by Amy Goldstein of Grayson Allen, Inc.
Things certainly have changed in a hurry. We went from a robust market to a pause unlike any we have ever seen. The good news is that despite current circumstances, many companies are still hiring. If your company is one that is moving forward with filling open positions, you want to put your best foot forward to attract top talent. Just as companies may be hesitant to hire until there is more certainty, the best candidates are likewise giving more thought to the quality of opportunities when determining whether it is the right time to make a move.
How can you ensure that you land the candidate who is ideally suited for your open role? If possible, engage a recruiting firm that you trust to run your search. Recruiters have a rolodex that includes both active candidates AND candidates who might not currently be looking to move. If you are adding to your team in this uncertain market, you want to make sure you are hiring the best candidate. Putting your best foot forward is key.
What if your budget does not allow you to use a search firm? Your search should still be well run. Now more than ever, you need to impress candidates as much as they need to impress you.
- Take the time to draft a well thought out job description. Be clear about the skill set sought as well as the responsibilities of the role.
- In addition to posting the position, involve your colleagues in the search so they think about people they know who might have the background you are seeking.
- During interviews, show how the role is important to the organization and that it can weather the potential ups and downs that are to come as the economy reopens.
- Although Zoom is a great tool that allows us to connect face to face, don’t assume that getting along virtually is sufficient. If you are going to make an offer without an in-person meeting, do everything possible to help the candidate visualize being in your workplace.
- Be as transparent as possible throughout the process and about the plan forward. Share realistic timing expectations, visions for the role as the economy reopens, and onboarding and integration plans.
Taking these steps will help you put your best foot forward, create a level of confidence and generate the good will necessary to make a strong hire from afar.
Amy Goldstein is the founder of Grayson Allen, Inc., a New York based attorney search and career consulting firm. She has been providing career advice and recruiting attorneys for in-house and law firm positions since 2000. Her experience includes recruiting through 9/11 and the 2008-09 financial crisis. For companies that do not have the budget for recruiters, Grayson Allen offers candidate screening services on an hourly or project basis. For more information, go to http://grayson-allen.com/clients.
