Finding someone with the needed skills, experience, work ethic and enthusiasm is important to the operation of a law office. A hiring mistake can haunt you for years. Follow these six tips to avoid a hiring nightmare.
1. Prepare. Assess your hiring needs. Instead of relying solely on the existing job description, determine the actual duties of the open position. What are some unique characteristics, demands and expectations of the position? What are the common behaviors, traits, and values among the most successful and satisfied attorneys in your office? Craft a new position notice if need be. Then tailor your interview questions to extract information that will reveal whether the candidate possesses the traits and skills required to fill the position.
2. Inquire effectively. Think about the phrasing and content of interview questions. Ask questions to elicit info about past behavior that can predict future behavior. For example: "How did you make connections with your clients to gain their trust when you worked at the law clinic?" Also, answers to difficult substantive questions may give you a clue about how a candidate will handle an assignment under pressure.
3. Ask consistent questions. Ask all candidates the same questions to maintain consistency. Off-limit questions include those regarding race, color, sex (including pregnancy), national origin, sexual orientation, age, marital status, family, religion, finances, health and political affiliation.
4. Structure wisely. During an interview, candidates should speak about 80 percent of the time and you should focus on gauging their core competencies. Three types of core competencies are usually sought in a public sector lawyer: public service, management experience, and technical skills. Public service competencies include integrity, service orientation and accountability. Management competencies are characteristics like the ability to delegate, team leadership and results orientation. Technical competencies are job-specific and, therefore, vary with each type of vacancy. Take notes during and especially after the interview about your thoughts and reactions so that you can refresh your memory later.
5. Perform due diligence. Contact all references, read all writing samples, check social media sites for publicly accessible information. Pay attention to your gut if something feels off.
6. Follow up promptly. As soon as you have made a hiring decision give your candidate ample time to consider the offer. When your new hire accepts, promptly inform other applicants that the position has been filled.
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