Articles From the Team
How much should I tell the recruitment consultant?
I have noticed a number of articles published on LinkedIn lately, alluding to the best way to handle dealing with a recruitment consultant. The underlying theme seems to suggest that less is more, in that, the less you make apparent to the recruiter, the more you remain in control of the process. This is a massive misconception. As a candidate, you are essentially being represented by the recruiter. It is absolutely in the recruiter’s best interest to help you secure this role at the highest salary possible. Thus it is essential that you keep in close contact with your recruiter. This may sound obvious to some however it never ceases to surprise me when candidates go absent during the process and when it happens it makes me wonder if the impact of this is fully understood.
Perhaps you’ve seen a job that interests you or having been registered with BCL Legal you have been contacted regarding a job that suits your CV. Interest is registered and you go on to instruct your recruiter to apply for the role. You have now entered into a relationship with your recruiter for the purposes of your job search. Good news, you are then selected for interview and availability is sought to arrange your interview. I’ve had a number of instances when at this important stage the candidate then suddenly goes radio silent, no emails or phone calls returned. The law firm is left wondering what happened, as a recruiter I’m left wondering what happened as no explanation has been forthcoming it is difficult for me as your recruiter to manage the process. Likewise at this stage any delay in responding to a request to interview can jeopardise you obtaining a suitable interview slot. I need to manage the relationship between all parties and without information this leaves me in a difficult position and unable to fully do my job.
I work hard for all my candidates and am well aware of how impressions last and a bad impression at any stage in your career can have a negative impact later down the line. It may be that you’ve had a change in circumstances and have decided to stay in your current role or changed your focus in your job search. The more your recruiter knows about you and your situation, the more they can help you reach your goals and grow your career. So stay in touch no matter what change in circumstances let them know maybe they can help and give advice. Update your recruiter at every opportunity throughout the recruitment process.
It’s easy to forget that the legal recruiter is on your side, but they go out to bat for you and know the market in the region you’re interested and the law firms within it. They are best placed to identify the right role and sell you to prospective law firms. There is no downside to the recruiter being privy to the finer details, factors such as school run, monthly income, and work/life balance. The more the recruiter knows the better position he/she will be to help secure the perfect role with you, which is tailor-made to your particular needs.
At BCL Legal we provide a consultative service and will take the time to discuss and understand the shortfall within your current role and provide you with a selection of suitable options. We will seek to help improve your situation, perhaps you’re unhappy with the stature of firm you work for, the quality of work you handle, the culture you work in or seek a better work-life-balance. We will always attempt to negotiate the best salary and find you a role which offers personal growth and development. It’s certainly not a bad time to consider your options as we draw closer to the end of the year. Many of the roles that are currently being recruited for are business critical and these firms are committed to recruiting ahead of the New Year.
If you are actively seeking a move away from your current role or would be interested in having a discussion regarding potential roles within the personal injury or insurance markets, please contact Luqmaan Ayaz at BCL Legal.