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The Case for Search Firms
From Legal Network News
Are you trying to find lateral hires without using a search firm? If so, you may be eliminating a valuable resource.
Not too long ago, there was a glut of highly qualified attorney candidates and very few openings. Law firms and corporations were inundated with resumes and did not need to rely on the services of search firms. The market has recently shifted and attorneys with 2-5 years of experience and top credentials are in demand, particularly those with corporate or real estate backgrounds. Now, the majority of resumes that you receive unsolicited are probably not of the caliber that you are seeking.
If you run an ad, the responses will be from attorneys who are " looking" and may not even meet your minimum criteria. The old adage that it is better to hire someone who is not "looking" but willing to investigate a better opportunity still rings true. To find the people who are not "looking" you will need to enlist the services of a search firm.
Most search firms maintain candidate databases with detailed information about each attorney's experience, academics, background and goals. They know if someone wants a smaller firm, different type of practice, less hours, more money, shorter commute, etc. They have identified factors which will motivate a candidate to move and only present opportunities when the candidate's criteria and the firm's qualifications match. Since the top candidates are in demand, they are heavily recruited and the search firm serves as your ambassador, promoting your firm over competitors.
Search firms serve as a liaison between the candidate and your firm and can keep the deal on track by facilitating with scheduling, offers and other details. Have you ever lost a candidate because you didn't respond in time or your offer was too low? The search firm will provide you with the necessary information so that when you make an offer, the candidate will accept it.
Search firms spend a significant amount of time identifying and qualifying prospects, "counseling" candidates about career options, and learning about their goals and needs. These are the candidates who do not respond to ads because they are not "looking" and these are the candidates that you will want to interview. Take advantage of the services that search firms provide so that you can fill all your attorney openings with top talent!