How Employers Can Effectively Help Legal Recruiters Do Our Jobs Better

You, as the law firm recruiting manager, need to come up with candidates for him as soon as possible. Although you hear the urgency in his voice, you are also aware that he is unlikely to compromise his high standards.

1. HELPFUL HINTS
 

The best way to demonstrate what works best is by offering a list of suggestions, followed by examples of unhelpful, adequate, and excellent responses in that eternal search for great lawyers. 1. Let us know your working style (and what drives you nuts). While many headhunters may think they understand what it is like to work in a law firm recruiting department, most have absolutely no idea of the daily pressures and multitudes of inquiries you deal with. As headhunters, we routinely hear horror stories from law firms about over-eager and inexperienced headhunters who believe, for example, that it is appropriate to follow up on a submission every single day, beginning the day after a candidate is presented. What do you do? a. Unhelpful approach: Don't respond to inquiries and hope that the person stops annoying you with "Hi, just checking in" phone calls and emails. b. Excellent approach: Explain your preferences upfront with a brief phone conversation or email. For example, do you appreciate follow-up calls, or do they bother you? Do you like inquiries by email or phone? Submissions by email or fax? What information do you like to have right from the start with your submissions? Taking the time to explain this information early on will save you a lot of time and future headaches. The search consultant will also appreciate knowing this information as well. 2. Call to discuss your important searches with the headhunters you use regularly. Communicating your needs on specific searches can be done in any number of ways. Many firms provide the search firms they favor with a list of open searches on a regular basis. a. Adequate request: Often, when the firm begins a new search, it's added to a list of open searches and sent out by email to certain search firms as an immediate update, or with the next scheduled circulation of law firm recruiting needs. b. Excellent request: A phone call to a search firm or consultant you respect can serve to highlight an immediate need or a particular piece of necessary information that might have otherwise been overlooked. For example, you might name what types of candidates have not previously worked out or specific off-the-record information that may not be appropriate for wide distribution. Moreover, by receiving a call, the headhunter will put that search at the top of the pile because you've identified him/her as someone you want to work with. No one receives a personal phone call about a search if the firm isn't committed to filling the spot. 3. Clearly define the scope of your search. Effectively defining the scope of your search includes specifying the (1) ideal and "in a perfect world" candidate; (2) the "not perfect, but we're still willing to consider" candidate; and (3) the "please don't even bother" candidate. While you may prefer to be a bit broader in your advertisements so as not to eliminate potential candidates, you can afford to be much more specific with your search consultant. a. Adequate request: "We are looking for patent associates (electrical engineering background) with 3 to 6 years' experience." b. Excellent request: "We are looking for a patent prosecution-only associate with 3-6 years of experience prosecuting electrical patent applications. (Must have experience with semiconductors and liquid crystal display technology.) This candidate should also be familiar with patent licensing issues, and Chinese language skills would be a bonus. (The department has numerous clients from China.) The ideal candidate will have an advanced degree in electrical engineering and both law firm and PTO experience. We would still be open to considering candidates with only undergraduate degrees in electrical engineering or only law firm experience. However, we will not consider candidates without prior law firm experience. Our IP practice is quite picky with grades, so ideal candidates should be from top-20 law schools and in the top 30 percent of their classes. We would still be open to considering candidates from other Tier-1 law schools so long as they are in the top 20 to 30 percent of their classes." Having a standard, firm-approved search-intake form that requests all the essential information is very helpful in streamlining the process and making sure everybody is aware of precisely what type of information is needed. If your firm does not yet have one, suggest having one created with input from the recruiting committee.

