LTS #002: This 17-Second Mistake Cost a Lawyer Their Dream Job

Welcome to Legal Talent Insider. On the first Sunday morning of every month, I deliver one highly actionable tip to improve your chances of getting hired or making the perfect hire.

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Each issue will always be in 2 parts:

1. If you’re looking to get hired.

2. If you’re looking to hire exceptional talent.

Skip to what you need. 

Let’s dive in.

If you’re looking to get hired

1 thing can destroy your job offer: Following up. 

You’ve done the hard yards to land the perfect job:

• Met the recruiter 

• Tailored your application 

• Completed the assessments

• Took the time to meet the right people over coffee

• Prepared for and commuted to several interviews.

Then there’s a wait. It can happen due to: 

• Internal sign-offs 

• New candidates entering the process

• Ongoing interviews with other candidates

• Scheduling conflicts with decision-makers occupied on other projects. 

The anxiety of waiting can be unbearable, making it tempting to follow up. Resist this urge. 

What you may perceive as a simple follow-up often comes across as desperation or a lack of options. It lowers your perceived value. 

I’ve had candidates who did everything right but then made a blundering typo in the follow-up (e.g., misspelling someone’s name). In a matter of seconds, they gave unnecessary information, raising unnecessary questions about their suitability.

It killed their credibility as a composed, patient lawyer with great attention to detail. It also undid hours of preparation.

Remember: Clients hire recruiters as intermediaries. Bypassing this process can:

• Suggest an inability to follow protocol - a crucial skill for lawyers

• Raise unnecessary questions about your candidacy

• Risk contradicting information provided during interviews.

Let your recruiter to manage the follow-up process. It’s their responsibility and expertise.

Takeaways:

1. Trust your recruiter to handle follow-ups and provide updates.

2. Understand that recruiters may face busy periods, potentially causing delays. But they should set clear expectations with you.

3. Use the waiting period productively. While your recruiter pursues your primary opportunity (Plan A), they should also be exploring backup options for you (Plan B).

4. If an interviewer provided direct contact information, it's acceptable to follow up once after two weeks. Otherwise, defer to your recruiter's guidance.

Maintaining professionalism and patience throughout the process will preserve your credibility and increase your chances of securing the position.

If you’re looking to hire exceptional talent

Hiring the wrong person is costly, both financially and culturally. 

Picture this. You've done everything right:

• Engaged a recruiter

• Advertised the position

• Shortlisted candidates

• Conducted interviews

• Selected from a pool of hungry talent

• Made an offer and onboarded the chosen candidate.

Yet, 6 months later, you see they’re not the right fit.

The U.S. Department of Labor estimates a bad hire can cost up to 30% of their first-year salary. This includes direct expenses like recruitment, onboarding, and training, with indirect costs like decreased team morale.

To avoid this, consider asking one powerful question during interviews:

“If you could have any job in the world except this one, what would it be?”

This question reveals crucial insights about a candidate’s:

• Motivation: Is this just another job, or a role they truly desire?

• Industry understanding: How well do they grasp your sector?

• Company knowledge: Do they understand your mission and operations?

• Cultural fit: Are their values aligned with your company culture?

• Market awareness: Can they discuss competitors intelligently?

Strong answers will:

• Showcase the candidate’s interests and passions

• Relate well to the job they’re applying for

• Demonstrate market knowledge, including competitors

• Allow candidates to be creative and think beyond conventional responses.

For a more comprehensive assessment, pair this with:

“What career experience do you wish you had but don’t yet?”

Takeaway:

• Don’t judge the answer — feel it. A resonating response will speak for itself, providing valuable insights into the candidate’s fit for you.

See you in 2 weeks. 

Ed

P.S. 2 ways I can help you:

1. If you’re looking for a career change, let’s have a confidential chat about your options. Your dream role might be closer than you think. 

2. If you’re looking to hire a senior lawyer for your firm or business, let’s figure out a strategy to find your perfect match.

Just reply to this email.