Selecting the Best Candidate for your Role

When you engage Legal People to recruit on your behalf, it's our aim to provide you with a short list of pre-screened candidates for your role. You then decide from this list which candidates to interview. This is a big time saving for anyone that recruits regularly.

We will spend time working with you to find out all we can about the role, before working our database and our extensive referral network.

If we go to market we make sure we get the job advertisement just right. Then as the applications come in, we get to work reviewing the CV’s. Our shortlist will only highlight the quality candidates.

The problem then can be…. How do you choose who to hire from a great short list?

The following questions and considerations can help you hire the right person for your firm:

1. Core Competencies

So you have written your wish list and we have included them in our job brief. Have you wished for the moon? Or are all of the key competencies vitally important? Do all of your candidates have all of them?

Do all of the candidates on your short list have all of the experience you are looking for? Have they specialised in the area you need for long enough?

Is there a candidate with something a little extra that helps future proof the role? Or that will help your organisation grow?

2. Soft Skills

How is their problem solving? Communication? Leadership skills? A behavioural interview will help you get to the bottom of these.

3. Beyond the CV

You know the candidate looks great on paper. Where can you look beyond their CV for more information? Can you see what their digital footprint is? How do they look on LinkedIn? Facebook? Instagram? Twitter?

Do they have recommendations or endorsements for the soft and practical skills you are looking for on LinkedIn?

Have you Googled them? Do they appear in the media?

4. The Interview

When you first saw the candidate in your office, did they make a great first impression? Do they have good body language? Have they done sufficient company research?

5. Values

Can the candidate express the values that are important to them? Do they line up with your Corporate Values? A mismatch in this area can lead to long term pain for both of you.

Have they expressed what are they passionate about? Does this ring true?

Is the candidate proactive? Do they appear to have a strong work ethic? Do they have an ability to work autonomously and as part of a team?

6. Curve Ball

Sometimes it can be useful to ask a candidate a question that they might not be expecting or have prepared for. This helps you see the “real” them as opposed to questions they are likely to have rehearsed.

7. Cultural Fit

Can you see that they are similar to the people already in your team? Can you see how they would fit in? Or do they bring some diversity and experience you are lacking?

It can be useful to involve a junior member of your team in the interview process. They can help you get a feel for how the candidate would fit in. Often a junior team member will be delighted to assist and to be asked for their opinion for a new hire.

8. Achievements

Focus on any relevant achievements a candidate has included on their CV. See if you can get to the bottom of their contribution to the achievement – was it theirs alone? Or was it a team or department achievement they are taking credit for?

9. The Office Tour

When you walk someone through your office, are they curious and enthusiastic? Are they treating everyone they meet with respect and genuine interest? An office tour can give you some insight as to how they might fit in your organisation. Introduce them to a couple of people in the office. Do you see enthusiasm, or someone just going through the motions?

10. Referees

Here at Legal People it's our role to give consideration to these questions for you. We focus on contacting relevant referees for confirmation that the candidate is a hardworking and ethical person.

11. Instinct and the X Factor

If you are a hiring manager who recruits all the time, you probably have your own 6th sense as to whether a candidate is going to be right for your firm. There can be an element of gut instinct in play and hopefully you are a good judge of character! Our last tip is to not get bowled over by the most charismatic candidate. Sometimes the more introverted quiet achievers are what you need! If you are new to recruiting, it's helpful to have a second opinion & someone you can discuss your thoughts with. Learning to recruit the right person is a skill that comes with experience. Don’t forget to ask us if you get stuck!

Are you looking for staff in the Legal Industry in Melbourne? Then get in touch with us here at Legal People. We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates