Legal Tech Talent Network


Introduction: In today’s competitive job market, attracting and retaining top-tier talent is pivotal to your organization’s success. The journey of identifying and securing the best candidates can be a daunting task. However, by adopting a set of best practices, you can significantly enhance your ability to recruit top-notch professionals. This article will delve into essential “do’s” and “don’ts” to streamline your hiring and onboarding processes, making your company an attractive destination for prospective candidates.

Do: Streamline Your Interview and Hiring Process

An Efficient Workflow for Success

Securing top talent hinges on maintaining a well-structured and efficient interview and hiring process. Timely communication is key. Candidates should receive consistent feedback and updates at every stage of the hiring journey. Not only does this showcase professionalism, but it also keeps candidates engaged and interested. No one appreciates being left in the dark for weeks without any communication. Consider assigning a dedicated Human Resources professional to oversee candidate timelines and ensure hiring managers follow up promptly.

Mind Your Online Reputation

Remember, people talk, and in today’s digital age, they also leave their comments online. Platforms like Glassdoor provide insights into jobseeker experiences during the interview process. Alienating candidates can lead to negative reviews that deter top prospects from considering your company. A positive online presence is invaluable in attracting the best talent.

Don’t: Leave Candidates Hanging

Maintain Communication Flow

Leaving candidates in a state of uncertainty can tarnish your company’s reputation. Keep communication lines open and transparent throughout the hiring process. Moreover, minimize the time gap between verbal offers and written offers. A smooth transition from verbal negotiations to written offers demonstrates your commitment to the candidate and decreases the likelihood of them pursuing other opportunities. The term “they ghosted me” should never describe a candidate’s experience with your hiring managers.

Do: Build a Positive Reputation

Word Spreads Fast

Regardless of their field, professionals often share their experiences and insights about potential employers. It’s crucial to realize that candidates will discuss their interactions with your company with their peers. Cultivate a positive reputation by treating candidates with respect and professionalism from the initial contact to the final decision. Avoid going radio silent for weeks and expecting the candidate to hop on a call with only 30 minutes notice.

Don’t: Fuel Negative Public Relations

Nurture a Positive Impression

Avoid giving candidates reasons to speak negatively about your company’s interview or hiring process. Negative word-of-mouth can discourage potential candidates from considering your organization a desirable workplace. Ensure your hiring process is seamless, transparent, and respectful, creating a lasting positive impression.

Employer Branding

Employer branding is a strategic approach that showcases your company as an exceptional workplace. It’s about standing out as an employer of choice, and this branding can significantly influence the community’s perception of your organization.

Do: Offer Competitive Compensation

Invest in Quality Talent

In today’s competitive job market, providing fair and competitive compensation is a non-negotiable when attracting top talent. Resist the urge to cut costs by offering lower salaries. In most cases, you get what you pay for. To entice and retain the best candidates committed to your organization’s long-term success, be prepared to offer a competitive salary package. Remember, if you don’t pay well, you risk losing your talent to competitors who do.


Attracting top talent is an ongoing journey that demands meticulous attention to detail and an unwavering commitment to creating an exceptional candidate experience. By implementing these strategies, you can refine your hiring and onboarding processes, transforming your company into an attractive destination for prospective candidates. Remember that how you treat candidates today can shape your company’s reputation and success tomorrow. Invest in your talent acquisition processes, and you’ll reap the rewards of a high-performing team dedicated to your organization’s growth and prosperity.

David A. Netzer

President, Chief Recruiting Officer

Legal Tech Talent Network

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