Onward Recruiting的动态

From OCI Superstar to Lateral Letdown? Why the Job Search Landscape Shifts. Remember those heady OCI days? Multiple offers, firms vying for your attention – you were the legal market's hot commodity. Now, as a lateral, you're experiencing a different reality: first-round interviews, but no callbacks or offers. What gives? Let's unpack why the lateral market isn't a carbon copy of OCI: ?? Targeted Expertise: Firms hiring laterals are looking for specific skills and experience to fill immediate needs. Unlike OCI, where potential and personality are key, laterals are assessed on their ability to hit the ground running. ?? Proven Track Record: While law school credentials are crucial for initial interviews, firms prioritize demonstrated success as a practicing attorney. Highlight your client experience and ability to clearly communicate your legal expertise to showcase your immediate value and contribution to the firm. ?? Competitive Landscape: The lateral market is more competitive than OCI. While firms may hire dozens of entry-level associates each year, lateral openings are typically fewer and more specialized. This means you're competing against a pool of experienced attorneys with proven track records and niche expertise. Additionally, the cyclical nature of the legal market can lead to fluctuations in demand, making the competition for desirable positions even fiercer. ?? Cultural Fit: While cultural fit is always important, it becomes even more crucial for lateral hires. Firms want to ensure that your working style, personality, and values align with their existing team. ?? So, what can you do? ? Tailor Your Resume: Highlight your most relevant experience and accomplishments for each specific role you're applying for. ? Quantify Your Achievements: Use numbers and metrics to showcase your impact and demonstrate your value to potential employers. ? Network Strategically: Tap into your existing network and leverage your recruiter's connections to get your foot in the door. ? Prepare for Behavioral Interviews: Be ready to answer questions about specific situations you've handled, showcasing your problem-solving and decision-making skills. ? Be Flexible: Be open to negotiating salary and benefits, and consider firms that might not have been on your initial radar. ? Timing is Everything: Your ideal role might not be available at the exact moment you're searching. ? Partner with a Recruiter: A good legal recruiter can be your secret weapon in the lateral market. They have insider knowledge of firm needs, can help you tailor your application materials, prepare for interviews, negotiate offers, and ultimately, find the right fit for your career goals. Lateral job searches differ from traditional OCI recruiting. Success requires understanding the market, adjusting your strategy, and collaborating with an experienced recruiter to find a fulfilling role.

Happy Thursday - or as I prefer to think of it - Friday eve! Thinking about hiring an attorney? 1. Define Needs and Criteria: Start by clearly defining the role and responsibilities of the new attorney based on the firm's strategic objectives and current needs. Determine the desired qualifications, experience level, practice area expertise, and any other specific criteria for the role. 2. Recruitment Strategy: Develop a recruitment strategy to attract top talent, which may include posting job openings on legal job boards, networking within professional circles, leveraging referrals from existing staff or clients, and engaging legal recruiters or headhunters. 3. Screening and Selection: Review resumes, cover letters, and other application materials to identify candidates who meet the firm's criteria. Conduct initial screenings, such as phone or video interviews, to assess candidates' qualifications, experience, and fit with the firm's culture. 4. Interview Process: Invite promising candidates for in-person interviews with key stakeholders, such as partners, senior associates, or members of the hiring committee. Use structured interview questions to evaluate candidates' legal knowledge, problem-solving skills, communication abilities, and cultural fit. 5. Assessment and Evaluation: Consider using assessment tools or exercises, such as case studies, writing samples, or mock legal scenarios, to further evaluate candidates' skills and competencies. Assess candidates' ability to collaborate with colleagues, interact with clients, and contribute to the firm's success. 6. Reference Checks: Conduct thorough reference checks to verify candidates' qualifications, experience, and professional reputation. Reach out to former employers, colleagues, mentors, or clients to gather insights into candidates' work ethic, performance, and character. 7. Offer and Negotiation: Extend a formal job offer to the selected candidate, outlining the terms and conditions of employment, including salary, benefits, work schedule, and any other relevant details. Be prepared to negotiate terms as needed to reach a mutually satisfactory agreement. 8. Onboarding and Integration: Once the offer is accepted, facilitate a smooth onboarding process to help the new attorney acclimate to the firm's culture, policies, and procedures. Assign a mentor or buddy to provide guidance and support during the transition period and facilitate integration into the firm's team. 9. Performance Management: Establish clear performance expectations and goals for the new attorney, and provide ongoing feedback, mentoring, and professional development opportunities to support their growth and success within the firm. Investing in the right talent can position the firm for sustained growth, success, and client satisfaction in the dynamic legal landscape. Need help hiring - reach out to us - 1-813-340-9569.

