Alexa, Play ‘Celebration’ By Kool & The Gang: Why The Job Hunt/Candidate Search Is Not The Time To Play It Cool [Sponsored]

// As a legal recruiter, I’ve seen candidates reject an offer from what they thought was their first choice firm because another firm showed more enthusiasm to have them on their team. Likewise, I’ve seen clients reject highly credentialed and qualified candidates who didn’t seem to show a genuine interest or excitement in the firm’s practice. In many ways, showing your enthusiasm for a position is just as important as the experience, qualifications, and skills you bring to a job interview. Similarly, showing a candidate who you’re interested in that you’re… well, interested in them can help you land a quality candidate. Showing your excitement in this process can make all the difference, from both the candidate and employer perspectives.

While it might sound obvious that it’s important to show enthusiasm in the job hunt process, or similarly while you’re searching for a candidate, it can be overlooked and it can cost you. Here are some sure-fire ways that you can show your excitement and help seal the deal:

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1. Be prepared for the interview.

Familiarize yourself with their practice, ask meaningful questions, and let the employer know why you are interested in them specifically. We’ve had candidates who had the exact background requested by the client, but they were not asked back for a second interview because they didn’t know enough about what the company/practice group does. The questions you ask should be informed and specific, and not something you can discover through a quick review of the company’s/firm’s website.

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2. Tell them that you are excited.

It seems simple enough, but very few people do it. At the end of the interview, you can say, “I’m really excited about this opportunity, and I think it could be a great fit. What are the next steps?” It really is that simple.

3. Send a thank you email.

A handwritten note, while a nice touch, is no longer necessary. Hiring decisions are often made before a handwritten note would arrive (and with hybrid schedules, the recipient may not even be in the office to receive it). A few sentences in an email reiterating your interest will do the trick. This can also work as a nudge to get the partners talking and get you your offer!

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1. Be prepared for the interview (yep, this goes both ways!).

Review their resume ahead of time, and be engaged in the process. I’ve had candidates report after an interview that a partner had clearly not looked at their resume until the moment the interview started. I’ve also heard of partners working (and once, even working out!) during their video interviews. The lack of engagement was obviously not well-received, and when the firms requested additional interviews or came back with an offer, they were ultimately declined.

2. Move quickly.

Great candidates will not stay on the market for long! If the duration of your company’s hiring process is outside your control, make sure to keep the candidate engaged along the way and give them reassurances that you are excited about them so that they are less inclined to start considering other options. I’ve had clients that schedule interviews as soon as they receive a good resume, and will make offers the same day when interviews go well. On the flip side, I’ve had clients that accept resumes weeks before scheduling interviews and take weeks, and sometimes even months, to complete the interview process. Inevitably, the candidates they like the most are no longer available or accept another offer by the time they get around to getting their offer out.

3. Have the person who they will be reporting to call to extend the offer.

Candidates are much more excited to hear it from you, rather than an HR person or recruiter. Once the written offer goes out, HR/recruiting can assist to answer any questions.

Lastly, a note to both candidates and employers – the offer and acceptance don’t have to be a negotiation. If you, as an employer, are excited about a candidate, your first offer should be your best offer – this is the last chance to show the candidate how much you want them on board. Similarly, as a candidate, if you are excited about the opportunity, you can accept on the spot.

A job interview is not just about asking a candidate the right questions or answering an interviewer with a smart response. The hiring process is the first step in building a relationship with a potential employer/employee and a glimpse into the mutual cultural fit. The best way to start a new position is with both parties having shown their enthusiasm throughout the process. Enthusiasm speaks for itself and like all emotions, it’s contagious so go ahead and spread the excitement.

Topics

Asia Chronicles, Biglaw, Kinney Recruiting, Legal Recruiting, Sponsored Content