7 Mistakes You're Making with Attorney Recruiting (and How to Fix Them)

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7 Mistakes You're Making with Attorney Recruiting (and How to Fix Them)

Law firm recruiting is harder than ever. Top attorneys have more options, competition is fierce, and the cost of a bad hire can devastate your practice. Yet most firms keep making the same recruiting mistakes that cost them the best talent and saddle them with costly mismatches.

After years of placing exceptional attorneys at leading firms, we've seen these patterns play out repeatedly. The good news? These mistakes are entirely preventable once you know what to look for.

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Stop Wasting Time on Resume-Only Hiring: Try These 7 Assessment Hacks

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Stop Wasting Time on Resume-Only Hiring: Try These 7 Assessment Hacks

You're screening another stack of resumes, and they all look the same. Impressive credentials, polished bullet points, and buzzword-heavy descriptions that tell you absolutely nothing about whether these candidates can actually do the job. Sound familiar?

Here's the uncomfortable truth: resume-heavy hiring is broken. It's creating barriers for your best potential hires while letting resume-crafting experts slip through who can't deliver results. In executive search and legal recruiting, where every hire carries massive stakes, this approach is costing you top talent and setting your clients up for expensive mistakes.

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Enhancing Talent Acquisition: The Strategic Imperative of Psychometric Assessments in Legal Hiring

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Enhancing Talent Acquisition: The Strategic Imperative of Psychometric Assessments in Legal Hiring

In the competitive landscape of legal talent acquisition, ensuring optimal fit and performance extends beyond conventional evaluations of credentials and experience. While resumes and interviews offer valuable insights, they may not comprehensively predict a candidate's adaptability, cognitive agility, and alignment with the specific demands of a legal role and firm culture. This necessitates a more rigorous,…

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5 Red Flags Revealing You're Not Getting the Best

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5 Red Flags Revealing You're Not Getting the Best

Choosing the right recruitment firm is crucial for ensuring you get the best talent for your organization.  The challenge for most organizations is that most search firms’ “value propositions” sound very similar so how can you know you’re working with the best?

To help you navigate this landscape, here are five key red flags that might indicate you're not getting the best value from your recruitment firm.

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6 Reasons Why You Should Consider CGAVERY

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6 Reasons Why You Should Consider CGAVERY

In a world where one email can activate ten executive search firms, you may wonder why consider CGAVERY. 

Let me introduce our On-Target Executive Search

Here are the top reasons how we stand out and why you should consider partnering with us.

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For the Plaintiff - Making a Case to be a Plaintiff's Employment Lawyer

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For the Plaintiff - Making a Case to be a Plaintiff's Employment Lawyer

By definition, our legal system demands two side to each matter, case, or effort. The blind spot that some attorneys miss early on is to ask themselves “what is it like to represent the other side?” If you’re struggling to find joy in your practice of law, it may not be a change of practice focus, it may just be changing sides.

In this short post I want to share a few hightlights to consider if you are practicing on the defense side of Employment Law.

Making a Case to be a Plaintiff's Employment Lawyer

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The Strengths of Retained Executive Search: A Game-Changer in Talent Acquisition

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The Strengths of Retained Executive Search: A Game-Changer in Talent Acquisition

The potential game changer for a fully equipped law firm recruitment strategy can also be the component that has mixed reviews, a firm’s relationship with Executive Search Firm.  In this post, I will present the strengths of one model available - retained search.

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Selecting an Executive Search Firm for your Law Firm

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Selecting an Executive Search Firm for your Law Firm

The legal business landscape today is highly competitive, especially when growing through lateral attorney growth. Finding, engaging, and securing the right fit experienced attorney has become increasingly more difficult, yet critically important to a law firm’s success. One approach many law firms take to help in their efforts to attract experienced attorneys is to engage executive search firms.  In this post, I’ll discuss key factors to consider when selecting an executive search firm.

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Companies Need Recruiters Who Are Headhunters

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Companies Need Recruiters Who Are Headhunters

The modern day usage of the term “headhunter” has often been applied interchangeably with other recruitment terms like recruiter and executive search. True headhunters, however, take pride in the designation and emphasize the skills that separate them from general recruitment professionals, especially when market conditions demand their skills, like today.

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How Leaders Should Recruit And Retain Talent During 2022→

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How Leaders Should Recruit And Retain Talent During 2022

The “Great Resignation” is a term that defines what a lot of the market is expecting in the coming months as companies and employees transition back to the workplace. It seems almost daunting at times, especially for business leaders and their partners in Human Resources who are actively discussing the variables and making plans for their version of back-to-the-workplace.

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Skill, Experience, and Passion - CGAVERY

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Skill, Experience, and Passion - CGAVERY

We hear so much today about “The Great Resignation” that the phrase itself is generating its own momentum.  The US Bureau of Labor and Statistics recently reported that there were 4 million resignations in July and job openings increased to a high of 10.9 million.  The volume of real opportunities in the marketplace provides a challenge to each employee to search their heart, assess their situation, and decide if there may be another opportunity that would be a better fit with a higher upside for them. 

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Leading from Within (HRO Today)→

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Leading from Within (HRO Today)

The complexities of the COVID-19 pandemic shine a light on the benefits of a more engaging leadership approach.

By Buck Rogers

In the future, when reflecting on this moment in history, the strong leaders of today will be distinguished from those who preceded them by embodying one common quality: leading from within. Today more than ever, the leaders who are making a positive impact are actively engaging in new ways to receive employee input so they can best use the knowledge, talent, and experience within their teams. Read more on HRO Today…

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COVID-19’s Upside: A Culture of Innovation→

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COVID-19’s Upside: A Culture of Innovation

There is no argument that COVID-19 has had a tremendous impact on the world economy and marketplace — its most consistent characteristic being an ever-changing set of unknowns. The inability to predict COVID-19’s path forward has forced organizations — from startups to Fortune 100s — to navigate a path of varying challenges as the canvas for our future appears more like a kaleidoscope than a horizon revealing a perceived vision forward. Read Original Article in Talent Managent & HR Magazine on TLNT.com

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Leading Through the Fog→

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Leading Through the Fog

Leadership is more than sustaining operations in times of constant change and uncertainty. Strong leaders cast a vision beyond and lead through the fog. The Prussian General Carl von Clausewitz is credited with first using the term “fog” to describe situations where decisions must be made, and leaders need to lead in the midst of vast uncertainty in war. Read more…

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Goal Setting

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Goal Setting

It’s “that” time again.  We’re all winding down this year and at the same time trying to finalize our goals, plans, and metrics for the new year.  I actually enjoy this set of activities and find the process refreshing. I like to review and learn from the past year and really enjoy being able to shed the weight of all the things that tried to (or did) pull me down over the past 12 months.  Looking forward can be energizing.  Everything is new, clean, fresh.  There’s hope.  If I can work through the process and get to a clear, objective, and impactful set of goals to aim at this next year, I know I’m already off to good start to the new year.

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4 Principles for Improving Your Resume:

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4 Principles for Improving Your Resume:

Almost everyone hates to work on their own resume, and while it may not be fun, it’s important.  Take the “start now and improve over time” approach, and you’ll find it actually becomes easier to open up, review, and make incremental changes.  I encourage you to start today and take strides forward.  In very little time, and with very little effort, you’ll have a resume that will represent you well and you’ll be satisfied with. 

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