Experienced legal recruiters understand that the best candidates are difficult to find even during a time of job shortages.  Whether we’re in a job boom or bust, smart legal recruiters know that they must implement strategies which are most effective in attracting top performers.Below are a few mistakes that some recruiters make when sourcing talent, along with a few tips on corrective actions.

1. Some legal recruiters make the mistake of accepting the job description as is without enough examination or questioning.  We all know that it can be difficult for members of the law firm’s hiring staff to come to a consensus about the responsibilities of the position. 
   The result is that some job descriptions include things which are not core responsibilities of the position for which the recruiter is sourcing. Take a few moments to ask the hiring manager which of the responsibilities are the most important.
2. Even during a recession, the attitude of “post it and they will come” is not one that will attract the most qualified candidates.  The most sought after clients need a good reason to respond to a job ad. Is your job ad appealing enough to attract top performers?
3. At every stage of the souring process, legal recruiters must be aware of and act on the three major motivating factors for top performers 1) job offers which have long-term opportunity. Can the job candidate make significant career advances in this job? 2) the law firm is strong, growing and offers opportunity for personal/professional growth. Job candidates don’t want to work for firms experiencing financial problems or major internal issues; 3) the compensation offered is fair, including good benefits and a reasonable work/life balance philosophy.