In her recent New Jersey Law Journal article "Your Next Lateral Candidate Has Already Formed an Opinion About Your Firm," Liz Lindley explores how recruiting has evolved beyond compensation, benefits, and origination credit - and why firms may be losing strong candidates before the first interview.
Liz examines the less visible factors influencing recruiting decisions, including firm culture, professional development, leadership visibility, and market reputation, and draws on insights from legal recruiter Victoria Rivkin and style strategist Estelle Winsett.
As Liz writes:
"Law firms often view marketing and business development efforts through the lens of client acquisition. Candidates frequently see something else. They see evidence of investment.
When attorneys are encouraged to write, speak, publish, participate in industry organizations, and build professional profiles, candidates draw conclusions about the firm's priorities.
Candidates frequently interpret visibility as evidence that a firm is willing to invest in its people. Lawyers who are supported in building professional profiles, developing industry relationships, and establishing credibility in the marketplace often perceive greater opportunities for growth than lawyers who are expected to build those platforms entirely on their own."
Read the full article here.