Once a firm has targeted geographic and practice areas for growth, it should hire recruiters with contacts in the market and a strong knowledge base of different firms and where to find the best candidates. A firm should also be sure to educate the recruiter with as much information as possible about the firm and its growth goals, so the recruiter is able to approach the market with a solid knowledge base of how the partnership is organized from a management and compensation perspective, strategic growth plans and culture of the firm, at a minimum. The recruiter essentially serves as a representative of the firm and does marketing on an individual level. A firm wants to be sure it is delivering the best and most accurate message possible to the marketplace.
Interviewing and Multi-disciplinary Assessment
Prior to interviewing candidates, the firm should develop a multidisciplinary interview team comprising its marketing professionals, practice and industry group leaders and regional office leaders. This varied team will be able to assess a candidate’s materials and potential within a firm from many perspectives and identify different opportunities and paths for each individual candidate to contribute to the firm’s goals. This team will also be able to distill the matrix of opportunities for a candidate within the firm and focus on pursuing those with the highest probability for success.
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