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Strategic Talent Acquisition: How to Be More Competitive in Recruiting Top Talent

By Kristin K. Stark
June 29, 2007

It is a well-reported fact within the legal industry that law school enrollments have flattened in recent years, with total J.D. enrollments showing little or no growth since 2004. This trend, in combination with the significant and ongoing growth in the size of law firms, translates into an intensely competitive market for top law school talent. With only a few exceptions, firms throughout the industry are struggling to secure as many of the best candidates as they need and want. The widening gap between law firms' investments in campus recruiting and the resulting payoff in terms of candidate acceptances is driving law firms to take a harder look at their approach and strategy in law school recruiting. And the smartest of these firms are asking the hardest of questions: What is the best way to approach law school recruiting?

Overcoming Inertia

Unfortunately, despite growing competitiveness, declining results, and the high costs of recruiting, the large majority of law firms have yet to deal with this challenge. Year after year, law firms continue to employ uncompetitive recruiting approaches, failing to ever seriously consider innovative strategies for attracting top candidates. As is true for most aspects of legal practice and management, firms tend to be risk averse in law school student recruiting. Law firms commonly utilize a recruiting approach that is based on the firm's history and culture and that has little to do with what candidates are interested in hearing and seeing from employers.

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