?????? ???????????????????? ?????????????????????? ??????????: ?????? ?????????????????? ?????????????? ?????????????? ???? ?????????? ???????? As an attorney recruiting consultant for elite law firms, I know that preparation isn’t just a step in the process—it’s often the step that makes or breaks interview success, especially for partners and associates aiming to make a strategic move. I can’t stress enough how crucial it is to connect with your recruiter before your interview—or to work with one who truly prioritizes this. In my role, I focus on more than just surface-level introductions. I dive deep, identifying synergies between the lawyers I work with and the specific practice groups they’re interviewing with. This process involves getting into the weeds: discussing motivations, role-playing real interview scenarios, and ensuring candidates can articulate the unique value they bring to the table. For standout attorneys who have been to market but haven’t seen traction, I often find that lack of success may not be due to your credentials but to insufficient preparation. ???? ??????’???? ?????? ?????????????? ???? ?????????? ?????????? ???????????????????? ???????????? ?????????????? ????????????????, ?????????????????? ???? ?????? ???????????????? ?????????? ???????? ??????????????????????????. The right recruiter doesn’t just introduce you—they ensure both the lawyer, and the practice group are set up for long term success. It’s essential for recruiters to truly understand the teams they’re pairing candidates with. ?????????????? ???????? ??????????????’?? ?????????????????? ??????????—?????????????? ???????? ?????????????????? ???????????????? ??????, ?????????????????? ??????????????????, ???? ????????—?????? ???????? ?????? ?????? ????????????????????. Most firms use a blend of these factors to identify the ideal fit, so preparing candidates for these nuances is key. A good recruiter will have this insight and ensure you’re fully prepared. When it comes to landing opportunities in elite firms, identifying true synergies through tailored preparation makes all the difference. ???? ??????’???? ?????????? ???? ???????? ???????? ?? ???????????? ???????????????????? ?????? ???????? ???????? ???? ???????? ???????? ?????????? ??????, ?????????? ??????. ?? : [email protected] ?? : (+1) 213 521 4772 #BigLaw #LegalCareers

Recruiting story of the week: We are often asked what role legal recruiters play in an industry where a chunk of the actual job “opening” information is available online. First, there are many more jobs than what is actually just posted online, and a strong recruiter will know about unpublished roles and potential opportunistic avenues with strong matching firms that make sense for the particular attorney and firm. But story time example: I started working with a candidate who had been applying on their own with no success for 6 months.?It is a competitive job market right now, so while that could explain it, it quickly became clear there was significant issues with how they were approaching their marketing of themselves -?it needed a lot of work.?The resume and the message were completely off, and the firms were not getting the accurate picture of the candidate. And indeed, they were significantly underselling themselves in their own documents. Before we fixed it, what firms were learning about the candidate was basically almost nothing.?It was easy to pass. We also spent a lot of time discussing exactly what they were looking for as well as the realities of the legal market (I take a very realistic approach with what is truly going on in the market at any given time as it is important to me for attorneys starting a search to understand what the actual process is and how long it can sometimes take). I came up with a targeted firm list of firms that truly made sense for them, and presented them to the firms in the manner that would provide the firm with the information they actually needed to see.?I gave the candidate accurate information on process and timing through my conversations with my firm contacts. I am able to be an important buffer between the candidate and the firms, which can be crucial (which is a post for another day!) In the end, firms started interviewing the candidate, and they ended up with one offer, and made it to the final stages with another firm (which he withdrew from to accept the offer). Remember – recruiters are doing so much more than just telling you about openings, that’s just one little piece of the process.?Good recruiters are your teammates in your job search, can help to make you the most marketable candidate you can be for the jobs, and are with you every step of what can be a surprisingly complicated process. #legalrecruiter #legalrecruiting #toptierlegalsearch #biglaw

Are Your Interviews Driving Top Talent Away? ?? Your firm’s interview process could be costing you the very talent you’re trying to attract. Chere Estrin's latest article uncovers the hidden dangers of toxic interviews and slow hiring practices. From disrespectful behavior to endless delays, these mistakes are sabotaging your recruiting efforts—and your reputation. In today’s competitive market, the best candidates won’t wait around. Want to know how to fix it? Read the article for practical solutions to keep your hiring on track. https://lnkd.in/dUB7Am-w ?? And don't forget to Sign up for the award-winning blog ?www.EstrinReport.com for more insights that help your legal career thrive!

