Employers

Our clients need us to consistently source high calibre candidates that suit the needs of their business and clients now, and into the future.

However, the definition of a high calibre candidate varies greatly between firms and even between roles in the same organisation or team. With that in mind, the most important part of what we do is to gain a good understanding of our clients, their teams and the roles, which we realise is most effectively done over a course of dealing, asking plenty of questions, and taking a long term view. The more information we have the more likely it is that a placement will be successful.

Opinions on the best sourcing strategies are evolving constantly as technology and on-line networks create access to a far wider pool of potential candidates. Our law firm clients are able make use of many of the same avenues as us, and so we have to be able to delve a little deeper into the market through a combination of technology and good old-fashioned networking. We are often in touch with people over a long period, even whilst they are not active in the market, and a significant number of candidates we work with are referrals who have chosen to work exclusively with us based on a recommendation.

Whether you use the most sophisticated technology or the tried and tested coffee and chat, you still need to ensure an individual approach as each person has a distinct set of skills, personality, ambitions, priorities and motivations.

Even in this digital age lawyers remain somewhat cautious. They often prefer a third party between themselves and a prospective employer until they are sure they are interested in a role. Not to mention they are also usually incredibly busy and we can spend the time to make the inquiries and offer a choice of roles. More than most, they appreciate the role of a trusted advisor when dealing with potentially life-changing decisions.