With the ease of making connections via social media and job postings reaching more people than ever before, many people ask if a recruiter’s fee remains a beneficial expense. Companies and law firms face mounting cost-containing pressures, and external recruiters are often a cost targeted for reduction. All employers agree that their most valuable resource is its employees and hiring the right – or the wrong – person is a decision critical to the bottom line. So the question becomes whether a recruiter can result in a better hire? Our clients say yes – when certain conditions exist.
Let’s assume a common scenario: you are the hiring authority for a law firm or in-house position. You need a smart, hardworking fourth-year corporate attorney with large law firm training that fits in with challenging personalities. The ad you placed produced 100 unqualified candidates, 20 of whom keep following up with you, leaving voicemails and cluttering up your inbox. Having spent several hundred dollars on advertising and countless hours examining off-point resumes (or worse, meeting people whose personality are not a fit for your culture), you aren't one step closer to hiring and you’ve lost countless billable hours in the process. Can working with a recruiter make your hiring process more efficient and yield better results?
“I frequently engage a recruiter when I have a critical need to fill quickly with a high caliber person. Her network of qualified candidates with specialized knowledge and skills is truly incredible. We recently made a high-level hire in two weeks!” …HR Director of a publicly traded health care company
A recruiter talks to candidates all day, every day, and their network is invaluable. Paying for a recruiter is like paying for a specialized physician…a specialized doctor may see you for just 15 minutes and charge several hundred dollars which might seem excessively high for that single service, but what you’re really paying for is the doctor’s many years of residency, training, experience and cutting edge technology. Similarly, a good recruiter uses the latest technology and spends years developing a network of highly specialized candidates - and those people know other people in their area of expertise, so the recruiter's reach is exponential.
A good legal recruiter will have a host of niche practice attorneys with various levels of academic criteria and experience. A good legal recruiter will know top candidates who are discretely considering new opportunities and who would never respond to an online posting, preferring the extra layer of confidentiality a recruiter provides. A good legal recruiter knows of candidates who are moving, or want to move, into Texas or a specific city such as Austin, Dallas or Houston where top talent is in high demand. These otherwise inaccessible candidates are almost always the very ones employers want to hire.