Doing it Right... (sort of...)

SCENE: Another BIGLAW conference room, with three BIGLAW partners trying to motivate three legal recruiters to recruit for their firm...

It wasn't perfect. Inanities and cliches abounded a la "We're really not like the other big firms" - but here, at least, was a real effort to connect and deliver a substantive motivational message, in a candid and informative way. What did these folks do right?

1. Small group. Three partners speaking to three recruiters (from the same search firm) prima facie makes for a more extensive conversation and exchange of ideas and information. A BIG hats off to the three partners in question who, no doubt, had to repeat this presentation to several groups of recruiters over one or two days and probably spent, between the three, in excess of $10G in unbilled time. This is called taking recruitment seriously.
2. Candid. Simply stating that "we are not a lifestyle firm" made the presentation these folks gave seem far more credible then the "we work hard but we like to have fun" contingent. (Are there people who DON’T like to have fun?) Going further to describe the mechanism used to avoid associate burnout only added to the already positive impression.
3. Firm Culture described warts and all - complete with descriptions as to how cultural differences between this office and the home office have been addressed.
4. Admitting the obvious - These folks started with a discussion as to recent partner departures. While the comments seemed a bit canned - the decision to lead off with this issue was both courageous and smart.
5. Addressing the downsides as well as the upsides. Nothing could be better! Legal Recruiters hear objections from potential attorney movers as to alternative homes all the time. We've already heard all the reasons NOT to move to your firm! By addressing these issues head on - you give the legal recruiter the information he/she needs to overcome the objection when he or she hears it from a candidate...