Step 1. Needs Assessment
When an employer contacts us to fill a position, we first seek to fully understand the position as well as
the firm/company. Our next step is to develop a comprehensive job description, if one does not already exist, and detailed
search criterion which includes the specific educational qualifications, legal skills and experience required for the position.
We also work with our clients to understand the firm/corporate culture in order to provide a candidate who is a good fit.
Step 2. Customized Strategy
After we have conducted a needs assessment, we develop
a customized strategy for the search. We then begin our search for potential candidates through our existing database and
research efforts as well as source qualified candidates from our extensive range of contacts in the targeted practice areas.
As former attorneys, we approach each search as a research project. We are continuously finding
creative ways to find excellent passive candidates.
Step 3. Search, Recruit and Assess Candidates
We review numerous resumes and evaluate prospective candidates against the established criteria. After identifying
the top candidates for the position, we will screen candidates carefully through telephone and/or personal interviews.
We will assess the candidate's strengths, motivations and goals. Because of our screening process, we are able to present
candidates who are capable of performing the work, who are sincerely interested in the position and who fit the client's culture.
Once this has been confirmed you will receive profiles of selected candidates.
Step 4. Candidate Interviews & Evaluations
Upon receiving your feedback on a candidate’s resume and profile, we will facilitate all candidate interviews.
After each interview we will compile feedback from both you and the candidate.
Step 5. Final Selection
Once
you have determined your final candidate we will work with you in handling the offer, salary negotiations, etc.
Step 6. Completion of Search
As the search process ends, we will ensure a smooth transition
for both you and the newly hired employee.
Step 7. Follow-up
Our involvement with the employer and candidate continues after the offer is accepted. We often act as a liaison
between the two parties to anticipate and resolve any outstanding issues, and to make the transition as smooth as possible.
After completing the assignment, we maintain ongoing relationships with the employer and candidate through periodic phone
calls or visits. A critical issue for any law firm or company is not only finding
good legal talent, but retaining good legal talent.
