Special focus: Legal recruitment
most important years of their
lives struggling for a position
that has become more difficult
to get.”
Thornton points out that, in
general, law firms in Spain –
unlike, say, London firms – are
more interested in assessing
candidates´ experience
rather than placing a
greater emphasis
on whether the
candidate has
worked for a
firm with a
large “brand
name”. She
adds: “They
[Spanish
firms] are
not willing to
compromise on
the quality of
the experience
that the
individual
has built-up. Rather than making
the assumption that a lawyer
knows what he or she is talking
about because they were at an
international firm previously,
firms in Spain spend
more time talking
through the
types of
transaction that
prospective
hires
have been
involved in
and what their
involvement
actually constituted,
to get a feel for whether
there is a synergy with the
position that they have in
mind.”
Lillian Bishop
of UK recruiter
Armstrong Bishop,
which specialises
in in-house lawyer
recruitment, says it is important
to consider the best way of
reaching available candidates.
She adds: “If not locally then
companies may need to look
abroad for candidates who are
open to relocating. Companies
need to be aware of what are
the key selling points of their
opportunity – including the
package – to compete in a
competitive market.”
Rodríguez Inciarte
concludes that as the market
gets increasingly competitive,
international and domestic firms
require candidates with many
different skills and attributes.
He adds: “We need candidates
with a very good command of
the English language, a sound
knowledge of the law, and soft
skills such as business acumen,
an understanding of the client’s
sector and their needs, as well as
social skills and efficiency.
Recruitment poses ´significant challenges´ for law
firms
Filipa Mendes Pinto
It is now crucial that every lawyer within a
law firm is able to offer more than simply
technical ability, says Filipa Mendes
Pinto, partner at Lisbon recruiter FIND.
“Lawyers – even at the earliest stages of
their career – must be able to work well in
a team, have ´client care´ skills and show
potential as a future rainmaker,” she adds.
Consequently, it is vital law firms use more
precision than ever when selecting new
recruits. “Understanding this approach,
and acting in accordance, will certainly
make a difference,” Mendes Pinto says.
But lateral hires can pose significant
challenges for law firms, as Mendes Pinto
points out.