How to Effectively Court a Candidate

Interested in a candidate? Chances are high that another employer is equally as interested in the same candidate. Delays in interview scheduling, decision making, offer negotiations or start date can result in a lost opportunity for your team. Below are a few tips for moving candidates along and encouraging offer acceptance.

1. Scheduling:

Immediately after reviewing the resume of a strong candidate, make every effort to get an in-person, phone, or video meeting scheduled. If the practice group leader or attorney in charge of hiring is not available for this initial meeting, schedule a meeting with a member of the recruiting team and a senior attorney in the practice group. This plan allows for the candidate to get in front of your team quickly and for the initial vetting of the candidate to begin. Delays in scheduling even this initial meeting can result in a candidate doubting whether there is serious interest in them as an applicant.

If the initial interview is successful, let the candidate know that there is continued interest, and discuss the next steps in the application process (when can they expect to hear from you, who will they meet with next, what will the next meeting entail). Being transparent throughout the interview stage helps manage the candidate’s expectations. If possible, schedule the next round of interviews within one week of the completed interview. This will keep the momentum and excitement going.

2. Decision Making:

It is ideal to have decision-makers participate in each round of interviews. If you are an employer who values input from your team in selecting new hires, before dipping into the applicant pool, send out a few time slots and see what works for most of your team. Request that they make efforts to keep that time slot available during periods when you are recruiting new hires. This will enable you to easily suggest dates and times for follow up interviews.

3. Offer Negotiation:

The salary and benefits offered should not come as a surprise to the candidate. Even if you cannot guarantee a specific dollar amount until the formal offer is presented, be transparent as to what the candidate can expect. Give them salary ranges for someone with their years of experience and practice focus. Discuss benefits and any added incentives your firm offers. Addressing these figures early on will help you determine whether you and the candidate are on the same page, and will increase the likelihood of a quick acceptance once a competitive offer is made.

4 Start Date:

Throughout the interview process, discuss the potential start date. Not every candidate is able to start immediately after giving appropriate notice to their current employer. Some common reasons a candidate might look to delay their start include: bonus payment; holiday season; and personal life events. In addition, candidates relocating with significant others or school aged children, might prefer waiting until after the conclusion of the school year or request additional time to get settled in the new city. Present the candidate with your ideal timeline and discuss any flexibility you have when it comes to an official start date.

An attractive employer will be transparent about their interest in a candidate, move through the interview/hiring process smoothly, and manage candidate expectations when it comes to timing and compensation.

Tiffany Sepulveda Kahlon, experienced recruiter, career adviser and attorney, has counseled hundreds of candidates in their search for legal career opportunities resulting in successful placements across the national legal market. As Founder of The Kahlon Network, Tiffany builds relationships with legal employers and candidates, understanding their abilities, interests and needs while exploring their growth potential.