Let's Kill all the Legal Recruiters...or How Not to Movitate the Headhunter Community

SCENE: A boardroom of an AMLAW 100 tier firm, where a group of firm leaders are trying to motivate a large group of legal recruiters (Lawcruiters) to recruit associates for their firm...


OK. Start with the presumption that, at many levels, all AMLAW 100 lawfirms are alike. But why emphasize this when you are trying to sell your firm to a room-full of Lawcruiters? And why trade in inanities when real information is what's needed? Here, for your education, are some of the gemlike insights and keenly described observations related by these partners, very recently, in trying to sell their firm:

1. Our firm is different from the other big firms. (We're still waiting...)
2. We work hard, but we like to have fun. (Unlike everyone else.)
3. Our litigation practice made some partners last year. (Like, which bulge bracket lawfirm did NOT made litigation partners in 2005?)
4. We are a small large firm. (??)
5. We want our lateral hires to take responsibility quickly. (Uh huh. Isn't that the whole economic point behind having a mid-level associate?)
6. Our firm is fully integrated. (Into what?)
7. We didn't hire enough people in 2000-2002. (Hello! Of course you did - you just let a whole bunch of them go, during the downturn, for the sin of being unprofitable - just like everyone else in the city!. And this firm, of all offenders in this category, should know better after its experience in the 1992 recession...)

These gems were all delivered in the absence of any written materials of substance besides a couple of glossy pamphlets in the "what a marvelous firm we are" genre. (We did get great hats and other doorprizes however...)

Here's what else was missing:

1. An updated printout of the firms actual lateral needs.
2. A detailed description as to the structure of each department, including the number of associates represented in each class year.
3. A clear distinction between strategic/niche needs (which demand a real explanation) and generalized needs for journeyperson lawyers (which really doesn't require much explanation since the lawyers filling these positions are simply those that have either relocated or are unhappy at their current firms - meaning that they are looking for no more then what seems to be a better environment to work.
4. A clear indication as to whether the contact person has the knowledge and the authority to conduct and complete the search. (In this case, the Recruitment Coordinator was treated as an afterthought by the partners making the presentation...)

There are better way for Lawcruiters to be spending their time. Make things easy for them by giving them all the information they need, ahead of time. Then - stay informed as to how and why a search evolves and get that information to the recruiters. Finally, don't oblige us to take 2 hours away from their telephones to make a pilgrimage to your offices unless you really have something to say... Sounds easy? You'd be surprised.