VOYlegal’s Post

When it comes to working with recruiters on your job search, less is often more. Working with multiple recruiters is sometimes inevitable, and different recruiters do bring different relationships and areas of expertise to the table. If you find yourself working with more than one recruiter, it's important to be thoughtful and upfront with everyone involved. VOY Director Alex Miller, Esq. shares some advice on effectively balancing multiple recruiters.

When firms start their recruitment process only when a need arises, they are engaging in reactive hiring. While this traditional approach may seem logical, it is no longer the most efficient or cost-effective method. Proactive hiring, on the other hand, is forward-thinking, enabling firms to anticipate and prepare for future needs. Instead of waiting for a vacancy to become available, proactive hiring involves actively seeking out and building relationships with candidates before vacancies occur. Why is this important? To stay ahead in the competitive legal landscape, firms need to adapt their hiring strategies. In this article, you'll discover how creating a talent pipeline and building relationships with potential candidates provides a strategic advantage with numerous long-term benefits. #LegalTalent #LegalRecruitment #ProactiveHiring #ReactiveHiring

Effective recruiting is crucial for law firms to remain competitive. Some firms only recruit when they have immediate needs, which can limit opportunities and waste time. It's important to recognize the value of continuous, effective recruiting. **Isn't it time to review your strategy? ** Firms focused on growth and competitiveness understand the importance of wealth creation and recruitment. They aim to create a compensation system that aligns with strategic goals. Key performance indicators for effective recruiting include candidate identification, interviewing, peer recruiting, law school programs, and internal committees and events. Each contributes significantly to the recruitment process. Recognize these key contributions in your compensation program and reap the benefits of a proactive, consistent, and strategic recruiting approach. If you want to take your firm's recruitment strategy to the next level, visit https://hubs.li/Q02JtS7Y0.

Reasons to Use Retained Executive Search Retained executive search firms may be the solution for those who are looking for a comprehensive, dedicated, and tailored approach to their executive search. The commitment of a retained executive search firm comes from the fact that you pay for their services upfront, which drives accountability to you and the role you’re recruiting for. You’ll always know where the process stands, and you’ll receive regular reports and recommendations. With a retained firm, you’ll receive more attention and commitment than you would from a contingency recruiter. Unlike a contingency recruiter, a retained executive search firm is committed and accountable to you. Contingency recruiters may be swayed by more lucrative deals or cut their losses if potential candidates are difficult to find. There’s no understanding of where you are in the process and no regular reporting. With a retained firm, you’ll have someone working closely with you who can answer your questions, and you’ll know exactly where the situation stands. Consider using a retained executive search firm for your next executive search. You’ll receive the dedicated attention and tailored approach that you need, and you’ll be able to trust that the firm is committed and accountable to you. ☎ Call 07948 470159 or email helen@upprofessionals.co.uk to learn more. #executivesearch #utilities

Effective recruiting is crucial for law firms to remain competitive. Some firms only recruit when they have immediate needs, which can limit opportunities and waste time. It's important to recognize the value of continuous, effective recruiting. **Isn't it time to review your strategy? ** Firms focused on growth and competitiveness understand the importance of wealth creation and recruitment. They aim to create a compensation system that aligns with strategic goals. Key performance indicators for effective recruiting include candidate identification, interviewing, peer recruiting, law school programs, and internal committees and events. Each contributes significantly to the recruitment process. Recognize these key contributions in your compensation program and reap the benefits of a proactive, consistent, and strategic recruiting approach. If you want to take your firm's recruitment strategy to the next level, visit https://hubs.li/Q02JtKV90.

Are you tired of the cost and hassle of bad hires? 🕴️🔍 Recruitment isn't just about filling a vacancy; it's about finding the right person who fits both the role and your firm's culture. As legal recruitment specialists, we understand the importance of getting it right the first time. Here are five ways we help law firms dodge the bullet of a bad hire: 1️⃣ Comprehensive Screening - It's not just about the CV. We dive deeper, assessing candidates' skills, experience and personality and ensuring their values align with your firm's ethos. 2️⃣ Market Knowledge - With our ear to the ground, we provide insights into the current market trends, salary benchmarks, and the best attraction strategies to secure top legal talent. We also know, who is open to a move, but not actively looking. 3️⃣ Interview Assistance - We're with you every step of the way, from helping with interview questions to aiding in decision-making processes, all tapping into our experience in the legal sector. 4️⃣ Extensive Network - Utilising our broad and meticulously curated network, we ensure access to a pool of high-quality candidates, often unavailable to the wider market. 5️⃣ Post-placement Support - Our job doesn't end at placement. We offer support to ensure smooth onboarding and integration, aiding in long-term hire retention - 92% of our placed candidates are still thriving in their roles after 12 months. The right recruitment agency is more than a service provider; it's a partner that understands the high stakes of each hire. Let's discuss how we can tailor our expertise to your firm's unique needs and keep those recruitment mistakes to a minimim. Visit thorntonlegal.co.uk to learn more. #legal #recruitment #lawfirmmanagement

