Marketing within the legal sector has developed in recent years, as big brands, such as Tesco’s and Co-Op have entered the market, and the rise of social media has empowered the consumer, altering their decision-making process.
With this in mind, it is critical that when a law firm embarks on hiring an in-house marketer/s, they undertake a process that gives them the best chances of success in recruiting the right person for the job. Do they need to be social media savvy, an SEO guru or a design wizard? There are many questions that need to be answered. For this reason, we’ve put together some tips for solicitors and law firms recruiting a marketer.
- Think through exactly what the job will entail – this sounds obvious but in order to attract the best talent you need to be clear about what the role will involve. Does the person you are hiring need to have a certain amount of knowledge of the legal sector as well as pervious marketing experience?
- Establish the ‘must-haves’ and the ‘nice-to-haves’ of the candidates’ skills and experience. However, make sure you are realistic; there are a lot of talented people out there who you could miss out on by being too specific.
- Shout about your benefits! In the now competitive jobs market, candidates are keen to hear about benefits, flexible working, team culture and anything else that brings the company to life.
- When hiring a marketing professional for the legal sector we recommend, where possible, to go for a marketing specialist recruitment consultancy who can understand both your requirements and the market. Whilst you may know what you need from the legal side of the job you may not be so clear on what is required on the marketing side of things.
- Brief your recruitment agency thoroughly; ideally inviting them to visit the environment the potential candidate will be working in. This ensures that they can sell the role in the best possible light and the recruitment agency will also be able to get a first-hand perception of the practice.
- Communicate frequently with your recruitment agency as this lets them know you are serious about recruiting and ensures that you are at the top of their priorities. You will need to work closely together as they have the knowledge of the marketing industry and you of the legal sector. Giving honest feedback on candidates helps the search to be quickly adjusted if required.
- Set deadlines as candidates like to know when they will have feedback. If you are able to fix interview dates in advance you are more likely to fill the days that suit you best. We realise that a firm of solicitors is likely to be very busy but doing this will deliver the most efficient use of time.
- No matter who you are hiring for any position, it’s a great idea to snoop beforehand. Use social media to your advantage, checking out candidates on LinkedIn, Facebook, Twitter, Instagram, blogs et al – if you can find them.
Whether you’re hiring a marketing professional now or looking to do so in the future, all of these tips are worth bearing in mind. If you have any questions about these tips or anything else marketing recruitment related, please free to give us a call on 01489 890276 or email firstname.lastname@example.org.