Recruitment can be a minefield for candidates, whether in law or any other sector. Trying to tailor applications and covering letters, dealing with recruitment agents or directly with potential employers, as well as making sure juggling applications and timings doesn’t mean you miss what might be your dream job.

But there are signs that law firms are trying to make it easier. In recent months we have seen a number of firms re-vamping their approach to recruitment and investing more in terms of looking at the value-add that efficient and thorough processes can bring.

Often candidates and clients alike miss the incredibly important role a recruitment process has in securing new and future talent. These processes are often the first opportunity a candidate has to gain exposure to a potential future employer, and if that candidate is in the lucky position to get two or more job offers, a sound recruitment process can be the deciding factor in which role the candidate accepts.

Investments in IT processes were increasingly in the legal press through 2016, including recruitment portals. These certainly have their uses and benefits. For a client they can allow a more uniform and standardised way of collating applications for a role. At the same time, they provide candidates with easy access to job descriptions, firm information and frequently asked questions.

A balanced approach

 

However there are also potential downsides to these technological advances – one size does not always fit all. Candidates are all different and what they want to get from an employer can vary hugely as well. Not only are there the bigger issues surrounding accessibility to all and inclusivity, which may be compromised with a ‘one size fits all’ portal approach, but as the ever increasing trend for flexibility in working patterns prevails, it may be difficult for an automated process to adequately address often numerous options.

There is an opportunity here for candidates to use technology to gain as much information as possible on potential employers. But, equally, if you genuinely need adjustments to a standardised process don’t be afraid to ask for them and outline your reasons why.

As an employer a smoothly executed recruitment experience may be the difference between securing that much sought after candidate or not. Technology has an increasingly important part to play in this, but so too does adaptability and flexibility – even at the early stages of a candidate/employer relationship.

Being able to blend the benefits of technology with the personal touch of a more human approach will be the key to getting recruitment right – for both employers and their future employees.

LM & KJ

 

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