Recruitment by professionals, for professionals

Getting the Best Out of Recruitment

Posted : 20-11-2017


Getting the Best Out of Recruitment

Our Recruitment Manager, Chris Ewles talks us through his thoughts on how to recruit top talent.

The current recruitment market has swung somewhat and at present it is very much a candidate lead market.

With this in mind, how do you attract the right staff? And what are they looking for?

This might not be as simple as it might seem, in my experience candidates are looking for four common factors in their job search:

  1. Salary

  2. Location,

  3. The right firm

  4. Career progression

You may find, from the first day of their job search they could be looking to move due to location, something closer to home maybe? As the search and recruitment process moves on, all these factors come in to play, something we have seen time and again.

It then becomes clear they look to incorporate all four factors in their job search.

Is it being greedy?

Maybe…. but actually you might find it as a surprise that out of all four factors, the one candidates are happy to look at and be slightly more willing to negotiate on is the salary for the right opportunity. 

How Can You Attract Candidates?

A high proportion of candidates are looking to the future, their career and where they can see themselves in the long term.

With this in mind, law firms are having to do a bit of selling themselves;

In respect of what they can offer… progression with potential partnership? The right caseload? Work/life balance?

These are just to name a few key points that candidates have looked at to move forwards to accept the right offer.

Don’t get me wrong the overall salary and package is always a key factor for the majority of candidates, but one that might be negotiable for the right position and firm. 

Looking to the Future 

In saying this, if a candidate in the market is looking at a new role due to salary, why as a firm won’t you look to offer what an applicant is seeking with a salary expectation?

If everything else falls into place, it maybe you as a practice that needs to review the salary.

Here's an interesting scenario for you to consider,

A candidate you have met with for interview and keen to move forwards with has a salary expectation of £55k per annum.

You as firm feel that market rate is under this at £50k per annum.

You move forwards with the offer of employment on this basis at £5k under what they are looking to achieve.

Firstly, ask yourself the question;

"Would you feel comfortable that if this candidate accepts your offer of employment that they wouldn’t be looking elsewhere?  Remember money was their main motivation for a move"

Say they started with you and left after a short period due to this factor, after  all the time and effort, you and your colleagues have put in to training the candidate, you would then have to start the whole recruitment process all over again… for the sake of £5k per annum.

Another consideration,

Why start the process again if you feel you have found the right candidate?

You have made the offer, you must feel that the candidate in front of you is the right fit.

To go back to the market, having already gone through the process, how long until you find the same calibre of candidate that matches the expertise you are seeking?

Three, six months? A year?

During this time of looking again, you might have 'over worked' your existing team that have become unhappy with covering for the vacancy.

And you know what that might mean… recruiting again!

You might have to turn away work, Your reputation in the marketplace and potentially loss of further work from the client could be in jeopardy,

And most importantly, YOUR time lost!

In Summary 

Recruitment is a risk, and I’m not here to tell you to pay more, but I’d like you to consider the longer-term implications of not negotiating on the salary/package.

What impact could it make on your firm and the department? Would it be the smart move to offer what the candidate is seeking?


Keep your eye out for our follow up article 'How to Retain Talent in Your Business'