🏛️ Law firm recruiters, are you ready to enhance your recruiting events? From preparing a compelling firm pitch to engaging with candidates during and after the event, we’ve compiled the ultimate checklist to help you attract top talent and showcase your firm’s unique culture. Check out the full list below. #LegalRecruiting #LawFirms #TalentAcquisition #RecruitingEvents

Demand 24/7 access to your candidate pipeline! Are you tired of working with retained search firms that only provide a PDF report with limited information on your candidates? At Carpe Diem Partners, we believe in transparency and providing our clients with 24/7 access to their candidate pipeline. Our pipeline includes every person we have contacted, their status, and detailed notes on our communications with each candidate. This level of transparency should be expected from your search partners. Do you have this level of access to your candidate pipeline? Share your thoughts in the comment section. #candidatepipeline #executivesearch #transparency

Are your recruitment partners getting an easy ride? 🐎 The recruitment industry is becoming increasingly fractured in recent years. There’s still a large share of the recruitment industry that build their businesses and processes around how their clients ask (or expect) them to operate. Usually via PSL’s with group vacancy briefings and recruiters working in competition against each other. But there’s also a growing share of recruitment businesses that work differently; those who will advise their clients on the 𝙤𝙥𝙩𝙞𝙢𝙖𝙡 use of recruiters, allowing them to gain competitive advantage over their industry peers in securing top talent. Those in the second batch are continuously exploring new methods, tools and technologies that provide an advantage over peers who remain stuck doing things the way they’ve always been done, despite the ever-shifting landscape we work within. With this in mind, consider the following: ⏺ Nearly every law firms’ careers page will tell you that their people are their “greatest asset” and that they seek to attract the best individuals in the market. ⏺ Nearly every law firm benchmarking survey will tell you that ‘attraction and retention of talent’ is one of, if not the leading top strategic priorities/headaches for law firm leaders. If this is the case, surely it would make sense that external recruitment partners are routinely asked what they’re doing/implementing/trialing to ensure their services (and the consultants who deliver them) are continuously evolving and innovating in such a way that provides them a competitive advantage? In my experience, this isn’t happening. Mediocre results are expected/tolerated and nobody really digs deep enough to understand what value for money their recruitment suppliers are actually providing. If you’re involved in hiring for #legalfinance teams and would like to find out what we’re doing and how we could improve the results you’re experiencing, why not give me a call and put me through my paces. 🏇   ---------------------------------- I’m Richard Hooper 🎯 My aim is to provide a service that allows our clients their best possible chance to attract and secure the best attainable talent in the market when hiring. To see more of my posts, click on my name + follow + 🔔

Do You Know the Advantages of Working with Smaller Specialist Recruitment Firms?           Many clients handcuff themselves to large “High-Street” recruitment firms. But there are real advantages to working with small firms - Especially those who specialise in areas that are important to your business. 🙂 Candidates will often tell me that Large recruitment firms treat them like cattle. 🙄 As if it doesn’t matter if that firm places them or not. Just as long as the firm makes a placement out of the numbers of candidates on their books. And it is the same when it comes to client’s assignments! 😮 Because those firms have so many assignments on their books, It doesn’t really matter to them if they place your work or another client’s work. And the truth behind this is shown by the number of times that I am asked to take on an assignment - After the PSL has failed… 😆 With over 20 years’ experience of recruiting withing Compliance and Risk, Not only do I have an excellent network of high achieving compliance experts, But I also appreciate the relationships that I have with my clients. It’s why I will always go that extra mile, To ensure success and most importantly - Great long-term outcomes. 🎇 Because, unlike larger High-Street brands, I don’t place people for the short-term invoice opportunity. I place people for their career development and the long-term objectives of my clients. Try using niche specialists. Where your business really matters! 😎  #compliance #compliancematters #complianceprofessionals #compliancesolutions