Experienced
legal recruiters can probably sort through resumes with a high level of skill.
They can easily separate the unqualified job candidate from the qualified job
candidate. But what about candidates who may not have the qualifications
required for the job such as a specific number of years experience; but who may
still be a reasonable choice? Legal
recruiters may be passing up an opportunity for future recruiting if they
simply toss those types of resumes into the trash bin. Below are a few examples
of how unqualified job candidates serve as a future resource for your talent
needs:
- The recent law school graduate who applies for
a job requiring two or more years experience may not be qualified for the
job you’re sourcing for now; but they may be the perfect fit for another
client’s needs in the near future. Even in another year, some employers
might be willing to give them a chance if they have other qualifications
such as being alumni of an Ivy League school or speaking a foreign
language.
- The job changer who has a law degree but has
been out of practice for several years because they were running a
business or doing something else. This job candidate might not be
qualified today because they haven’t recently practiced law; but in a year
they too may be a great passive candidate for a job opportunity with one
of your clients.
- The lower level junior attorney applying for
senior level jobs may not be ready for the “big leagues” today but he/she
may be the perfect match in just a few years.
Recruiters
should create a file for unqualified candidates who have some potential for the
future. Not only can they contact them
for future job opportunities they can also use them as a source to connect to
other candidates.