Legal Search > : Frequently Asked Questions - Employers
 
Q. As an employer, why should we use a legal search firm to help our law firm or company hire attorneys? Why should we use McCormack Schreiber Legal Search?

Q. As an employer, how do we know that McCormack Schreiber will target and present appropriate, and interested, candidates?

Q. How does McCormack Schreiber Legal Search charge for its services?



ANSWERS – Employers

Q. As an employer, why should we use a legal search firm to help our law firm or company hire attorneys? Why should we use McCormack Schreiber Legal Search?

A. As a legal employer, the reasons for choosing to work with a legal search firm are many, and we are confident that McCormack Schreiber Legal Search is an excellent choice to fulfill your search and placement needs. First, using a search firm can be a great timesaving device when a firm or company is too busy to prepare advertisements and sift through candidate resumes, most of which are inappropriate for the open position. Second, and equally important, using a search firm is often the best way to target the most desirable and appropriate candidates for a particular position. The most desirable candidates often are doing very well in their current positions, are not actively seeking new positions, and must be specifically targeted for a particular position. Because these attorneys are not actively looking for a new position, they may not be perusing the ads and sending out resumes.

Targeting and recruiting the most desirable candidates is where McCormack Schreiber can be a great asset to your hiring process. At McCormack Schreiber, we know the legal markets in which we search. Our professionals practiced as lawyers at top firms. In addition to our experience, knowledge of the legal community, and the network of contacts that we have established as practicing attorneys, we have many combined years of recruiting, consulting and law firm hiring experience.

Further, at McCormack Schreiber, we meet with candidates in person prior to submitting them to a prospective employer. This interview allows us not only to determine whether a candidate is qualified for a particular position, but also to properly educate the candidate about the position. As a result, McCormack Schreiber presents only qualified and interested candidates, thus providing added value to the employer.


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Q. As an employer, how do we know that McCormack Schreiber will target and present appropriate, and interested, candidates?

A. When McCormack Schreiber Legal Search recruits for a position, we learn as much as possible about the firm or company and the position itself. We spend as much time as necessary with the employer to gain a thorough understanding of the firm or company, its culture, the practice group(s) in question, and the criteria for candidates. This process allows us to approach appropriate candidates with the most in-depth information possible.

Then, as described above, McCormack Schreiber meets with each candidate to ascertain information that can not be readily gleaned from a resume, including results of performance reviews, professional goals, and how a person presents him or herself. Then, if the attorney is appropriate for your position, we tell the candidate as much as we can about your firm or company and the position. These efforts help ensure that the candidates we present to you are both a good fit for the position, and well informed about the employer and the position.


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Q. How does McCormack Schreiber Legal Search charge for its services?

A. At McCormack Schreiber, employers will be charged for our services only if the employer hires a candidate presented by McCormack Schreiber. Specifically, with limited exceptions, our fees are contingency based, eliminating the risk that a client is forced to pay for a service without the desired end result. We are paid only if and when we place a candidate with a firm or company. Finally, at McCormack Schreiber, we are members of the National Association of Legal Search Consultants and abide by the group's Code of Ethics, which includes a six-month prohibition on recruiting from law firms or companies where a placement has been made.

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