The National Association of Legal Search Consultants (NALSC) 2024 Annual Conference in San Diego was an extraordinary event, and we at the Legal Recruiter Directory were thrilled to be a part of it. Held from February 29 to March 2 at the Pendry Hotel in the heart of the Gaslamp District, the conference brought together some of the brightest minds in legal recruitment.
In the rapidly changing legal industry, remote hiring has become a pivotal strategy, transforming the way law firms and legal departments identify and integrate new talent. The shift towards virtual recruitment processes presents both opportunities and challenges, demanding a fresh approach to attracting, evaluating, and onboarding professionals.
In the complex arena of legal hiring, the choice between in-house recruitment and outsourcing to legal recruiting firms can be pivotal. Our latest blog post, “Outsource vs In-house: Why Employers Should Consider Legal Recruiting Firms,” examines why tapping into the expertise of specialized recruiters is often a strategic move for firms seeking top legal talent. We’ll highlight how these firms streamline the hiring process and bring invaluable industry insights and networks to the table.
The word “recession” drives fear into the hearts of employers and job candidates alike. Candidates know that firms dial back on hiring when the economy starts to sour and find themselves wondering how to get a job in a recession. Similarly, employers understand that the negative impact of recession on recruitment can permanently impact their competitive advance, cutting their access to essential talent.
Attorneys have a lot of work to do on a daily basis. From soliciting clients and reviewing legal documents to appearing in court and remaining knowledgeable on ongoing case law, they have their hands full with managing their own tasks. When you add in the requirements of running a practice, the situation seems to become even more hectic.
Recruiters and hiring managers may sound as though they’re fulfilling the same function, but job applicants and firms alike ignore the differences between them at their peril. In this article, we will explain the distinguishing characteristics of these two positions, discuss what questions candidates should ask of each, and detail why both need to work with each other in the hiring process.
Statistics on job recruiter scams are hard to come by, but both attorneys and employers would do well to learn how to verify a recruiter and how to know if a recruiter is legit. Legal recruiters are supposed to make the search for a new position easier — but legal professionals often learn that a surprising number of recruiters are peddling frauds instead of jobs. This article will detail some of the warning signs candidates should look out for regarding fake recruiters and how to verify that a position is real.
According to Statista, online dating apps are big business in the United States with over 44 million users and annual revenues of $600 million. Those numbers, though, paper over a lot of subtlety. Just as every match has his or her own unique character, so dating portals each possess a different nature, some focusing on different demographics, others connecting with specific commitment levels.
Like any other profession, there are good recruiters and those that might be better served by choosing another occupation. Recruiting is all about relationships and knowing how to use the latest tools to efficiently place talented candidates with clients – all while navigating good economic markets and bad. As a hiring manager, finding the best recruiter for the job isn’t always easy when your company’s reputation is on the line. Asking a recruiter the following interview questions will help ensure that your hiring decision is a smart one.
Working with multiple recruiters as a hiring manager may seem like the fastest way to find qualified candidates. As a legal professional who’s seeking “greener pastures,” working with several recruiting agencies might appear to be the best strategy for landing that dream job you’ve always wanted.
Much like every other market segment last year, the legal industry experienced its fair share of disruption due to the COVID-19 pandemic. Law firms, law school graduates, and corporate legal departments alike were all stuck in limbo as pay cuts, furloughs, and layoffs became the “new normal.”
Thankfully, the job market for legal professionals has started to heat up once again. According to recent figures from the US Bureau of Labor Statistics, the legal services industry added over 40,000 jobs since April of 2020.
The average legal recruiting firm uses various online resources like a website and social media to conduct business. A recent survey of US recruiters in various industries found that their top 3 priorities were candidate acquisition, client relationships and candidate engagement. When you combine all that information, it’s abundantly clear that in order to hit their goals placement firms need to make online reputation management a priority. As many of us are likely at home riding out Covid-19, now might be a good time for you to review your online reputation.
There’s an old saying that “timing is everything”, and for any lawyer who’s seeking a fresh career challenge that adage certainly rings true. For one reason or another, certain months of the year are more conducive to landing a new job based on a given applicant’s skills and legal experience. Selling a home, planning for a year-end bonus, or waiting for kids to get out of school can all potentially alter a lawyer’s timetable when seeking greener pastures. However, if all of these considerations are equal, there are specific times of year that are better for attorneys to pursue a career move.
Most attorneys daydream about practicing for a large Wall Street firm or multinational corporation based in a large city. But beneath the facade of big city lawyering and lavish client cocktail parties, could practicing law in a smaller community potentially provide a talented lawyer with better career enrichment opportunities?
As one of the managing partners at a large NYC law firm, you’re responsible for hiring a talented trial attorney for your Nashville office. Or, maybe you’re the busy HR manager for a Fortune 500 company headquartered in Atlanta that needs to find an experienced patent attorney for your research facility in Cincinnati.
If either scenario sounds familiar, then you realize how difficult it is to screen and hire qualified applicants when you don’t know much about the geographic area that you’re searching in. To simplify your efforts, have you ever considered working with a good legal recruiter who’s based in your targeted search area?
When you’re an attorney who’s looking to relocate, whether it’s one state over or all the way across country, it’s vitally important to have an effective relocation strategy. As a lawyer, choosing the wrong firm or company during your search can have serious implications for both your legal career and personal life. To ensure that doesn’t happen, one of the relocation resources at your disposal is partnering with a good legal recruiter. An experienced legal recruiter can help you find the best relocation opportunities by covering the following bases.
“I hate being a lawyer.” This phrase is uttered incredibly often among law professionals. If you are a lawyer who is feeling unfulfilled or under-appreciated in your current position, then you are not alone. Most attorneys change firms at least once or twice during their first 3 to 5 years of practice. Some of the main reasons why include not enough work, being on the wrong side of office politics, or hearing about a more prestigious opportunity elsewhere.
It’s your final semester at a top law school and your grades are good. Graduation is two months away, and you’ve been concentrating so much on your studies and passing the bar that looking for that first real attorney job has taken a back seat. But now it’s time to search out viable opportunities in the legal profession, a daunting process that has you feeling a bit overwhelmed.
Unless you’re an attorney who’s been practicing under a rock for the past several years, you realize that we live in a global marketplace where transnational legal proceedings have become common. Not only is the globalization phenomenon impacting how we buy, sell and trade, it’s also rapidly transforming the legal profession while fueling the growing need for international lawyers seeking a fresh and exciting career pathway.
There’s an old saying in the business world that: “It’s not what you know, it’s who you know.” For any attorney out there who’s gotten their feet wet in the legal profession, you’ve no doubt found that adage to hold true. For lawyers looking to make a career change and possibly transition from one firm to a more promising opportunity at another, being in-the-know when a coveted position opens up is crucial. And sometimes a trusted fellow attorney friend at another firm has the inside scoop.
Let’s imagine for a moment that your law firm is a professional sports franchise, you are the general manager, and that an important roster spot has opened up that must be filled quickly. You need to fill that open roster spot with the most suitable candidate, while also strengthening your team. As a rule, sports industry insiders including professional scouts would be a necessary part of that process. Reputable scouts are adept at identifying and assessing a player’s talent and specialties, while promoting them within the most mutually-beneficial working relationships for all parties involved. In the end, that’s how successful sports teams are built; one piece at a time.
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