In our Ask a Recruiter feature, a member of our specialist recruitment team tackles a topic relating to attraction, recruitment and retention.
This month, Senior Consultant Amanda Bower gives her advice to a Head of Department looking to reduce the time it takes to hire within their team.
My firm has ambitious growth targets for the 12-18 months and we’re about to embark on a significant period of expansion.
When we’ve recruited in the past, we’ve found that the process can be long, particularly when it comes to niche positions or senior hires. What can we do as a firm to reduce the time it takes us to recruit?
This is a common gripe for firms, but thankfully one I can help with! Although some aspects of the process, such as notice periods for senior lawyers and partners that can be up to 12 months, cannot be expedited, there are other changes that can be made to shorten recruitment time for other levels.
Here are some strategies that can be implemented to reduce the time it takes to recruit:
- Clearly define the role requirements: It is important to clearly outline the skills, qualifications, and experience required for each role to attract the right candidates and avoid unnecessary delays in the hiring process.
- Optimise the job description: Craft a compelling job description that accurately reflects the position and the company culture. Use clear language, highlight key responsibilities, and include any unique selling points to attract qualified candidates.
- Utilise online platforms to communicate your Employer Value Proposition: Leverage online platforms like LinkedIn, Glassdoor and social media channels to showcase your employer brand, give an insight into your culture through content, and reach a wider pool of potential candidates (including passive job seekers).
- Work with the right recruitment partner: Enlisting the help of a recruiter who knows the market well and has established relationships with the lawyers you’re looking for is crucial. At Realm, our consultants focus on just one practice area within a single geographical region. We have engaged communities of legal professionals and working as your brand ambassador, can connect you with the people who will be the right fit for your firm.
- Implement efficient interview processes: Structure interviews effectively by clearly defining the interview stages and assigning specific interviewers. Consider using panel interviews or video conferencing to eliminate scheduling conflicts and reduce the time it takes to complete multiple rounds of interviews. When speaking to a candidate (directly or via a recruiter), respond to emails or calls swiftly so that you can schedule interviews (and get the ball rolling) as soon as possible.
- Conduct pre-employment assessments: Incorporate pre-employment assessments or tests to evaluate candidates’ skills and suitability for the role. These assessments can help filter out candidates who may not meet the requirements, saving time during the selection process and reducing the risk of hiring the wrong person (and having to start the process again from scratch).
- Streamline decision-making: Establish a clear decision-making process and timeline for hiring, involving all relevant stakeholders. Regularly communicate updates to keep candidates engaged and minimise the risk of losing top talent due to lengthy decision-making.
I hope that this advice is helpful. By implementing these strategies, you should see a significant reduction in the time it takes to hire and ensure a smoother recruitment process, ultimately supporting your growth targets so that you can meet your commercial aims.
If you’re looking for tailored guidance on how to structure your recruitment process and ultimately cut the time it takes to hire, our specialist team can help. Give us a call on 03300 245 606 or email email@example.com to find out more.