“They hadn’t read my CV before the meeting”.
“One of them spent the meeting checking his emails under the table”.
“One of the partners left halfway through”.
“They didn’t even ask me if I had any questions”.
“They looked like they hadn’t slept or washed for about a week”.
“I didn’t hear for six weeks and then they asked me if I was still interested”.
“They asked about my A level results, even though I took them ten years ago”.
These are just a few of the printable negative comments we hear from candidates following meetings with law firms.
When the best lawyers decide to move, they often explore more than one option. How you conduct yourself during the recruitment process nearly always reflects how your firm is run and how the lawyer will be treated were they to join you. With very few exceptions, the most successful, busiest, best run law firms also have the best run, most efficient recruitment processes.
It therefore doesn’t wash for you to blame a heavy workload on your failure to conduct a proper interview, provide feedback in a timely way, make your minds up and make the right offer to the right person in the right way.
You need to remember that you are only as good as the people you have. If you want the best people, you need to make sure the best people will still want to join you at the end of the recruitment process.