​Professional impression in Legal hiring

Perception is key...

Whether you're an employer hiring or an employee applying for an opportunity, how you conduct yourself during the process creates an impression of who you are and how you might operate as a firm/organisation or as a lawyer in practice.

We've noticed there are some things that both clients and candidates do that don't help themselves during the process. Here are some key considerations to watch:

For Candidates

Communication & timing

• Applying for a role, getting an interview and then stalling the process with poor communication and inflexibility on timing damages your reputation. Your time is important, but so is a potential employer's. Communicate if your situation changes—employers appreciate transparency.

Transparency matters

• Avoid last-minute surprises at the end of a process. Examples include: planning to relocate without discussing it with your partner until an offer arrives, or failing to mention a planned two-month overseas holiday. These omissions can derail promising opportunities.

Handling offers professionally

When you receive an offer:

• Timely decisions:While lawyers are naturally cautious, sitting on an offer for too long signals disinterest or major concerns. We've seen offers withdrawn when candidates take excessive time to decide—partly due to concerns about the candidate's decision-making abilities. Generally, 2-4 days is appropriate for consideration.

• Express concerns:Rather than remaining silent with your concerns, communicate what you're considering. Remember,if you accept, you want the relationship with your employer to get off to a good start and not begin with an already frustrated employer.

• Strategic negotiation:In negotiating the offer, avoid multiple rounds of different questions and requests. Think comprehensively about what you want negotiated and present it at once. Employers dislike bidding wars or agreeing to terms only to face additional requests later.

For Employers

Responsive recruitment

• Be timely and responsive. Provide feedback on CVs within a week—whether yes or no. If feedback is delayed, explain why (e.g., "A partner is away and hasn't reviewed your application"). This is more professional than silence. When declining candidates, offering constructive feedback helps them improve future applications.

Clear Expectations

• Communicate changes to role requirements or hiring timelines promptly to manage candidate expectations.

Interview Preparation

• Be prepared for common candidate questions about culture, progression, professional development, and mentorship. This allows you to articulate your responses effectively and showcase your employer value proposition. Remember that interviews are two-way assessments.

Offer Management

• Decisive action:Make decisions promptly, especially when candidates are considering multiple opportunities. Quick responses demonstrate interest and confidence in the candidate.

• Fair compensation:Low-ball offers made with the expectation of negotiation often backfire, turning candidates away from opportunities they were otherwise excited about. This approach signals poor organisational attitudes. Instead, make fair initial offers that account for the candidate's skillset and market conditions.

In the end, the hiring process is the foundation upon which future professional relationships are built. How both parties conduct themselves during recruitment often reflects how they'll operate in a working relationship. By approaching the process with transparency, respect for each other's time, and clear communication, employers and candidates can create positive first impressions that lead to successful long-term partnerships. Remember that in the legal profession, where reputation and relationships are paramount, the impression you make during the hiring process may extend far beyond the immediate opportunity and influence your professional reputation for years to come.