Why Follow-Up is the Key to Recruitment Success – and How Our Tool Helps You Do It Better

Succesful legal recruiter know that simply running ads or sending a LinkedIn InMail won’t land you the top talent. They are right. Real success in recruitment comes from intentional follow-up—the kind that most recruiters are too afraid to do. The kind that requires picking up the phone and calling candidates at work because you know you’re offering them a better opportunity.

But here's the challenge: most recruiters stop too soon. They send a LinkedIn connection request or a single InMail, then move on if they don’t hear back. This happens because no one likes rejection, and it's easy to think the candidate isn't interested. But what sets successful recruiters apart is persistence—they know the money is in the follow-up.

The Power of Multiple Touches

Anne, a seasoned and highly succesful legal recruiter, understands this. She calls every candidate multiple times over two weeks if they don’t pick up. For her, it’s not about immediate results—it’s about building relationships.

Anne also knows her numbers, she needs 24 conversations with candidates to place one, but those conversations with candidates who don’t move immediately are still valuable. They’ll be in her network, and following up with them every six months is easy once she’s made the initial contact. This is the long game of recruitment: staying top of mind so that when a candidate is ready to make a move, you’re the one they call.

Following Up With Confidence

One of the main reasons recruiters hesitate to follow up is because they don’t want to waste time or face rejection. That’s where Job Change Predictor, it helps you focus your follow-up efforts on candidates who are more likely to move, meaning you can follow up with confidence, knowing you’re offering them the right opportunity at the right time.

For example, last week, James added 50 candidates to his watchlist. Out of those, only one was marked "green"—ready to move—and guess what? That person actually made a job switch last week. It’s not about reaching out to hundreds of people—it’s about reaching out to the right people.

Why You Should Be Calling Candidates at Work

If you’re hesitant to call candidates at their workplace, think about it this way: you’re not just making a cold call; you’re offering them a better job, a better opportunity, and a way to improve their lives. When you have the right opportunity in hand, it’s your responsibility to ensure they hear about it. And sometimes, that means picking up the phone and calling them where they are.

Anne has mastered this approach. She’s not interested in reaching out to the easy candidates. She knows that if the opportunity pays more and is with a good firm, anyone will move—it’s just about making sure they hear about it.

But how do you know when to reach out, and how often? Our candidate tracker makes it easy. Track your follow-ups, monitor how many candidates you’ve contacted, and make sure no one falls through the cracks.

Stop Wasting Time, Start Closing More Deals

We all want to avoid rejection and wasted effort. But if you want to be the best, you need to do what most recruiters won’t: follow up with intention. Our tool helps you target the right candidates at the right time so your follow-ups lead to better results, higher response rates, and ultimately, more placements.

CTA: Ready to streamline your follow-ups and track your progress? Use our candidate tracker to track your follow-ups, and we’ll let you track 100 candidates to see who’s likely to change jobs. Start improving your response rates and placements today.

At the end of the day, the money is in the follow-up. If you’re not consistently reaching out to candidates, calling them where they are, and offering them opportunities, you’re leaving money on the table. Don’t be like most recruiters who stop too soon. Be the recruiter who follows up—and wins.