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Top 7 Rules for Law Firms Conducting Call Back Interviews of Law Students

Participating in the call-back interview process is different than being an on-campus interviewer. Most firms spend more time training the attorneys who interview on campus than the larger number who participate in the firm's in-house interviews. While on-campus interviews are initial screening interviews, in-house interviews are a mix of initial screening interviews with students who have sent unsolicited resumes to the firm, call-back interviews resulting from on-campus interviews and second visits from students who have received offers and want to visit additional attorneys before making a decision. + read more

Top 10 Reasons to Hire Interns or Summer Associates

Here are the Top 10 Reasons to Hire Interns or Summer Associates: + read more

Hiring on Responses to the Most Common Interview Question

When it comes to interview questions, may be the most common one posed to candidates is “What’s your strength?” Or “Tell us about your strong points,” and similar questions of the same nature. Asking common questions that a candidate expects is one of the greatest interview strategies and it helps to take better informed decisions as answers can be compared against well-researched and standard sets of responses. In this article we are going to explore how employers use the question “What’s your strength?” for making hiring decisions. + read more

Understanding Generation Y – The Key to Leading a Workforce of the Future

While leading today’s multi-generational workforces, many business leaders, recognize two things: First, the organization needs to develop worker strategies taking into account the differences among generations, and second – older generations are constantly losing their stereotypes and gravitating towards adoption of characteristics of generation Y. This happens because individuals like comfort zones (particular to stereotypical generations) and because individuals also adapt continuously to remain relevant (conforming to generation Y characteristics). + read more

Using a Behavioral Interview to the Employer’s Best Advantage

Using a Behavioral Interview to the Employer’s Best Advantage A behavioral interview is only part of a structured interview process, but is extremely important as many interviewers go overboard and either end up alienating candidates or fail to collect relevant behavioral data about the candidate. There is an overwhelming need to collect relevant behavioral data within the limited time span of an interview as well as to keep certain things in mind to make the best use of a behavioral interview. + read more

How Technology is Changing the Recruiting Landscape

How Technology is Changing the Recruiting Landscape Changes in technology have empowered both recruiters and jobseekers, and to a great extent leveled the playing field among all parties involved. No single platform or setting is paramount when it comes to seeking and recruiting talent, but all constitute channels of an integrated recruitment strategy where avenues of jobseeker interaction are nursed according to their importance and employer priorities, but neglected only at the risk of losing relevance. + read more

Hiring a Veteran into a Civilian Workplace

Hiring a Veteran into a Civilian Workplace Veterans can be of invaluable help to a business or company in many ways. The greatest assets of a veteran are credibility, discipline, punctuality, teamwork, and ability to follow and give orders. A veteran may or may not be a computer genius brimming with novel ideas, but a veteran has the greatest chance of adding to the core of trusted personnel within a company – without which core a business workplace is nothing more than a way-house for mercenaries hopping from one job to another. + read more

Big Data: The New Stratagem for HR Recruiting

Big Data: The New Stratagem for HR Recruiting “Is there an easier way to recruit candidates?” This is the question most HR managers and HR professionals ask themselves today. Another question that worries HR professionals is if there is an easy test that could be developed that could determine which candidates could be successful in an organization in the long run. Such a technique, system, or plan does not seem to exist. So what can help you focus on your recruiting efforts or help you send out the right message that could draw in a better and more qualified pool of candidates? Well, all this can change soon with the emergence of Big Data or Big Data analytics. + read more

Values Vs Skills: What Do You Look for While Recruiting?

Values Vs Skills: What Do You Look for While Recruiting? As a law firm, what weighs more, according to you, when recruiting new employees – their values or their adeptness at functional skills? Both approaches have their own pros and cons. Employers who vouch for a value-based approach believe that functional skills can definitely bring in short-term success but values are what really ensure an organization’s long-term success. Values are what will keep these employees loyal to an organization and work towards a common mission defined by the organization. Skills can be developed over time but not values! Integrity cannot be overlooked to get the right skills in a candidate. + read more

The Temporary Staffing Strategy - Survival Instinct for Hiring

The Temporary Staffing Strategy - Survival Instinct for Hiring The temporary staffing industry has always been looked upon as a bellwether for the U.S., according to the analysts. It is used during survival mode by most hiring managers. + read more

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