Legal Recruitment – The need for transparency in its process
Posted by Hannah Sayers
For years now, a primary frustration of job seekers, hiring firms and recruiters alike has been the limitations regarding transparency throughout individual hiring processes. In the legal market, this can reach from an initial application right through to discussions of forthcoming offers but can cause real harm to the health of the recruitment process if transparent communications are not upheld. Without a doubt, the main reason for this is – time. Although recruitment can be an incredibly important task when developing a team, or when you are the one looking for a job; it often gets pushed to the back of the mind behind the more urgent requirements of day to day tasks. But as is well established, we know that recruiting the right people at the right time can be an invigorating force for blending a higher performing and more productive team. From an employer perspective – transparency is key to reducing turnover: Generally speaking, interviews do not reveal the full aspect of what it is actually like to work for a firm or company. In reality, it is all too common for discussions undertaken during the interview not to align with the actual job. This is one of the glaring issues that will undoubtedly create a turnover problem. Transparency also comes to the fore in circumstances where jobseekers are the ones who are not being transparent enough. This can often result in jobseekers accepting an opportunity that will not be the right fit because they tailored their answers so that the employer heard what they wanted to hear. This reflects back to the turnover problem above and benefits neither side. The obvious remedy is to put expectations into writing at the outset and then throughout the process. This will ultimately clear up cases of he said/she said as people often hear what they want to hear, as opposed to what was actually said. And, more importantly, it will quickly uncover and allow you to fix any incongruencies between stated expectations and the realities of the job. From a jobseeker’s perspective – transparency is essential to maintain engagement in the process: If candidates are made aware from the outset, or indeed throughout the interviewing schedule, that it is likely to be an elongated process, expectations can be managed and those candidates whose need to move is urgent can be clear that although they are interested, other opportunities may likely draw them away from a particular position that they may have a preference for. Alternatively, if there is a slight delay due to hiring managers being on holiday, pulled into urgent matters or working in other locations, it is best to ensure these reasons are communicated. Nothing frustrates a process more than silence. In effect, if you were to canvas anyone you know who has undertaken a new job search, you can bet on the fact they will have at least one comment about a firm (or indeed recruiter) who simply did not provide them with adequate communication about the process and any associated delays. Ultimately, the above is not rocket science, nor is it something that is a secret to those select few HR professionals. But it is an essential element to ensure the employer/jobseeker relationship is upheld and reputations of both sides remain intact. As specialist recuiters in the legal market, the best advice we can give you, as a job seeker, is taking the time to reflect if the job is right, rather than trying to shoehorn yourself into the organisation for fear of missing out. As an employer, ensure you lay out the expectations of the process and the realities of the opportunity as best you can to reduce turnover and avoid blemishes to the reputation of the firm. For more information on this article or Legal jobs in London or Nationwide, contact Hannah on 020 7269 6316 or email@example.com.