Born and brought up on Sydneyโs Northern Beaches, Anthony joined people2people in October 2017 as a Consultant on the Legal Support Desk. Anthony comes from a background in Sales and Recruitment with over 4 yearsโ experience in the field. Anthonyโs portfolio ranges from boutiques law firms to global top tiers and everything else in between. He prides himself on building professional client and candidate relationships and providing an excellent service.
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โโYou never get a second chance to make a first impressionโ โ Will Rogers28โฆ29โฆ30...BOOM a job seeker has made an impression on you and your business within the first 30 seconds of meeting with you. It is no longer just about the job seeker selling themselves to you, but also, are you selling the role and business to the job seeker? For a manager that is new to the hiring process, there can be a lot of pressure when interviewing a potential employee. Being able to effectively interview is crucial to attracting the top talent to your business. Below are my top tips to help you through this process.โ1.ย PreparationAlways spend time preparing for each interview, it will make you feel a lot more confident when meeting the candidate. I recommend putting together agenda points for the interview which you can share with the candidate to add more structure. Always thoroughly read through the candidateโs resume prior to meeting them so you can reference your conversation back to their CV and previous experience. โ2.ย Build a rapport So many times when I take interview feedback from candidates who have interviewed with hiring managers, they will say โI got a really good feeling from the person who interviewed me, we had a great chat and got on really wellโ. It makes a massive difference if you get to know the candidate on a personal level and not just focusing on if they can do the job. This will also allow you to assess what type of personality they have and if they will fit with existing staff members. โ3. Sell the benefits It is normal for a candidate to be considering two or three different options during their job search (ideally). No longer is salary the most important thing for job seekers, it is the benefits that businesses offer such as flexible working, social and team events, health and wellbeing projects etc. It is important to share these with candidates in the interview, as well as highlighting any achievements the business has enjoyed. โ4. Call to actionIt is important to leave the candidate feeling comfortable at the end of an interview, I would always recommend setting clear expectations of when they will be hearing back from you and what the next steps are. If you are new to the hiring process and would like further advice, please donโt hesitate to reach me on 02 8270 9715 or anthony.demarco@people2people.com.auโโ
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โAttracting Talent Post-COVID โ Standing Out Against Your Legal CompetitorsThere is no doubt that COVID will change the way businesses engage new talent and how job seekers approach their search (this has already started). From conversations with job seekers on a daily basis, I predict there will be some movement in the market post-COVID, once there is more confidence in the market. This movement will largely be due to firmsโ responses to COVID. Some staff are unhappy with the action and speed that their firm reacted. These are the job seekers who will be the first to move. But how are you going to attract this talent to your business?1. Flexible is now a given, not a benefitMy view is that flexible working be in many forms; work from home, part-time options, staggered start and finish times etc. The biggest positive to come from COVID is how law firms have had to technologically adapt to the pandemic with 92% of Australian offices moving to a work from home style and only 59% of those only having skeleton staff (usually between 1 โ 5 people to assist with task such as opening the mail) remaining in the office. This means that WE CAN have staff working from home and being productive. Most job seekers want some sort of mix from home and office which means businesses can maintain office culture and ensure mentorship for less experienced staff in person, saving on commercial space and boosting mental health and work/life balance for their staff. Firms that do not offer work from home options will struggle to not only attract new talent to their firm, but also retain their top performers.2. Be proactive not reactive It is no secret that recruitment levels have dropped in comparison to last year, however these will spike and when they do everyone will be looking for the same talent. Competition will be fierce. If you can be proactive and get ahead of the curve when it comes to recruitment, you will have the pick of a larger talent pool with less competition from your competitors. Hiring a temporary staff member with the view of converting them to a permanent member, will be a popular way to recruitย post-COVID, as it will allow businesses to ensure they can bring someone on quickly. Ensuring they have adequate levels of work for a new staff member and that they are the right culture fit, before committing to them permanently.Attracting top quality career legal support staff has always been a challenge for law firms and post-COVID this will not change. Job seekers are not applying to roles directly, and are still wanting to be found. Job seeker hesitancy has reached 38% and there are a large number of these job seekers passively looking and are not as active on the market, but still ready to move at anytime.If you are looking for a further market update or need assistance recruiting, please feel free to reach out to me on 02 8270 9715 or anthony.demarco@people2people.com.auย โย
August 03, 2020