Job Seekers: Post-Interview Questionnaire

As a recruiter, I always told candidates to give me a call immediately after their interview.  The information is fresh, not everything is thought-out, or decided, which leads to a great discussion.

Whether a job seeker is working with a recruiter or applying on their own, here are a few questions that s/he should go through immediately after the interview.

Post-Interview Questionnaire for Job Seekers

1.  Who did you meet with?  Name & title.

2.  How long did you meet with everyone?

3.  Was it one-on-one?  In a group?

4.  How easy was it to talk to each person?

5.  Go through each conversation.  Name one new detail that you learned about the opportunity or subject over which you connected.

6.  Was there anything about the interview that made you hesitate?

7.  Did anyone mention the hiring timeline?  Also, think about your timeline.  What if they offered you a position that starts in two weeks?  one month?

8.  Was compensation discussed?

9.  What was the overall impression you had – did you like them?  Could you see yourself working there?

10.  What are the next steps?  Will there be another interview?  Would you like to meet with more people?

Incorporate some of your answers to these questions when writing your thank you note or e-mail.

While I’d recommend for you to send a thank you note or e-mail sooner rather than later, any thank you is better than no thank you at all.

Twitter Lists: Legal Job Market

Enough has been said about using Twitter to find a job that I don’t feel the need to repeat it here.  For background reading and helpful tips targeted for a job search in the legal industry, I’d recommend Amanda Ellis‘s newsletter from September, 2009 (Attorneys Finding Jobs on Twitter).  She explains three ways in which attorneys can integrate Twitter into their job search.

Instead, I’d like to use this example – conducting a job search on Twitter – as a way to illustrate the benefits of using Twitter Lists to manage information. Continue reading

Open Letter to Law Firm Recruiting Professionals

This is the letter that I am sending to recruiting professionals at Am Law firms.  Please let me know if you have any feedback.  Also, if you know anyone in charge of hiring at Am Law firms, I’d very much appreciate any forwards!

Dear [Name]:

My name is Melissa Sachs.  I am a former attorney and a former legal recruiter.

Earlier this year, I started a website called RecruiterEsq.com.  The site focuses on career information and technology training for legal professionals.

One of my goals for the site is to create a section that advises attorneys on how to apply to Am Law firms directly, without using a recruiter.  As a main feature of this section, my hope is to include Q&As with law firm recruiters in order to motivate candidates who are hesitant about sending their resumes to blind postings.

I’m reaching out to various recruiting contacts at firms all over the globe.  With your permission, I will post your answers along with your contact information.  If you prefer to answer the questions over the phone, I am happy to contact you by phone.  I’m also available to answer any questions that you may have.

For now, the plan is to update these questions on an annual basis in case things change.

Advice for Lateral Candidates Applying to [Firm name - office location] Directly

1.  Where do you post open positions?
2.  What are some best practices for candidates who are contacting you on their own, without using a recruiter?
3.  Should laterals contact you only if there is a posted position?
4.  If a candidate reads the description of a posted position and is uncertain about whether their experience is on point, are you open to phone calls from candidates?
5.  One of the benefits of going through a recruiter is the feedback a recruiter receives through the process.  What type of feedback can a candidate expect when they apply to positions directly?
6.  Is the firm willing to consider flex-time candidates?  Will the position description be explicit about flex-time possibilities?  How would you recommend a candidate to bring up their preference for flex-time?  When should they bring it up during the process?
7.  What types of personalities excel at your office?  What is the environment like?
8.  What is the partnership track for laterals?
9.  Does the firm host any programs to help integrate laterals into firm culture?
10.  How does the firm encourage business development?
11.  Do partners ever apply directly?  Are there any special considerations for lateral partner candidates?

If there is any information that you’d like to add, please feel free to add it here.

Again, if you have any questions about this project or other projects on RecruiterEsq, again, please feel free to give me a call at 215.645.2657.

Best,

Melissa