Attract the Right Legal Candidate – Job Posting Tips

If you own a law firm or manage a corporate legal department, you may need to hire people from time to time; at the same time, when you struggle with cut throat competition for clients, you have to face fierce competition in hiring the right candidates for free job posting openings in your legal concern.

While ‘www’ is cluttered with general job boards, there was a need of a niche job board catering only to legal jobs; soon most of the legal concerns transferred their accounts to such legal jobs portals, but, was that sufficient? The answer is no, because while these job portals were flourishing, the lucrative and rewarding jobs were stuck in middle of common threads running through all the bad job ads. Now was the need to sell your firm name well on these job boards; some opted for paying for featured jobs, while others compromised by hiring less-qualified legal professionals. But, there is a way in-between, that is realize by just a few, where you don’t have to pay more and you can optimize your legal posts so that the best talent in the market can reach your job posting in time.

1) Sell Your Legal Concern: Too often law firms don’t mention advantages and benefits of working in their company, if you don’t do this you simply lose advantage over competition. The first step towards building a brand in job portals is to tell your prospects. Why they should join your legal concern, whether its growth opportunity, exceptional work environment. Flexible schedules, market reputation, monetary benefits, or an emphasis on employee appreciation. After all, selling a dream to work in your company before any interview is a step towards overall growth. And development of your employees and company. This will not only build a brand for you on job sites. But also in peer groups of people who apply or reach to your legal job ads.

2) Optimal Job Description: The next step in building your brand on job portals is to target. The right candidate; to do so avoid including your entire official job description while putting up an online job post. Because a long and boring description of roles and responsibilities cannot attract the right candidates. Instead mention only the essential duties and qualifications that cannot be compromise. From there, state clearly that one must meet these requirements in order to get through the preliminary selection process. This practice will help you in targeting qualified applicants and eliminating candidates that do not meet your essential job requirements.

3) Make Your Job Ads Interactive: A simple yet effective step towards building. Your presence on online job portals is to make your application process interactive. For example, try to provide applicants with directions to follow; make their free job posting search interesting. And give them something to think about when they apply to your job ads. A simple way of doing this is to give them a task to be complete with the application. You can ask them to write a paragraph explaining how their experience qualifies for the stated position. This will quickly weed out all those applicants who apply to almost every job but end up nowhere. And those who do not qualify for the position. This practice will not only lower the number of application forms. But also, help you in judging how well an applicant follows directions.