Getting the best out of your recruiter – For Employers

If you are reading this, it is because you are already working with us or want to work with us.

We set the highest standards for ourselves and want that for our clients as well.

Our role is to make sure we know where to find key people who can add value to any workplace, and to keep a close eye on employment trends. We don’t just recruit for you; we add value to our business relationships, which we see as a long term relationship.

For us to give you the best possible service, we want to work with you to know you and your business, so here are some suggestions we like our clients to take on board to get the best out of us:

Meet with us

A short meeting at the beginning of a relationship – and this is often the first time we are recruiting for you – gives us a good understanding of your needs, your current structure, and the business.  We like to stay in touch with our clients regularly, whether we are currently recruiting for you or not. This gives us an opportunity to get to know you better and have a deeper knowledge of your business and culture.  We want to place the right candidates for you, not just make a placement.

Know the role

Having a clear understanding of the role you need filled, and the type of person you need is important.  If you are replacing someone who has left, rather than finding another person just like that, think about the skills you need, is someone more junior needed who can develop into the role.  Do you have a role description? This will help enormously in finding the right person to match the skills you need.

Tell us everything we need to know

If you have the role with more than one recruiter – let us know. We won’t be embarrassed or concerned, although we don’t believe briefing several recruiters will get the best result for you.

Review CVs promptly

We will only send you CVs to consider if we think they are right for the role.  Sometimes those people are being considered for other roles. So please get back to us quickly – we hate our clients missing out on great people.

Finally – if you are happy with our service, please let others know!

The best way to respond to a complaint

Anyone who has been on the wrong end of a complaint about behaviour will know how stressful it is.  Bullying is a word that is used a lot when often miscommunication is the main culprit.

Good employers will provide support to both the accused and the complainant in these situations and it is important if you are the one whose behaviour is complained of to make sure you seek out and use the support of someone you trust.

But how do you respond?  First of all it is important to check your initial emotional response.  Take a deep breath as that first response needs to be a measured one.  It is natural to be upset, however being over emotional will not do you, or anyone else, any favours in the long run.

Here are some quick tips on how to proceed:

  • Acknowledge and state your initial reaction.
  • Ask for particulars – if none are given at the time, ask for a time frame
  • Demonstrate that (assuming you do not believe the allegation to be true)  you are willing to work with whoever is investigating the complaint to get a resolution
  • Ask for a time frame around the process
  • Commit to keeping the fact of the complaint confidential (aside from a support person), and ask that this be reciprocated
  • Ask who knows about it and why certain people have to be involved
  • Stay in control of the process as much as you possibly can – if you are not being communicated with, ask what the next step is
  • If the complainant is someone with whom you work, find out how you are expected to behave with that person, and how you are to work together.
  • Be open to changing your behaviour – if you think an allegation is not true, bear in mind that perceptions can be very different, and you may need to be more aware of subtleties in communication to help resolve the issue
  • Remain positive about the future and what you can learn from the experience.

Adding value for clients

These days competition amongst law firms is at its peak.  For clients, lawyers need to be more than good legal technicians now more than ever – they need to become ‘trusted advisors’ to their clients, and in a much shorter time frame.

Adding value for your clients is one way to deepen your relationship with clients. Differentiating yourself from other lawyers working in the same area means that, when cost and expertise are more or less the same, the relationship is what will keep the client coming back to you.  So how do you do it?  Here are some quick and easy ways to add value for your client:

  • Know your client’s industry and what interests them.  Send them articles you read that you think may be of interest to the client, with commentary if appropriate.
  • Set up google alerts for the name of your client  – If your client makes the news with a product launch or acquisition for example, acknowledge that your have seen it and congratulate them.
  • Send status updates on current matters, even if nothing is happening.  Staying in touch so that a client doesn’t have to ask ‘what’s happening?’ is vitally important.
  • Provide education seminars to the client and staff from time to time.
  • Refer work to them from other clients if you get the opportunity.
  • Find out something personal about the client (birthday, important anniversary) and acknowledge it.  Try a handwritten note.
  • Offer an annual review of the client’s needs. Although free, it is likely that more work will come from it.
  • If you attend a conference where the papers may be of interest, summarise them or send them a copy of the papers.
  • At the conclusion of a major matter, organise a meeting to debrief with the client on what was done well and what could have been done better

Think about ways you can add value to your clients – there are many more ways you can do this to add to this list.  Let us know your favourites.

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