Recruiting Tools & Strategies

Let a member of our executive recruiting staff highlight critical recruiting tools and strategies that will give your firm or company an advantage throughout the hiring process. This may be as simple as offering a candidate something to drink as he or she is waiting to be interviewed or, sometime along the process, arranging dinner at a nice restaurant in an "out of office" environment. It is imperative for all vital recruiting factors to be considered when trying to secure excellent candidates. Listed below is a brief overview of some recruiting tools and strategies that can also be put into force. Also visit the Effective Interviewing Techniques link for a more detailed approach to securing a successful interview.

  • Prior to the interview, email or mail the candidate a detailed interview schedule, including the names and titles of the individuals whom he or she will be meeting, in addition to other useful information about your organization.

  • Make sure the person has directions and nice accommodations, in the event that travel is arranged. Allow enough time for the candidate to feel comfortable in terms of getting from one place to another. A follow-up call to make sure the candidate received the interviewing itinerary is always important, and it gives the candidate an opportunity to collect any additional information that he or she may find necessary. Providing this information will highlight your firm or company’s professional interviewing approach and set you apart from your competition. Keep in mind the fact that there is always competition for excellent candidates!

  • Make informative introductions as to whom the candidate will be interviewing with during the day. Compose an interview schedule that has the candidate meeting the specific people that he or she will be working with, especially the person(s) to whom he or she will be reporting. Each interview should be viewed as an opportunity to develop a relationship with the candidate, and it should be as informative as possible regarding the position’s responsibilities and about the organization. All interviewers should make every attempt to provide the candidate with their contact information, in the event the candidate has any follow-up questions.

  • Each interviewer should have a copy of the candidate’s resume, and be prepared to ask specific questions as they relate to the job. No interviewer should be distracted. Each interviewer should be engaged throughout the entire interview and always ask the candidate if he or she has any specific questions. Each interview should be a good exchange of information – not a quiz.

  • Show the candidate the facility or workplace, and make him or her aware of the general benefits of your organization. It is always beneficial for a human resource representative to be available to inform the candidate about the benefits and general work environment.

  • This is an excellent time to ask the candidate for additional information such as transcripts, writing samples, and references, in the event those materials have not been provided. In the event there is interest in the candidate, time is of the essence, so obtain these materials.

  • During the interview process is generally a good time to obtain the candidate’s current compensation package, including base salary, bonus, and benefits, as well as any salary expectations. It is also important to speak about timing – when the candidate could start, especially if there seems to be interest in him or her.

  • Always provide the candidate with a specific contact person, in the event the candidate has any follow-up questions.

After the entire interview process has been completed, be sure to follow-up with the candidate either through the recruiter or through the candidate him or herself. Candidates appreciate prompt replies. In the event there is continued interest, act as soon as possible. Timing is critical in the recruiting process, and it is essential to keep the process moving.

 Contact Premier Legal Staffing, Inc. for the latest information on competitive salaries within the intellectual property field of law.