The challenge is getting noticed by the right people, which can be difficult when you are constantly surrounded by MVPs. Enter the concept known as reverse recruiting.
Reverse recruiting took shape in the early 2000s as an upgrade from career coaching or counseling. These career services satisfy growing demands for professional support among job seekers, notably executive-level candidates shifting careers later in the game.
HOW REVERSE RECRUITING WORKS
If you are going through a job transition, relocating or experiencing a layoff, a reverse recruiter is a hirable resource who can boost your visibility and offer the necessary tools for becoming a stronger candidate. As the job market becomes more competitive, many — especially attorneys and associates — realize it takes much more than an impressive resume to pass the first round of interviews.
Offering personalized guidance through every step of the job search process, a reverse recruiter — common monikers include talent advisor, career development manager, talent acquisition specialist and career advocate — does for the individual what a traditional recruiter does for an employer. While a standard career coach advises you on what to do, a reverse recruiter shows you how to do it. Furthermore, a reverse recruiter markets their client to their network, promoting that client’s skills to recruiters and hiring managers searching for reputable candidates.
Whether it be working with clients to rewrite their cover letters, simulate interview scenarios or optimize their LinkedIn profile, reverse recruiters take a specialized interest in their clients’ futures by revitalizing the skills necessary to stand out in the job market. With an extensive network and years of experience in various career fields, reverse recruitment professionals are generally well-equipped to support executive-level candidates in their job searches. Common services cater to specific faculties, experiences and needs of clients across several industries.
Whether it be working with clients to rewrite their cover letters, simulate interview scenarios or optimize their LinkedIn profile, reverse recruiters take a specialized interest in their clients’ futures by revitalizing the skills necessary to stand out in the job market.
Some reverse recruiters also serve as a resource for legal HR managers and traditional executive recruiters, enhancing their efficiency by recommending pre-vetted talent. In the highly competitive legal market, reverse recruiters may be an optimal referral source for reasons such as:
- Access to passive talent and/or candidates with specialized skill sets
- Strengthened reputation and employer branding
- Cost-effective talent acquisition
The emerging community of mid to senior-level reverse recruiters keeps a finger on the pulse of legal market trends and best practices for climbing the corporate counsel ranks. We have recently witnessed an increase in the demand for work-life balance and endorsement of hybrid/remote work structures, but the competition only stiffens as more partners and associates across various firms can be seen moving to in-house roles at earlier phases in their careers.
REVERSE RECRUITING PERKS
Among the handful of firms that have adopted the reverse recruiting model, many specialize in working with attorneys. Whether they are searching for outside or in-house opportunities, a clear perk of working with a third party is the promise of confidentiality, which allows lawyers to deliberate all aspects of their transition without alerting partners or clients.
Additionally, reverse recruiters help package a client’s relevant experience into a value-driven personal brand. The collaborative relationship between both parties yields an ideal environment for a tailored job search strategy to grow. Working with an adviser who helps prepare one’s application materials and links them with representatives interested in hiring someone of their caliber provides a strategic advantage in the highly competitive legal field.
For attorneys exploring an in-house transition, reverse recruitment professionals focus on understanding their clients’ practice area and locale to determine how best to promote them. Staying attuned to the evolving talent needs of managing partners, this third-party resource will diagnose a client’s most marketable skills and gauge how they will perform in a given market. When a vacancy arises at a prominent firm, having a perpetual advocate in one’s corner could change the game.
Nearly 80% to 90% of job seekers are finding their next job placement through networking. The reverse recruitment industry complements this trend by embodying a “two heads are better than one” approach. The personalized, strategic assistance this group of professionals offers is valuable given the uptick in lateral moves among big-time law firms.
The growing popularity of hybrid work, company-wide innovation initiatives and niche skill sets have also impacted the overall structure of many legal organizations, putting greater pressure on the need for versatile and adaptable talent. According to the most recent ETS Human Progress Report, 86% of people surveyed believe that continuous learning is an integral factor in achieving success, particularly as employers increasingly seek out proficiency in organizational skills like communication. Reverse recruitment may help attorneys not only strengthen and expand their skill repertoire but also develop a proactive mindset centered around upskilling and reskilling.
Reverse recruiting aims to ameliorate the job search process, emphasizing the value of personalized career services, opening the door to the unpublished job market, and, ultimately, helping candidates rise to the occasion. The wave of reverse recruitment work flips a well-established market on its head, encouraging attorneys and associates to dive deeper into an Olympic-sized pool of opportunity.
