LTS #003: Counterintuitive Hiring Strategies of Elite Law Firms and Lawyers

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.

In this issue we cover:

• Master the interview: How to ask strategic questions that set you apart

• Why your recruitment strategy usually backfires

• The counterintuitive approach to attracting top legal talent

Skip to what you need. Let's dive in.

If you’re looking to get hired:

The power of asking the right questions.

You've made it to the interview stage. You've completed the tests, done your research, and met the partners. You've answered their questions confidently. 

Now it's your turn to ask questions. This is where you can truly set yourself apart.

But many candidates hesitate at this crucial moment. They worry their questions might:

• Come across negatively

• Reveal ulterior motives

• Expose their hand.

So they stay silent or ask superficial questions that can easily be researched. Both approaches can leave a underwhelming impression.

Here’s the truth: Thoughtful, strategic questions can significantly boost your candidacy.

I help lawyers craft three types of impactful questions:

1. Not available from research 

2. Tailored to your career goals

3. Applicable only to the interviewer

Examples: 

1. “Your competitor (X) just opened a Toronto office. Do you plan to break into that market?” Or “How has the recent regulatory change in [specific area] affected your practice's strategy?”

2. “My goal is to become a Partner in five years. Can you tell me the process for achieving that here?” Or "Given my interest in [specialty], what opportunities exist here for developing expertise in that niche?" 

3. “You’re all bringing in excellent business. What advice would you give me to build a book of business?” Or "As a successful partner, how did you build your client base?" 

These questions demonstrate your genuine interest, forward-thinking approach, and ability to engage in meaningful professional dialogue.

Master this often-overlooked aspect of the interview process. You'll leave a lasting, positive impression that can tip the scales your way. 

Want tailored guidance on crafting questions for your specific career goals and target firms? Reply to this email and we’ll fix your interview strategy.

If you’re looking to hire exceptional talent:

Streamline your talent acquisition (why less is more).

Are you struggling to fill crucial roles despite engaging multiple recruiters? 

Many law firms and businesses face this challenge. Partners and senior leaders delegate recruitment because they have too much work on their plate. 

The typical scenario:

1. You specify the dream candidate requirements: Right skills, personality fit, within your budget.

2. Recruiters promise you the world.

3. You receive some CVs but not the 'right' ones.

4. Months pass and it's crickets. The crucial role is still vacant. You’re losing money. 

The solution may surprise you: work with much fewer recruiters. Just one. (Perhaps two at most.)

Here's why this counterintuitive approach works:

1. Focus: When multiple recruiters work on the same role, they often tap into the same talent pool. This creates unnecessary competition.

2. Value: The more a role is marketed by various recruiters, the less exclusive and valuable it appears to elite candidates. Exclusivity can be a powerful draw for exceptional talent.

3. Depth: A single recruiter can dedicate more time and resources to understanding your specific needs, culture, and long-term goals.

4. Quality: Instead of a flood of mediocre CVs, you'll get a curated selection of high-quality candidates who truly fit your requirements.

Example: A law firm struggling to fill a senior position worked exclusively with me. Within two months, they had three excellent candidates to choose from – all perfectly aligned with their needs and culture. The chosen candidate is now thriving.

By consolidating your recruitment efforts with one dedicated recruiter, you:

• Maintain the prestige of your opportunity

• Increase the likelihood of attracting exceptional talent

• Save time and resources in the hiring process

Remember: in legal recruitment, less is more.

Reply to this email and we’ll discuss how my focused approach can deliver the results you crave.

See you next month.

Ed