Working With A Recruiter As A Hiring Manager

Among your many hats in your current attorney role is that of Hiring Manager. You are the point person for the search for the next Senior Counsel of ABC Company.  In order to make this search effective and efficient, you’ll need to collaborate with your recruiting contact at Major, Lindsey & Africa. The following are a few points to keep in mind:

Lean on Me

The vast majority of the Legal Recruiters at Major, Lindsey and Africa practiced as attorneys at one point or another. As a result, we understand the demands of the practice in addition to the landscape of the legal market. We want you to lean on us for market intelligence and to understand the stages of the recruiting process. You are not in this alone. We will provide market information regarding compensation ranges, titles, and time-frames for candidate slates. We will be generous in sharing this data so feel free to lean on us for any information you may need.

Keep us Updated

Should the need change as the process moves forward, let us know. We are open to shifting course and adjusting our sourcing strategy as we understand that a team’s needs can change in the midst of a search. We are open to pivoting immediately. However, it’s crucial that our Hiring Manager partners apprise us of any shift in priorities and role responsibilities. Changes in your team composition is meaningful to us as we screen candidates for both core competencies as well as soft skills such as management style. Our detail-oriented approach will adjust to the needs of your team so keep us updated.

Time is of the Essence

We are thoughtful, methodical and deliberate. We believe in slowing down to speed up to deliver value and quality in the form of top-notch candidates. However, we find that these candidates are attractive to competing companies and firms as well. As such, it is valuable to convey your feedback regarding candidates as soon as possible. Time is of the essence. In this market, through LinkedIn, job boards and career networking forums, strong viable candidates can be very quickly accessed. Your ability to quickly make decisions as to the viability of a candidate for a particular role will support us in maintaining candidates' interest if needed, and as a result, move us through the recruiting process with much more efficiency.

Details Matter and so does Candor

Be transparent about the personalities and dynamics of your team. Share the circumstances around why a particular role needs to be filled. Be open about your budget, your preferences and your time-frame for hiring. We boast of a robust network of well-credentialed candidates and we will identify the right fit for you, but do share the details of your need and the more information, the better.  We are positioned to use this information wisely to your benefit. There’s no such thing as over-sharing.

If you’d like to learn more about working with a Recruiter or the services of Major, Lindsey & Africa, join myself and my colleagues,

at the Minority In-House Counsel Association (MIHCA) 2016 conference October 26 at the Metropolitan Club in Chicago. We’ll be hosting one-on-one counseling sessions to help you get noticed in the market. You can also benefit from the enriching professional development sessions throughout the two-day event, which supports MIHCA’s mission of promoting the development and career advancement of minority in-house counsel and furthering diversity in the legal profession. I hope to see you there!

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