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Ask the Right Questions, Get the Right Hire Via Remote Interviewing
During this unprecedented time firm leaders, practice managers and hiring partners are asked to interview candidates to replace attorneys who have left or to grow their bench in certain areas via remote technology. Recruiting is a costly expense and should be managed with an eye to the bottom line. Effective interviewing can help control costs and is a skill that requires thought, preparation and practice. Though attorneys have experience interviewing clients, finding the right person who fits into a firm's culture requires a different tactic. The following are techniques and important guidelines that will help an attorney conduct interviews that are efficient and help to lead to quality candidates for hire. The following applies to virtual interviewing as well as in person.
Before recruiting begins and certainly before the interviews, determine if the stakeholders have discussed the position. Can the team articulate qualifications that are needed, both professionally and personally? Reviewing both will allow the interviewer to develop a line of questions that will streamline the interview.
Professional qualifications should be easy to determine as these depend upon what is needed for the position. Sometimes this step is skipped because work is overflowing and there is a sense of desperation to get the opening filled. This should not be overlooked because outlining what is needed might be different than what is wanted. For example, the team might need someone who is excellent at writing tax treatises, but they want someone who can speak at client CLE seminars. You might be able to find someone who can do both, but which is more important within the timeframe to get client work done? The attorneys who will be working with this new hire should all agree upon what professional skills are necessary to be successful at the firm.
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