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Progressive organizations use legal recruiters because they realize that a good recruiter can provide them with more highly qualified candidates while saving them time and money. Good recruiters advise their clients in identifying the type of person and the salary required to attract them—often helping their clients think "outside the box." A professional recruiter's primary function is not merely to fill a slot, but to provide the right individual to solve a problem. He or she will be quick to recognize misconceptions about salary requirements, job qualifications, or the possibility that the hiring solution might lie in areas outside the targeted industry or experience. To find a single, qualified attorney, management will wade through hundreds of resumes and spend numerous hours in interviews. In many cases, less than 1% of the resumes reviewed will be pertinent. The costs involved are prohibitive and the time spent is unproductive. No one knows the marketplace better than a professional legal recruiter. No matter how savvy your in-house human resource managers may be, they cannot have the perspective of someone who is in the marketplace each and every day. Legal recruiters exist to locate and place qualified candidates for specific positions within their client organizations. They are specialized professionals who survive on their ability to get results in a competitive marketplace. The best bring years of experience to their work, and are intimately involved with every aspect of the hiring process, from the initial position evaluation through negotiation, hire and even retention. Legal recruiters cultivate a profound, far-flung network and remove a tremendous burden from management by presenting a small number of highly qualified candidates who are prepared to accept a good offer. They don't rely on advertising to find candidates because they understand that the "best and the brightest" are not likely to be reading ads—they are happily and successfully employed elsewhere. A good legal recruiter also serves as a marketing arm for your organization. A legal recruiter's job is to "sell" your organization and the position you are trying to fill. This is particularly valuable to a company or firm that is not well known in the marketplace, may be going through transition, or may have experienced some negative press. A few suggestions in making your choice: - Choose a specialist over a generalist; you don't need to spend your time educating the recruiter on what lawyers do or where to find them.
- Choose a legal recruiter who will take the time to meet with you, with whom you feel comfortable and one who will provide you with references.
- Finally, we suggest that you work with a member of NALSC who subscribes to the NALSC Code of Ethics. NALSC members represent the very highest standard in the legal recruiting industry.
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