2. HONESTY IS THE BEST POLICY
 

4. Give honest and specific feedback regarding the candidates you interview. Because firms and practice groups are so different, the same candidate going on several interviews will typically get quite different responses from different firms. Obviously, for you to give feedback on every candidate we present would take up too much time and is just not practical. However, if a candidate has had an interview, providing specific feedback can help us create a better and more sharply defined template to use for future candidates. For example, if a candidate interviews and gets an offer, let the headhunter know what you liked about the candidate so that we can keep this information in mind for future candidates. Likewise, if you decide to pass on a candidate after an interview, any specific feedback you can provide (regarding the candidate’s personality, experience, etc.) will allow us to better assess future candidates and whether they would be a likely fit. a. Adequate response: “Unfortunately, we are unable to bring Joe Smith in for further interviews at this time.” b. Excellent response: “Unfortunately, we are unable to bring Joe Smith in for further interviews at this time. We thought his experience and credentials were right on, but the attorneys in the finance group noted that he did not seem genuinely enthusiastic about our practice. This group is very collegial and really wants to hire somebody who is extremely enthusiastic and committed.” 5. If a candidate has interviewed, keep the lines of communication open, even if you are not in the position to make an offer immediately. One major roadblock to effective recruiting is losing the candidate because too much time has elapsed between the interview and offer stages. There are many perfectly good reasons the firm may have for this delay, most of them simply administrative. Nonetheless, from a candidate's perspective (where two days seems like two weeks), delay is almost always interpreted as a lack of interest and almost always lowers the candidate's view of the firm. One of the search consultant's roles is to encourage a firm to move the process along while managing the candidate's expectations and explaining the realities of the recruitment process. a. Adequate communication: Tell the headhunter that there is no information to communicate and that the firm will be in touch when it knows whether or not it will extend an offer. b. Excellent communication: "Our door is open." Although it is frustrating to return calls to a headhunter, wanting to know whether the candidate will receive an offer when you don't know the answer, keeping the lines of communication open is extremely important. Why? We have seen numerous candidates have unnecessary reservations about a firm during the post-offer stage due to the false impression that "the firm waited so long, it must not be very interested in me." The best thing to do for a quality candidate who may have to wait for an offer? Tell your recruiter to keep that candidate "warm," and keep yourself available, even if you have nothing of substance to report. Also, if there is an administrative reason for the delay, let the headhunter know this as well. Therefore, the recruiter can assure the candidate that the lines of communication are open and that the process is moving along and provide an appropriate explanation when necessary.

A BIGGER PICTURE
 

6. Let us know how we are doing over the long term. Often overlooked in the day-to-day details is long-term feedback for search firms and individual recruiters. Taking the time to reflect long term on your relationship with a search firm can increase the service you receive in the short term. a. Adequate approach: "We've used you before, so we wanted to let you know of a new search." b. Excellent approach: "You know, we hired John through you last year. He's doing extremely well. He jumps in on every file and has really shown initiative, and that's a big deal here." At the same time, the following is also an excellent way to communicate: "We worked with you on a search last year, and we felt that you were sending too many unrelated résumés during that time." This kind of long-term feedback (as opposed to feedback on an individual résumé or interview) is useful because it allows the search consultant to develop a template to do business with you the way you want it done. Remember, you can directly influence how effectively a legal search consultant acts on your behalf. While it may take a little bit more time upfront to put these tips to use, we guarantee that you will be rewarded over the long term.

About Harrison Barnes

No legal recruiter in the United States has placed more attorneys at top law firms across every practice area than Harrison Barnes. His unmatched expertise, industry connections, and proven placement strategies have made him the most influential legal career advisor for attorneys seeking success in Big Law, elite boutiques, mid-sized firms, small firms, firms in the largest and smallest markets, and in over 350 separate practice areas.

A Reach Unlike Any Other Legal Recruiter

Most legal recruiters focus only on placing attorneys in large markets or specific practice areas, but Harrison places attorneys at all levels, in all practice areas, and in all locations-from the most prestigious firms in New York, Los Angeles, and Washington, D.C., to small and mid-sized firms in rural markets. Every week, he successfully places attorneys not only in high-demand practice areas like corporate and litigation but also in niche and less commonly recruited areas such as:

• Immigration Law
• Workers Compensation
• Insurance
• Family Law
• Trust and Estate
• Municipal law
• And many more...

This breadth of placements is unheard of in the legal recruiting industry and is a testament to his extraordinary ability to connect attorneys with the right firms, regardless of market size or practice area.

Proven Success at All Levels

With over 25 years of experience, Harrison has successfully placed attorneys at over 1,000 law firms, including:

• Top Am Law 100 firms such including Sullivan and Cromwell, and almost every AmLaw 100 and AmLaw 200 law firm.
• Elite boutique firms with specialized practices
• Mid-sized firms looking to expand their practice areas
• Growing firms in small and rural markets

He has also placed hundreds of law firm partners and has worked on firm and practice area mergers, helping law firms strategically grow their teams.

