BELOW YOU WILL FIND SOME INFORMATION ON OUR APPROACH TO LEGAL RECRUITING
CANDIDATE SERVICES
At Greenworth, it’s all about personal relationships. Try to think of us as your own personal agent – we want to get to know you, so that we can help you. We’re trying to place you with the best “team”.
How does it work?
If this is the first time we are reaching out to you, our approach will typically begin with a friendly call or email where we introduce ourselves and some opportunities that we are working on.
It will usually lead off with our “get to know you” session, where we ask specific questions relating to the candidate’s current employment situation, academic background, work history, non-legal work experience, career goals, personal goals, geographic preferences, interests relating to the practice of law, etc.
We will evaluate all of these factors and determine which opportunities are the best fit for each individual. This is also the time where the importance of confidentiality is stressed. We want to make all of our candidates as comfortable with this process as possible and it is therefore imperative that information on both ends is exchanged freely and openly.
For our pre-existing candidates that we’ve had the pleasure and privilege to work with, we like to stay in touch throughout the year. Whether it’s just to let you know what it is going on in the market, a check up to make sure you’re on target to hit that bonus, or just just a friendly “hello”, we like to hear from you. Who knows…maybe that “can’t miss”, once-in-a-lifetime opportunity is out there and you just don’t know about it!
RESUMES
At GreenWorth Recruiting, we realize how important your resume is. After all, this is the product that the law firm or client looks at. You are being compared to potentially hundreds of other resumes. This is their first impression of you, at least “on paper”. We have reviewed thousands and thousands of resumes and can offer advice and suggestions on how to maximize this first impression. We can offer stylistic or substantive recommendations where necessary. If you don’t have a resume, don’t worry! The consultants at Greenworth Recruiting can help you construct a resume and we have sample resume forms and templates with different styles for you to choose from.
THE INTERVIEW
So we’ve sent your resume to the client and we just heard that they are interested in scheduling an interview! Great news!
What is the next step?
In our opinion, interviewing skills are one of the most important things a candidate can have when attempting to be hired for a position. The resume can be great, but if you are not prepared in the interview it can all go wrong! We therefore always do a thorough interview “prep” session with our candidates prior to any interview. Maybe you haven’t interviewed since you were a 2L in law school, or maybe you would just like a refresher. Either way, we will make sure you are fully prepared for the interview. We can discuss the interviewing schedule, partner/counsel bios, likely questions that may be asked, questions that you should ask, documents to bring, dress attire, and other interview strategy. In addition, we will provide you with our “interviewing tips” document which includes a wealth of great information, sample questions in the law firm/company interview context, scenarios, and other strategic recommendations. We’ve been told that these interviewing tips have made a big difference in the confidence and comfort level of many of our candidates, and in this day and age, every little advantage helps. It is our job and goal to make sure you are ready to go.
AFTER THE INTERVIEW
Of course, once the interview is over, it doesn’t stop there. We want to speak with you to get your thoughts on how everything went, what feedback you were given, and how well you think your overall performance was. During this evaluation, we can determine many things:
- Were all of your questions answered?
- Did you like the people and office environment?
- Do you like the area(s) of law that you will be practicing there?
- Is there anything you can do differently on the next interview?
We try to make it a collaborative process. Now, sometimes a candidate will get offered the position after the first interview and when that happens it is great. However, this is not the norm. Often the interview process can go into 2, and 3 rounds, and even up to 4 or 5 rounds in some instances. Each round is very important and we will offer our guidance and experience every step of the way. Of course, the harsh reality is that rejections in the legal business happen, and when they do, we will be there to make it a learning experience so that the next opportunity hopefully turns out with a more positive outcome. We will also keep you informed of our new opportunities throughout the year.
CLIENT SERVICES
For law firm and corporate clients, our approach is very detail-oriented. We try to find out the types of attorneys that the client typically likes to employ, the structure and history of the firm/company and hiring philosophy, and the particulars about the job opportunity itself.
We begin our search identifying the specific attorney needs and requirements for each particular opening. We then search our brand new, state-of-the-art database and multiple paid-legal resources for the best legal talent in America. Once we locate a potential candidate, we engage in a careful and in-depth screening process where we get to know the candidate on both a personal and professional level.
We discuss the candidate’s background and experience, as well as their personal and professional goals when it comes to their careers. This approach helps to evaluate each candidate’s strengths and accomplishments, and paves the way for our consultants to find the best “fit” for our law firm and corporate clients. We know that this approach and the success that follows will consistently instill confidence in our clients and that they will continue to utilize our recruiting services.