How To Identify The Right Legal Recruitment Partner
- December 10, 2022
We’re living in a world where the demand for talent significantly outweighs the number of available candidates in search of legal roles. More than half of U.K. businesses are experiencing skill shortages, and countless worldwide organisations struggle to fill critical positions.
Factors like the Great Resignation, the rise of remote working, and changing employee priorities have made it harder than ever for legal leaders to fill their employment pipeline. In this environment, businesses must access the right support.
A specialist legal recruitment partner with expertise and experience in your industry makes it easier to find the people capable of transforming your team. Here’s how you can identify the right one to work with in 2023.
Why Law Firms Need Recruitment Partners
Currently, around 80% of organisations say they have difficulty filling positions due to a lack of available skills.. As unemployment levels continue to drop, the quest for talent will likely become even more challenging for modern brands.
Having a legal recruitment partner can be the ultimate way to stay one step ahead of the competition and ensure your firm can thrive in the years ahead. Companies like ours have spent years cultivating networks that offer extensive access to top talent.
We can tap into “passive” candidates who may not be actively searching for new roles. As recruitment experts, we are skilled at positioning firms to the right candidates by offering help with social media marketing, job description writing, and interview setting.
A legal recruitment partner gives your firm the extra support to quickly track down the right talent and build a pipeline of available experts. They know where to look for talent and can help your business to appeal to every part of the workforce.
How to Choose the Right Legal Recruiting Partner
Choosing the right legal recruitment partner can be a daunting task, especially when there are so many options available. The key to selecting the right partner is to carefully evaluate all of the factors that they bring to the table. A legal recruitment expert has the potential to save firms time, money, and headaches in the search for legal talent. However, the success of your new strategy will depend on your ability to choose the most suitable company for your business. Here’s how to get started.
1. Look at Their Brand Presence
Branding and online presence are growing increasingly important to the recruitment landscape. Countless candidates check a company’s “employer brand” before deciding whether to work for them. They’re also increasingly active on digital channels when searching for jobs. Around 90% of candidates now use social media in their job search.
To ensure you can adhere to the changing recruitment landscape, you’ll need a legal recruitment partner with an excellent image and a strong online presence. After all, if the company fails to market itself effectively online, it may also struggle to promote your vacancies.
Search for active social media pages across LinkedIn, Facebook, and Twitter. It’s also worth looking at how frequently your legal recruitment team shares thought leadership content and blog posts to support their sector.
2.Prioritise Industry Experience
Every industry has its specific nuances to consider when it comes to recruitment. People in the technology landscape are looking for different things from their employers than those in the engineering space. These groups have different messaging, unique priorities, and different expectations. As such, finding a recruitment partner who knows your space is important.
A specialist legal recruitment partner will understand your landscape and the kind of candidates you’re trying to reach. They’ll know how to position your job descriptions, what types of copy and content will attract employees, and even where to look for passive candidates.
A recruiter with a good knowledge of your sector will also be able to match a specific individual’s skills more easily to the goals and requirements of the role in question.
3.Explore Recruitment Service Options
Different legal recruitment partners can offer different kinds of services to their clients. Some work on specifically filling roles as they emerge in the company, while others fill talent pipelines with various candidates. This may even involve reaching out to the 70% of candidates who aren’t actively searching for a new job when you’re hiring.
Various recruitment partners can also offer different levels of assistance with the recruitment process. Some can help with writing job descriptions and social media posts, so you can improve your chances of reaching the correct audience with the right language. They may also offer help with your interview and shortlisting process.
Some recruitment agencies will offer ‘contingency’ recruitment services whilst others can speak to you about ‘retained’ – normally a fully-tailored recruitment service, typically suitable for more senior hires who aren’t on the active market,
The level of assistance you need and the extent of the service you’re looking for will help you to determine which partner is right for you.
4.Check Case Studies and Testimonials
Reviews and testimonials are an excellent way to get a behind-the-scenes look at the kind of support you can expect from your legal recruitment partner. Your chosen company should have a website to showcase case studies and details about previous client interactions.
Look through the messages left by other clients and legal professionals, and find out as much as you can about how happy they were with the speed, accuracy, and guidance offered by the recruitment team. Aside from checking the company’s website, you can also look across the general digital footprint for additional business comments.
A recruitment company’s social media page can be an excellent place to look for quick messages from happy clients or posts showcasing recent reviews.
5.Get in touch
Finally, once you have a shortlist of the legal recruitment partners you might want to work with, it’s worth reaching out and arranging a time to talk. A conversation with your recruitment partner can help you to answer a lot of questions you might have about their service, how much support they can give, and how they’re going to communicate with you in the future.
Speaking to the recruitment experts also allows you to test their knowledge and build a rapport for future interactions. A good recruitment company should be ready and willing to arrange a meeting with the stakeholders in your time where you can discuss all of your concerns. Depending on their location, they may offer various forms of communication, such as video conferencing, calling on the phone, or face-to-face meetings.
Whether you already have an internal team responsible for hiring, or you outsource this to sector specialists, using the services of a reputable legal recruiter can add a huge amount of value to your hiring strategy. Finding a partner that can act as an extension to your own business and is flexible and adaptable in their approach is key.
Ultimately, in our 25-year experience, all legal clients we speak to are looking for four things – speed, a reduced workload, personalised relationships and ultimately, results.
And, although time is a precious commodity (in law, particularly), doing your due diligence in selecting and identifying an agency you can trust to deliver is time well spent in the long run.
About Clayton Legal
Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.
Click here to speak to one of our experienced Legal specialists or call 01772 259121 for more information on how our exceptional recruitment experience can help your career aspirations.