RECRUITING & INTERVIEWINGSTRATEGIES FOR CLCS27 November 2012- CLCNSW Quarterlies
Background – Jason Elias 1995 – Graduated Arts/Law UNSWincl Kingsford Legal Centre (KLC) 1997 – Admitted in NSW/ Joined Baker & McKenzie, volunteered at KLC 1999 – Specialist legal recruiter 2000 – Opened Elias Recruitment focus on Not-for-profits, alternate careers for lawyers. Large amount of regional work.
1.Advertising General Job Boards eg SEEK, My Career, CareerOne Legal Sites eg ALB, Lawyers Weekly College of Law website Press- local paper, SMH, Australian, AFR
2.Networking/Social Media Word of Mouth NACLC website (www.clc.net.au) Linked In Facebook Twitter
3.Specialist Recruiters Find experts in the space Feel comfortable with who you select Don’t go recruiter shopping Negotiate rates and terms Qualify guarantee
Drafting Ads- How to attract Grab attention- competitive WIIFM Appeal to emotions, tell a story (sea- change, make a difference, job satisfaction, work/life balance) List benefits not just criteria Call to action
Cost-effectiveness Word of Mouth- always best and free Networking/ Social Media- - low cost but labour intensive Advertising- cost varies low (clc.net.au) to medium (SEEK, local paper) to very high (AFR) Specialist Recruiters- higher cost but less labour intensive and guarantee provided.
Evaluating Applications Prepare a job description and determine criteria ie essential (must haves) and desirable (nice to haves) ESSENTIAL CRITERIA DESIRABLE CRITERIA Eligible for practising certificate Worked in a similar organisation Experience in civil or family law Accredited specialist in area Able to work in Broken Hill Located locally or understands area
Screening Candidates Create a system Evaluate in one or two sessions with minimum disruption. Don’t delay or best candidates will go Easy way to bulk screen is on objective criteria eg location and salary Rank candidates to arrive at manageable shortlist.
Interviewing Candidates Contact each shortlisted candidate for a phone screen- 10-20 minutes to determine if they are worth interviewing Invite for interview- preferably face to face, otherwise skype or phone Number of interviewers? Have questions arranged but be open to conversational style as well Focus on motivation, personality and cultural fit as well as skills and experience Relocation -are they the sole decision-maker?
Behavioural Competency These are behaviours that separate a superior performed from a mediocre performer Research shows high achievers have: 49% technical (knowledge, skills, abilities) 51% behavioural (typical behaviours) Questions tend to start with “tell me about a time when…”. Focus on attention to detail, problem solving, client service, communication, flexibility, initiative, co nflict management, cultural awareness and ethics.
Assessment Score/Rank candidates in preferred order as soon as possible after each interview If there is a panel it is a good idea to arrive at decisions independently and then compare and arrive at consensus Second/Further Interview? Check references and paperwork (academic transcripts, current practising certificate, passport)
Reference Checking Select appropriate referees provided by candidate Get permission to contact esp current employers Conduct 2 or 3 detailed reference checks esp probe any areas of concern from interviews Ask reasons for leaving job, check employment dates, ask if they would re-hire them Example of red flags,poor reference check
Offer and Acceptance Once preferred candidate is decided deliver offer orally and send paperwork same day if possible Articulate title, salary (superannuation), duties and whether governed by EBA or other conditions Resignation, counter offers and “danger period” Keep in touch if there is a gap between offer and start date
Retention- Why lawyers leave? Negative relationships with managers No room for career advancement Gap between expectations and reality Being overworked or stressed Lack of coaching or mentoring Lawyers Weekly 9/3/11
QUESTIONS ? email@example.com Further info or follow up questions – Jason Elias (02) 9362 1859