Not long after you join a law firm (and sometimes even while you are still in law school) you may be asked to participate in the firm’s recruiting efforts. Although you may have just spent the past year or so engaged in recruitment from the position as a candidate for employment, you may not be fully prepared to participate effectively as a junior recruiter for the firm. This article aims to provide some insights into the recruitment process from the perspective of a junior recruiter.
Begin with the recognition that the firm may have several, to some extent competing, goals in recruitment. The most basic goal is to attract and hire the most qualified candidates possible. By definition, that goal implies its opposite: to reject candidates who are not well-qualified. What qualifications matter, and how they are to be assessed, of course, may be a matter for considerable disagreement. Thus, long term, the firm’s general goal will be to establish a recruitment process that is reasonable, transparent and fair. The recruitment process is not simply a matter of separating “good” and “bad” candidates. It involves judgment. And how those judgments are made reflects on the overall image of the firm. Your participation in recruitment thus can contribute to (or detract from) the success of the firm. You should, therefore, take the process seriously.
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