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Die Kunst, Seiteneinsteiger erfolgreich anzuwerben

Most law firms have perfected the art of recruiting at the law student level: Send lawyers to law schools, exchange witty (or dull) banter with a number of future lawyers, bring a percentage of the candidates to the firm's office for interviews, make offers and await the flood of acceptances.

[...]

Few firms work as hard to develop a system for recruiting lateral talent. In contrast to the recruiting of inexperienced law students, firms competing for lateral talent face a more educated, and often more skeptical, audience, which makes it even more critical that the process work smoothly and cohesively.

Too often, poor communication, bureaucratic processes, disorganization and misinformation thwart even the best firms' efforts. Below is a compilation of anecdotes drawn from actual incidents as a 10-step how-not-to guide on lateral recruiting.

Auch wenn hierzulande das Buhlen um die Berufseinsteiger nicht ganz so formalisiert ist wie jenseits des Teichs, sind diese Hinweise an Recruiter, die sich um Laterals bemühen, auch hierzulande Beachtung wert. Zumal der Recruitingmarkt bei Laterals auch nach den jüngeren Entwicklungen im Bereich der "juristischen Personaldienstleister" noch als unterentwickelt gelten muss.

Full post as published by jurabilis - German bLAWg from Berlin. on May 16, 2008 (boomark / email).