Your time is for lawyering, not sifting through resumes! As a lawyer, your time is your most valuable asset. Every hour spent sifting through resumes or scheduling interviews is an hour taken away from what you do best—practicing law and serving your clients. At Mission Recruiting, we understand the importance of your time. That’s why we specialize in the recruiting process, allowing you to focus on building your practice and maximizing your billable hours. Let us handle the heavy lifting of finding the right talent for your firm, so you can devote your energy to winning cases and delivering exceptional service. Don’t let administrative tasks hold you back. Partner with Mission Recruiting and reclaim your time! Let us be your trusted partner in securing top talent. Call us today at (844) 344-1667 or email us at [email protected] For more information, click this link to connect you with your recruiter today: https://lnkd.in/g749Cj4u #LegalRecruitment #TimeManagement #BillableHours #LawFirmSuccess #MissionRecruiting

Your time is for lawyering, not sifting through resumes! As a lawyer, your time is your most valuable asset. Every hour spent sifting through resumes or scheduling interviews is an hour taken away from what you do best—practicing law and serving your clients. At Mission Recruiting, we understand the importance of your time. That’s why we specialize in the recruiting process, allowing you to focus on building your practice and maximizing your billable hours. Let us handle the heavy lifting of finding the right talent for your firm, so you can devote your energy to winning cases and delivering exceptional service. Don’t let administrative tasks hold you back. Partner with Mission Recruiting and reclaim your time! Let us be your trusted partner in securing top talent. Call us today at (844) 344-1667 or email us at [email protected] For more information, click this link to connect you with your recruiter today: https://lnkd.in/g749Cj4u #LegalRecruitment #TimeManagement #BillableHours #LawFirmSuccess #MissionRecruiting

?? Choosing a boutique search firm isn’t about the brand name—it’s about the Recruiter leading your search. When you work with Alder Brooks, 1 Partner will personally lead your search. That means: ?? 1 Partner conducts the candidate interviews. ?? 1 Partner leads the status calls. ?? 1 Partner guides your search every step of the way. No bait and switch. No figuring out who is speaking with your candidates and leading the search... Just recently, a CEO in Life Sciences—a former Attorney—shared this insight: "You don’t hire a great law firm. You hire a great Lawyer. The same goes for recruiting." ?? It’s not just about the process. It’s about the Recruiter behind it. This video explains what truly matters when choosing the right partner for your next search. ?? ?? Alder Brooks: Save Time. Grow.? ------------------------- ?? to support Commercial Leadership in Life Sciences ?? Follow Alder Brooks to receive new Commercial opportunity announcements

Both job seekers and prospective employers do better in the recruitment process if they—and their recruiters—work?together. This week’s posts talk about how to do that most effectively. ? It’s important to have your marketing materials ready. ? Candidates: ·???????Polish your resume and be prepared to provide your recruiter with highlights to incorporate in their cover letters. ·???????Write a business development plan if you’re a counsel- or partner-level law firm lawyer and have your production numbers (hours, billings, collections, realization rate) and conflicts information (matters and adverse parties) at hand. ·???????Review your writing samples and/or update your representative matters/deal sheet. Prepare a list of references. ·???????And, associates, make sure you have a copy of your law school transcript. Your recruiter will need all those materials at some point in the process. ? Employers: ·???????Please have an updated and complete website, with additional practice-specific information available for recruiters to provide to prospects. ·???????Encourage your marketing department and recruiting professionals to work together to create materials to attract candidates, not just clients, to the firm. ·???????It’s helpful to provide recruiters with a “law firm highlights” document to share with candidates. Promote your firm’s differentiators, culture, statistics, affinity groups, etc., as well as any recent talent acquisitions, wins or deals, and other positive press. ·????????And make sure your firm’s successes hit the legal press to raise your recruiting profile. ? What other materials have you used to get ahead in the recruitment game? #jobsearchtips #lawjobs #legaljobs #legalrecruiting #interviewtips For more insights into job search strategies, the legal industry, and the California legal job market, follow SeltzerFontaine LLC, and connect with me and ring the ?? at?Valerie Fontaine.

Happy Monday! Continuing on from last week, as part of our Step by Step breakdown of how we can assist law firms / companies with their legal recruitment (either qualified or non-qualified / support staff), let me take you through the fourth step: Once we have completed the stages of interviews and review, we create a shortlist of the best candidates to present to the firm. Caveat - this is dependant on the firm, as some prefer to get CV's as and when they come in (dependant on where the market is at the time). We then send over the final CV's along with detailed cover notes which summarise the candidates experience in relation to the position. Some highlights on what to expect: ?? Key Strengths We highlight what each candidate excels at and how these fit in with the demands of the role. We break down the candidates experience in detail, highlighting specific relevant areas. ?? Cultural Fit insights We provide our insight into how the candidate's personality and working style will fit in with the firm's culture and dynamic. ?? Reasons for Recommendation We will offer the clear reasoning behind our recommendation, explaining why the candidate would be a strong fit for the role. Check back in tomorrow for the final instalment into what we do behind the scenes. If you are looking for some assistance with your legal recruitment, please get in touch with me to discuss more how we can help you in more detail on [email protected] or call me on 07483 095573. #LegalRecruitment #Stepbystepguide