Create a Job Description. It is very important to develop a job description because a manager needs to know what tasks will be accomplished by the additional employee. Determine the skills level necessary and the responsibility level as well. These are important decisions especially in larger legal departments as the new position may affect other members of the group.

Create a Candidate Profile. After identifying a staffing need, it is important to develop the skills and characteristics necessary to satisfy that need – or a candidate profile. The candidate profile should include a range of number of years and type of experience a candidate will need to be successful in the job. If appropriate, the profile should state what type of organization the candidate will have worked, the specific duties or job the candidate may need to have had, and a level of education necessary. Furthermore the profile should state what is additionally preferred as opposed to necessary. The candidate profile should be definitive yet flexible

Select Recruiting Methods. There are several recruiting methods that can be used simultaneously or exclusively. Available recruiting methods include print, digital, and various other forms of advertising, employee networking, search consultants, (either retainer or contingency) and other methods. Urgency, budget, available time, and personal preference are factors that will usually determine the appropriate method(s). Call Attorney Search Consultants for a free consultation to discuss your specific circumstances.

Spread the Word. Schedule a meeting to inform your group of the impending search. Give out the job description and candidate profile and discuss the logistics of the search. Your group of attorneys and support staff may have helpful ideas about the position, reporting structure and etc. Be sure that all who will be involved in the interviewing process understand the job description and candidate profile and will help to promote the opportunity to prospective candidates. One disgruntled employee or even a slight misunderstanding about the duties of the new employee can derail the most effective interview process.

Determine the Interview Process. A manager needs to determine at this point how many interviews will be necessary for each candidate and whom the person will see. The entire process should be done as quickly as possible within reason to hold the interest of the first candidates to interview. In any economy, outstanding candidates are hired expeditiously and are not “in the market” long. It is also important to make the interview process as consistent as possible in order to allow comparability.

Collect and Provide Feedback. One of the most devastating events in any interview process is the passage of time without feedback. Candidates will automatically assume the worst if nothing is heard within a relatively short period of time. Whether an additional interview can take place quickly or not, let the candidate know either directly or through the search consultant how well the interview went and what if any are the concerns. This way, the concerns will be dealt with in further communication or interviews and aid the evaluation process. Make sure you get feedback from all who interview the candidate.

Make the Offer. Make the offer in person if possible. No matter what the situation, people always feel more comfortable when the manager welcomes the new employee personally. At this point determine what a reasonable start date will be and send out or personally hand the offer letter to the candidate. (Some companies like to have the employee sign the offer letter and send it back as a show of commitment to the decision. It is very important at this time to keep the # 2 and # 3 candidates interested in the opportunity should the offer be turned down.

Communicate with the Candidate. It is extremely important for the manager to keep in touch with the new employee in the time between acceptance of the offer and the start date. If possible invite the new employee to a meeting or two, introduce him to other managers and provide research materials to him for review. This will make the new employee feel included and a part of the group and ease his transition to the new job. If there are any social functions during this time such as holiday parties or outings invite the candidate as a way to get to know the culture of his new company.

A Successful Beginning. Plan for your new hire to be successful and introduce him to the most senior managers available in addition to all of his associates. When appropriate, announce his arrival with a well-written memo inside the company and press release outside of the company. Since you have included your group in the process, they will feel a part of the decision to hire this new person and help the person succeed. Most importantly, give feedback and advice early and often. Spend time analyzing work product and style in order to head off potential problems quickly, give direction and set objectives for your new hire.