A niche recruiter, such as a recruiter specialising in legal roles, may rely on advertising, but more often they take a proactive approach to identifying and attracting most suitable talent for the role.
This involves reaching out to potential candidates who may not be actively looking for new job opportunities and bringing to their attention a new role that could be a potentially interesting career step.
Headhunting is a valuable service for employers who need to fill specialised or senior-level positions that may be difficult to fill through traditional recruitment methods such as advertising.
Once the legal recruiter has taken the brief from their client, the headhunting process begins with identifying potential candidates who have the necessary skills and experience for the position.
This usually involves extensive research of company’s competitors and other suitable donor organisations where potential candidates may work.
Legal recruiters use their industry knowledge, network and connections to identify potential candidates who may be a good fit for the role.
Once potential candidates have been identified, the legal recruiter reaches out to them to gauge their interest in the position.
This involves a non-transactional, non-pushy approach based on a long term relationship, as most successful lawyers are happy in their roles and usually are not actively looking for a new job.
Legal recruiters must be able to effectively communicate the benefits of the position and the organization to that particular person to get their interest.
If the candidate expresses interest in the position, the legal recruiter conducts an initial screening to determine if the role is indeed a good match.
They aim to determine if the candidate indeed meets the necessary qualifications and requirements for the role and if the role meets the individual’s goals and preferences.
If the candidate is happy to be put forward for the opportunity, the legal recruiter will introduce them to the hiring team and organise the further process.
Throughout the headhunting process, legal recruiters remain discreet and professional, working in strict confidence, as the candidate is almost always currently employed.
In summary, niche legal recruiters usually take a proactive approach to identifying and attracting top talent. This involves research and networking within the legal industry, as well as a selective approach to reaching out to potential candidates. Legal recruiters stay discreet throughout the process and ensure that the candidate is a good fit for the organisation and vice versa. By doing so, legal recruiters help employers fill specialised positions with top talent that may not be accessible through traditional recruitment methods.