What Legal Recruiters can do for candidates over the Christmas period

 

The Christmas period is often seen as a time for winding down, celebrating with loved ones, and reflecting on the year gone by. However, for legal professionals who are looking to make a move in their careers, it’s also an opportunity to plan for the new year and beyond. As a legal recruiter, this time can be pivotal in shaping the future careers of your candidates. With a little thought and attention, you can support candidates during the holiday season, positioning them for success when the new year begins. 

Here’s how legal recruiters can be proactive during the Christmas period to help candidates take the next step in their careers: 

1. Offer career advice and guidance 

The festive season is a great time to reconnect with candidates. Many candidates might use this period to reflect on their current roles and contemplate making a change in the new year. Legal recruiters can take this opportunity to offer career advice, discuss long-term goals, and provide insights into the job market for the coming year. 

• Strategic planning: Help candidates assess their career trajectory and offer guidance on the best legal practices or firms to target in the new year based on their skills, aspirations, and the latest trends in the legal sector. 

• Skill development: If a candidate is considering a career pivot or moving up the ranks, recommend any relevant courses, certifications, or skills development activities they can pursue during the quieter holiday period. 

2. Pre-screen potential roles for the New Year 

Although many firms might slow down during the holidays, it’s not a complete standstill for recruitment in the legal sector. There are often opportunities that will be available as soon as the new year begins. Recruiters can take advantage of the quieter period to begin pre-screening potential roles for candidates, aligning their skills with firms that will be hiring in January. 

• Researching firms: Use this time to network with law firms and legal departments to understand their upcoming hiring plans. Reach out to hiring managers and HR representatives to gauge what roles might open up in the first quarter of the new year. 

• Build a pipeline: Begin preparing a list of roles that will likely be available and send tailored job opportunities to candidates. This allows candidates to hit the ground running when hiring ramps up in January. 

3. Maintain open lines of communication 

One of the best ways recruiters can help candidates is by keeping the lines of communication open, even if many law firms are taking time off. Regular check-ins, whether via email or informal phone calls, will reassure candidates that their job search is still a priority and that they have someone to turn to when the new year rolls around. 

• Stay available: Even though many legal professionals take time off, recruiters should remain accessible to answer quick questions, review resumes, or provide moral support during the often-difficult holiday season. Many candidates will appreciate knowing that their search is still in motion. 

• Share market insights: Keep candidates updated on industry trends, anticipated shifts in the job market, and any significant developments that might impact their job search. 

4. Refine candidate profiles 

Use the quieter holiday period to refine your candidates’ profiles. This time can be spent reviewing resumes, updating LinkedIn profiles, and refining personal statements to ensure they are fully prepared for the new opportunities that will arise. 

• Resume refresh: Offer feedback on how they can improve their resumes or make their LinkedIn profiles stand out. Highlight key experiences, transferable skills, and certifications that will make them more marketable to employers in 2024. 

• Mock interviews: Offer to run mock interviews or provide interview tips tailored to the legal field. This preparation can give candidates an edge when the hiring season begins. 

5. Provide emotional support and reassurance 

The end of the year can be stressful for candidates, especially those looking to change jobs. The waiting game during the holiday season can feel like a setback, and many might wonder if they should pause their job search until January. As a recruiter, offering emotional support during this time can make a significant difference. 

• Be a motivator: Encourage candidates to keep their eyes on the prize. Remind them that the start of the new year brings fresh opportunities and that their efforts will pay off in time. 

• Help set realistic expectations: While the holiday period may not offer the same pace of opportunities, reassure candidates that the new year will bring an uptick in hiring, and encourage patience during this quieter time. 

6. Celebrate success and reflect 

The holidays are also a time for reflection and gratitude. Take a moment to acknowledge the hard work your candidates have put into their job search during the year. Celebrate the progress they’ve made, even if it hasn’t yet resulted in a new role. 

• Thank you notes: Send a personalised thank-you note or email to candidates who have worked with you throughout the year. It’s a great way to show appreciation and build lasting relationships. 

• Reflect on successes: Look back on the successes of the year, whether it’s securing interviews, progressing in conversations with law firms, or advancing skills. Reflecting on these achievements can help candidates feel motivated and positive about the future. 

7. Plan for January and beyond 

Finally, use the end of the year to set concrete plans for the upcoming months. January is typically a busy time for recruitment, especially in the legal field. Have your candidates ready to take full advantage of the opportunities that will arise. 

• Create an action plan: Work with candidates to develop a concrete job search action plan for the new year. Help them set goals for job applications, networking efforts, and follow-ups with potential employers. 

• Pre-schedule interviews: If possible, arrange interviews for the first week of January. Many candidates want to start the year with a new opportunity, and recruiters can help facilitate that by scheduling interviews before the new year begins. 

Conclusion 

The Christmas period can be a time of reflection, relaxation, and preparation. For legal recruiters, it’s the perfect time to support candidates in planning for the future while keeping the momentum of their job search alive. By offering career advice, refining profiles, pre-screening roles, and providing emotional support, recruiters can help candidates hit the ground running in January and beyond. 

As we approach the new year, let’s make it a time of preparation and optimism, setting the stage for legal professionals to find the right opportunities in 2024 and beyond.