Doing this will allow legal recruiters to identify the most common factors which turn potential hires away from a job.
- Create several pipelines of referrals. Legal recruiters should constantly solicit referrals and have a system in place to begin building a relationship with those referrals even if they don’t currently have jobs available.
- Legal recruiters should develop and maintain a blog or newsletter which will allow them to stay in touch with potential candidates or clients.
- Don’t blindly use recruiting tools. Make sure to constantly check the effectiveness of any tool you’re using and change/replace the tool once it no longer meets your needs.
- Every legal recruiter should identify and cultivate their most productive and valuable relationships. Every relationship, whether it is with a client, vendor or job candidate is not the same, some have more importance than others.
- Create and maintain effective tools which help you to identify and recruit quality job candidates. Quality over quantity should always be the focus.