The general economy and legal sector continues to hot up! Scarcity of candidates within certain legal disciplines continues!

KPMG & The REC’s latest employment trend report states:

“Steepest drop in permanent staff availability for 16½ years... The availability of candidates to fill permanent roles fell further in May. Moreover, the rate of deterioration accelerated to the sharpest since November 1997. Temporary/contract staff availability was also down markedly, with the latest drop only slightly slower than April’s 13-year record.
...contributes to robust pay growth

Although easing slightly from April’s 81-month high, the rate of growth in permanent salaries remained considerable in May. Temporary/contract staff hourly pay rates meanwhile rose at the fastest pace since December 2007.”

So in an effort to support you in your recruitment needs we have formulated an outline of “Best Recruitment Practice” attached. However in short …….

1. Communicate openly, swiftly with recruiters and candidates
2. Be quick off the mark and respond to good CV’s
3. Flexibility is the name of the game when it comes to interviewing potential new staff
4. Know what the applicable pay rates are for the level you are recruiting
5. Sell, sell, sell, your firm, the opportunity, the training, the career path

Response Time
Firstly its good to talk. We are all very busy and sometimes an email is the quickest form of communication, however one of the most popular questions a candidate asks is “what is the interviewer like as a person.” It is very difficult to represent you in a true light if our only form of communication has been via email.

Responding to receiving a CV is critical
- firms that are successful in recruiting will come back within 24 hours of receiving a CV as to whether or not they want to interview a candidate. Similarly they will where possible juggle diaries to interview the candidate in as quick a time frame as possible.

Communication with HR at offer stage is also important. Once an offer has been made, paperwork needs to be received ASAP. It demonstrates to the candidate that the firm is committed to their new employee and reflects the competency of the firm.

The Interview
Flexibility is the name of the game when arranging interviews. Good candidates do not want to compromise themselves or the firm they work for, so consider interviewing first thing in the morning, at then end of the working day or even over lunch.

Candidates are often in the process of interviewing at several firms, so it’s important to remember that first impressions do count. On occasions candidates have travelled for several hours to attend an interview and have not even been offered any refreshment - something simple, but doesn’t make for a great start. After all, you have spent time and money getting to the interview stage, don’t compromise – if you do you may lose out to your competitors.

Sell the Opportunity
The interview is a two way process – the candidate is on show selling their wares, whilst evaluating the interviewer, the firm and career opportunities. You must present the firm in a most positive light and “sell” the opportunity to the candidate at all times.

After all, you want to be in a position of choice as to whether you offer the candidate a position or not, don’t compromise – if you do you may lose out to your competitors.

driving seatOne of the major issues firms face is having that competitive edge when it comes to salaries, compensation packages and bonus schemes. Be aware of what the market rate is, push every remuneration option you have and if in doubt call us and we will do our best to help.

Remember stay in the driving seat, don’t compromise –
if you do you may lose out to your competitors.