Today’s Specialized Attorneys Need Specialty-Focused Legal Headhunters
Most good lawyers, like doctors, concentrate on certain professional specialties. The best legal recruiters understand this key principle. As a result, legal recruiting firms also specialize in various areas of the law, while representing and marketing their clients. In the process, they work to place talented lawyers and paralegals into the most suitable specialty positions through time-tested means. In fact, a law professional’s area(s)-of-expertise may fall within a myriad of specialties that the most-respected legal recruiters understand well. These include:
- Criminal and DUI
- Divorce and Family
- Estate and Financial Planning
- Personal Injury
- Employment and Workman’s Comp
- Corporate and Patent Law
- Medical Malpractice
- Tax Law
- and more
Taking this under advisement, top legal recruiters, or headhunters, use their in-the-know connections to analyze the credentials of law professionals and match those specialties with career-enhancing openings at prestigious law firms and corporate counsel departments within the area. In fact, the best legal recruiters have vast law profession contacts, cultivated through years of placing strong attorney candidates into coveted positions. As they facilitate the entire lawyer search and placement process, successful legal recruitment firms are oftentimes the first to hear of an attractive law practice specialty opportunity.
These Law Specialty Search Criteria are used by the Best Legal Recruiters
Battle-tested and well-recognized legal recruiting firms not only seek talented attorneys but also lawyers that show the most potential for career advancement based on the candidate’s law practice focus and documented success. Top-quality specialized legal headhunters represent all parties’ interests effectively throughout the entire recruitment-to-offer process, including:
- Career Growth Potential: This factor is considered based on the lawyer or paralegal candidate’s resume where significant career achievements within a given amount of time, such as being made a partner at their current law firm, are apparent. An important consideration that applies during the recruitment process is: Will hiring this attorney result in advancing the future goals of both the law professional and their new employer?
- Common Objectives: When an attorney candidate is being screened, parameters such as how well-established they are within a given law practice specialty area is taken into consideration. As an illustration, does a lawyer who practices tax law have a large client base, contingent upon his or her abilities, that will predictably follow the law professional to their new firm or corporate employer?
- Specialization: Based on their previous job performance, what is the legal candidate’s most proficient law specialty niche and how does it coincide with the needs of the potential new firm or corporate client? When a good legal recruiter can best match up the two specialty objectives, a mutually-beneficial working partnership is probably in the cards.
- Reputation: Does the attorney that will be potentially-recruited possess a winning track record and reputation, as a lawyer, among their peers, clients, and within the industry as a whole? A good indication of the viability and marketability of a specialized attorney candidate is how many other legal recruitment firms are looking to represent them, as well.
- Marketability in that Specialty: Most lawyers are smart and know the law, but they are simply missing that little extra chutzpah that separates the wheat from the chaff, so to speak. If the sought-after attorney specializes in criminal defense litigation, as an example, how persuasive and dynamic are they in the courtroom? Further, are they an effective negotiator based upon their track record and reputation?
- Relocation Potential: Many of the better legal recruitment firms search nationally for strong attorney specialists while using recruiter resources scattered about. Is the legal specialty candidate chained to a given city or state, or are they willing to relocate in response to pursuing the best opportunities for specialty law career advancement?
In closing, most successful lawyers specialize within their profession. The best legal recruiters also follow suit, and have the necessary industry connections to effectively screen, market and place law professionals into specialized career advancement positions that best fit their backgrounds and potential.