Attention general counsel: beware the glut of resumes hitting your inbox. The sheer volume of attorneys who want a job does not mean you have a great selection of candidates. In fact, the opposite is likely.

The economic downturn is making a risk aversion impact on the truly desirable staff attorney, counsel and assistant general counsel candidates. They are more cautious about moving in this environment. They are also placing a higher value on stability and loyalty factors if those are present in their current positions.

It may seem counterintuitive, but hiring the right people is often most challenging in a buyer's market. In an upturn, candidates feel free to take risks. Top of market attorneys are willing to switch companies for what they assess as better opportunities, knowing that they will have options if the moves don't work out. Current economic conditions lead to a bunker mentality.

If you have an opening, it is more important than ever to invest in a proper recruiting approach. This does not necessarily mean using a search firm. It does mean taking charge and not letting HR run the show. I must quote former NFL coach Bill Parcells here: “If they want you to cook the meal, they should let you buy the groceries.”

Recalling comments from InsideCounsel's recent SuperConference session on Talent Stewardship, all general counsel will agree that hiring the right people is critical to their success as general counsel. Who do you want to handle the shopping duties?

You should not delegate resume screening to a computer program and first interviews to HR. Good resumes will be overlooked and a bad first impression may turn off the better candidates. Do it yourself or use money from the law department budget to hire a professional who understands how to vet attorneys. You may indeed have the winner in that large stack of resumes.

Don't be surprised, however, if you find yourself underwhelmed when you start interviewing the finalists. Quantity never equals quality. If you want to recruit the attorneys who are secure in their current employment and not looking at postings, then you may have to engage a search consultant who can get the job done. Choose a recruiter who has succeeded in past economic downturns, as he or she will understand the correct approach to take with the attorneys you really want to reach.