| Summary |
When it comes to job hunting, the phrase "don't call us, we'll call you" is one many job seekers are familiar with. This phrase is often associated with an unsettled feeling of uncertainty and lack of control when searching for a job. The phrase symbolizes that a job seeker may not be the right fit for an employer or vice versa.
Although this phrase can feel intimidating, it doesn't mean that a job candidate should give up their job search. There are proactive steps that job seekers can take to increase their chances of success during their search.
The first step for job seekers is to create a professional resume and cover letter. It is important to have a polished resume that is easy to read and highlights pertinent job qualifications. Additionally, having a well-written cover letter is essential. It is the job seeker's chance to introduce themselves and explain how they match the needs of a potential employer.
Job seekers should also research the company and the open position they are applying for. It is key to remember that an employer is looking for a candidate who matches the job requirements. By researching prior to applying, job seekers can tailor their application materials and showcase how they fit the role.
Finally, job seekers should stay positive and understand that it may take time to receive a response from employers. Having a proactive mindset, understanding the process and remaining patient is key for job seekers during their search.
Job hunting can be a stressful process, and the phrase "don't call us, we'll call you" can be intimidating. However, job seekers don't have to let the uncertainty of the job search stop them from achieving their goals. With the right preparation, research, and networking skills, job seekers can increase their chances of success.
In summary, job seekers should keep the phrase "don't call us, we'll call you" in mind while they are in the process of job hunting. There are a few steps they can take to strengthen their candidacy, such as creating polished resumes, researching the employer and open position, networking, and staying positive. By undertaking these measures, job seekers can increase their chances of success during the job search process.
| QUESTIONS ANSWERED IN THIS ARTICLE |
The Unfortunate Reality
Unfortunately, the legal industry's use of a traditional hiring process that essentially says "don't call us, we'll call you" is still largely in practice today. Hiring in the legal field typically relies upon a single cycle of screening, interviewing, and hiring, with few applicants receiving any sort of feedback or response. This method of hiring makes it almost impossible for applicants to gauge their success and requires them to sit and wait for a potential employer to contact them with a job offer.Making the Process More Efficient
Organizations and employers in the legal industry need to make a conscious effort to make the hiring process more efficient and effective for both employers and applicants. This includes providing feedback to candidates, regardless of whether or not the person is considered for the open position. The language of feedback should be thoughtful and informative. It should emphasize the individual's strengths and weaknesses, as well as any efforts to improve the interviewing process.Establishing a Working Relationship
In addition to providing feedback to candidates, employers should also take the time to establish a working relationship with each applicant. This will facilitate a smoother hiring process and help ensure that the employer is selecting the right person for the job. The goal is to create an environment where the employer can openly discuss the applicant's qualifications with the applicant and get to know them as an individual.Offering Alternatives to Traditional Interviews
As the legal industry continues to evolve, it's important to recognize that there are more efficient methods of hiring than traditional interviews. Employers should offer alternatives such as virtual interviews, Skype sessions, or even virtual job fairs. These methods provide more opportunities to get to know the applicant and can enhance the job search process.
Reinvesting in the Process
The legal industry needs to reinvest in the hiring process in order to ensure that the best candidates are hired. This may involve reinvesting in technology, training, and resources to help make the process more efficient. Additionally, employers should consider the use of software to sort and evaluate potential candidates, as well as the use of social media to network and promote their organization.What risks are you taking with you career search? Howard Stacey is an attorney with a prestigious New York based law firm. His annual income is over six figures. Howard is very unhappy with his job. The constant high-pressured demands and arduous work schedules have taken their toll on him. Like so many other job seekers, Howard often feels lost, especially when contemplating what's the best avenue to pursue in getting another job. What's Howard's solution? Should he seek the assistance of an executive recruitment agency or utilize outplacement services?
Howard's answer (and for so many others) is to understand the different practices associated with executive recruitment agencies and outplacement services. These services are very different in nature and provide different outcomes. Listed below are some important factors to help you decide which method is the most appropriate. In researching the techniques used by both executive recruiting and outplacement services, we found the following:
| Objective: | Find job seeker for client jobs |
| Client Career Analysis: | Benefits client organization |
| Confidentiality: | Job seeker information may be broadcast widely |
| Loyalty: | Client |
| Scope of Search: | Limited (organizations corporate client) |
| Objective: | Find "right position" for job seeker |
| Client Career Analysis: | Benefits individual |
| Confidentiality: | Individual controls |
| Loyalty: | Individual |
| Scope of Search | Unlimited |
Howard chose the outplacement company. The type of company provides value-added services that help Howard leverage his career both inside his current organization and with other organizations. Those additional services included:
- Target networking and email campaigns;
- Salary and benefit negotiations;
- Educational training sessions (including interviewing techniques, market research)
- Counseling assistance with other recruiters.
Vickie Clark is a consultant with Alan Randall Associates, Inc. Attorneyalternatives.com specializes in attorney transitions and is a service of Alan Randall Associates.