Unmatched Commitment to Attorney Success - The Story of BCG Attorney Search

Harrison Barnes is not just the most effective legal recruiter in the country, he is also the founder of BCG Attorney Search, a recruiting powerhouse that has helped thousands of attorneys transform their careers. His vision for BCG goes beyond just job placement; it is built on a mission to provide attorneys with opportunities they would never have access to otherwise. Unlike traditional recruiting firms, BCG Attorney Search operates as a career partner, not just a placement service. The firm's unparalleled resources, including a team of over 150 employees, enable it to offer customized job searches, direct outreach to firms, and market intelligence that no other legal recruiting service provides. Attorneys working with Harrison and BCG gain access to hidden opportunities, real-time insights on firm hiring trends, and guidance from a team that truly understands the legal market. You can read more about how BCG Attorney Search revolutionizes legal recruiting here: The Story of BCG Attorney Search and What We Do for You.

The Most Trusted Career Advisor for Attorneys

Harrison's legal career insights are the most widely followed in the profession.

• His articles on BCG Search alone are read by over 150,000 attorneys per month, making his guidance the most sought-after in the legal field. Read his latest insights here.
• He has conducted hundreds of hours of career development webinars, available here: Harrison Barnes Webinar Replays.
• His placement success is unmatched-see examples here: Harrison Barnes' Attorney Placements.
• He has created numerous comprehensive career development courses, including BigLaw Breakthrough, designed to help attorneys land positions at elite law firms.

Submit Your Resume to Work with Harrison Barnes

If you are serious about advancing your legal career and want access to the most sought-after law firm opportunities, Harrison Barnes is the most powerful recruiter to have on your side.

Submit your resume today to start working with him: Submit Resume Here

With an unmatched track record of success, a vast team of over 150 dedicated employees, and a reach into every market and practice area, Harrison Barnes is the recruiter who makes career transformations happen and has the talent and resources behind him to make this happen.

A Relentless Commitment to Attorney Success

Unlike most recruiters who work with only a narrow subset of attorneys, Harrison Barnes works with lawyers at all stages of their careers, from junior associates to senior partners, in every practice area imaginable. His placements are not limited to only those with "elite" credentials-he has helped thousands of attorneys, including those who thought it was impossible to move firms, find their next great opportunity.

Harrison's work is backed by a team of over 150 professionals who work around the clock to uncover hidden job opportunities at law firms across the country. His team:

• Finds and creates job openings that aren't publicly listed, giving attorneys access to exclusive opportunities.
• Works closely with candidates to ensure their resumes and applications stand out.
• Provides ongoing guidance and career coaching to help attorneys navigate interviews, negotiations, and transitions successfully.

This level of dedicated support is unmatched in the legal recruiting industry.

A Legal Recruiter Who Changes Lives

Harrison believes that every attorney-no matter their background, law school, or previous experience-has the potential to find success in the right law firm environment. Many attorneys come to him feeling stuck in their careers, underpaid, or unsure of their next steps. Through his unique ability to identify the right opportunities, he helps attorneys transform their careers in ways they never thought possible.

He has worked with:

• Attorneys making below-market salaries who went on to double or triple their earnings at new firms.
• Senior attorneys who believed they were "too experienced" to make a move and found better roles with firms eager for their expertise.
• Attorneys in small or remote markets who assumed they had no options-only to be placed at strong firms they never knew existed.
• Partners looking for a better platform or more autonomy who successfully transitioned to firms where they could grow their practice.

For attorneys who think their options are limited, Harrison Barnes has proven time and time again that opportunities exist-often in places they never expected.

Submit Your Resume Today - Start Your Career Transformation

If you want to explore new career opportunities, Harrison Barnes and BCG Attorney Search are your best resources. Whether you are looking for a BigLaw position, a boutique firm, or a move to a better work environment, Harrison's expertise will help you take control of your future.

Submit Your Resume Here to get started with Harrison Barnes today.

Harrison's reach, experience, and proven results make him the best legal recruiter in the industry. Don't settle for an average recruiter-work with the one who has changed the careers of thousands of attorneys and can do the same for you.

About BCG Attorney Search

BCG Attorney Search matches attorneys and law firms with unparalleled expertise and drive, while achieving results. Known globally for its success in locating and placing attorneys in law firms of all sizes, BCG Attorney Search has placed thousands of attorneys in law firms in thousands of different law firms around the country. Unlike other legal placement firms, BCG Attorney Search brings massive resources of over 150 employees to its placement efforts locating positions and opportunities its competitors simply cannot. Every legal recruiter at BCG Attorney Search is a former successful attorney who attended a top law school, worked in top law firms and brought massive drive and commitment to their work. BCG Attorney Search legal recruiters take your legal career seriously and understand attorneys. For more information, please visit www.BCGSearch.com.