Even with a high unemployment rate, compensation is still an important factor on every job seeker’s “wish list.”  For legal recruiters looking to source attorneys for firms whose compensation package may not be on par with others in the industry, finding quality can become a challenge even during a recession. So how does a recruiter sell low-pay positions to high quality attorneys?  Below are a few tips:

1. Find out other qualities the company offers besides compensation. Is there job security? A fun working environment? The opportunity for fast promotion? Whatever it is, include those other qualities on your sell sheet.
2. Be upfront with job candidates about the low-compensation package offered by the firm. The last thing you want to do is take a job candidate through the interview process and then shock them with a low-ball salary offer.  That’s the type of thing that could sour your relationship with the candidate and with the firm if the person rejects the offer after showing enthusiasm for the position.
3. If there are reasons why the low-pay of the job doesn’t matter, such as a low-cost of living in the city where the job is located, make sure to mention those things upfront.  Attorneys living in New York may earn more money than attorneys living in Jackson, MS, but they also must pay out significantly more money for their living expenses. This is something reasonable job candidates will consider.