Scoring a top law job is more than just having a fully-prepped resume and making the interview. There are some moves you can make that can help you secure a great law job by following what some of the top law recruiters privately recommend to those who ask.
We name seven of them:
Sinead Flanagan, at Kinsella Legal
1. Register With More Than One Agency (& dedicate yourself to the ‘job’)
You need to set aside time to do the job hunting without interruption and with focus. In doing so successfully you should look at registering with more than one agency, rather than focusing just on the law job sites.
(take a) multi-pronged approach to market” . Gone are the days when you could register with one agency and have a long list of jobs to choose from.
Harrison Barnes at BCG Attorney Search:
2. Be Enthusiastic
One of the problems with recent law graduates is that they are opinionated and often overly idealistic.
Some may have heard negative stories about law firms and go into interviews with negative perceptions. Others may not be excited to interview with a small law firm. They only want to work for a huge prestigious law firm.
Regardless of any preconceived notions you may have, it is important that you are enthusiastic in all of your interviews and make people feel like you really want the job. The best jobs generally go to the people who want them the most.
Tamesha Keel, Lawportunities
3. Be Relevant and Informed
One of the contributors of a declining workforce is that many lawyers and law schools have not kept up with a changing legal environment. In order to land a job, it’s important to stay relevant. And in order to do so, you need a substantive framework of the past, present, and future of the profession.
Broadly: you need to understand the intersection of the legal profession and the field in which you plan to practice law.
Specifically: you need to figure out how you fit into a global, technology influenced career.
Samantha Lambert, Blue Fountain Media
4. Use Social Media
Take the time to follow the companies you’re applying to on Twitter. Learn about what’s important to them, the kinds of articles they share, and the types of content they promote. You may even get an inside glimpse at the culture of each organization!
By poking around on social media, you can see if there are any thought leaders from the company whose work you should read. Having a complete understanding of the company will allow you to better tailor your application, and your knowledge of the company can also serve as a conversation starter if you are brought in for an interview.
Gill Buchanan, Pure Resourcing Solutions
5. Be Aware of Shifting Power Balances
The balance of power will continue to shift from employer to candidate. Candidates will feel more empowered to seek new opportunities and to negotiate terms. Employers will be expected to focus on their brand and engagement strategies to help attract and retain top talent.
From a technology perspective, CV screening using on-line questionnaires is growing in popularity, particularly for high volume roles or where there is a stronger pool of candidates. Applications are increasingly being received and delivered on smart phones and instant messaging, rather than emailing, is on the rise.
Jenny Foss, Blogger on JobJenny.com & Recruiter
6. Use LinkedIn
Considering that more than 90% of recruiters use LinkedIn as their primary search tool, this is not an understatement. If you’re a professional, you need to not only be on LinkedIn, you need to be using it to your full advantage.
Don’t believe me? Think about it this way: If tomorrow morning, a recruiter logs onto LinkedIn looking for someone in your geography, with expertise in what you do, and you’re not there? Guess who they’re going to find and contact? Yes, that person’s name is “not you.”
Kate Harry, J Johnson Search
7. Put your best foot forward
Employers that use recruiting firms to fill their job openings sometimes use the recruiter to screen for crucial information about a job candidate’s attitude and work ethic.
Our clients want to know how job seekers perform throughout the whole experience with us. They ask us things [about candidates] such as, ‘How easy are they to deal with? How responsive are they? How engaged are they? What’s their communication style like?’ We are obliged to share with our clients all of these factors when we are assessing and making judgments and decisions about candidates. We bring our clients into the picture so they understand exactly why we are making decisions.
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