How To Improve Your Recruitment Strategy In 2024: Part Two


Photo by Dylan Gillis on Unsplash


The Interview Stage.

Earlier this month, we shared some practical tips for law firm owners looking to strengthen their recruitment strategy within the new year. After all, this is a logical step to take amid the ongoing staffing crisis within the legal sector. 

However, while the initial blog focused on the number and quality of applications you receive, it’s also vital that you’re able to nail the interview process, too. After all, this is perhaps the most crucial stage of the hiring journey!

With that in mind, here are some practical tips you can use to improve the interviewing process within your company. 


1. Don’t draw out the process. 

Finding the right candidate can be tough, which is why multiple stages of interviews are often necessary. After all, this allows you to gain an understanding of the wider talent pool while also giving you the chance to get to know a potential hire on a deeper level. 

However, it’s important that this process does not become too drawn out. There are many reasons for this. Firstly, an empty seat in your office is costing you money. It lowers your capacity while also putting pressure on your existing staff to pick up the slack, leading to burnout and frustration.

However, it’s also disheartening for jobseekers, who could lose interest in the role as a result. For example, a recent study found that “over 30% of job seekers believe a lengthy hiring process makes them doubt the hiring companies’ ability to make other important decisions.” 


2. Remember that candidates are interviewing you.

Many hiring managers forget that during the interview process, the candidate is also deciding whether or not they want to work for them or as part of their company. For this reason, you should be sure to present your company in the best possible light. Ensure that you discuss some of the following: 

  • What a typical day in the office would look like
  • Employee perks/benefits 
  • Employee development opportunities 
  • Workplace culture 

While it is okay to put a candidate “through their paces” by asking tough questions, you should also ensure that you are a polite and courteous interviewer. While those working within the legal sector do need to work well under pressure, the stress of an interview is different from typical work stress, so consider this throughout. 


3. Make quick decisions. 

Very few candidates will expect to be hired on the spot. After all, it’s highly likely that you’ll need to have a wider discussion with your team before bringing somebody new on board. However, it is crucial that you make a decision as soon as possible after the interview, ideally within a week. Taking any longer than this could mean that a candidate a) loses interest in the role or b) is offered a position by a competitor instead. 

Remember, the sooner you make the decision, the sooner you can begin the onboarding process! 


Final thoughts

In the hyper-competitive legal sector, companies without an effective recruiting and interviewing strategy in place will struggle to thrive. As such, it should be considered an essential practice moving forward, especially if you’re hoping to grow your business in 2024. 

However, it’s important to note that hiring a full-time employee is not always necessary, depending on the role you are trying to fill. For example, if you’re on the lookout for an account or CFO, you could always outsource this position instead.

At FinOp Group, we provide our clients with a range of accounting services. Get in touch today to find out more!