How to Connect with Executive Legal Search Consultants
/If job seekers want to build a good working relationship with a chosen legal search consultant, they need to know how to stand out from the crowd and effectively connect with them
Executive search consultants can help your job search and greatly enhance your career trajectory. They are thought leaders, trusted confidants, negotiators, counselors, and talented multitaskers. They provide unparalleled value to both candidates and hiring companies.
So, it’s a no-brainer, right? Just find and work with an executive legal search consultant to help you find and land your next career opportunity. As great as that sounds, it’s not always so easy.
Top legal search consultants are in high demand, and if you want to build a rapport and eventually a working relationship with one, you need to know how to differentiate yourself and make contact the right way.
Here are 4 tips for connecting with executive legal search consultants.
1. Position yourself to get found
Yes, you need to be proactive about connecting with executive search consultants. But before we dive into that, you must first be sure that you can be found by them. It is estimated that 82% of search consultants and hiring managers research you before reaching out to you, and they’re doing their due diligence online.
Therefore, you need to establish your professional brand and make sure it is consistent across all relevant social media channels, specifically on LinkedIn. When auditing your LinkedIn profile, make sure that:
Your profile is up to date and accurately reflects your professional background and employment history. Be sure to triple check it for punctuation and grammar errors. Try using Grammarly.
Include in your byline, your title and company name – it makes you easier to find.
When giving your employment history, be sure to identify your practice area, what it is you actually do on a day to day basis, if you manage lawyers or support staff and if so, how many, and the size of any budget you are responsible for.
Be sure to use keywords and use the “Skills” section to identify what it is you do. If you have experience with something, but it doesn’t really pertain to what you are doing now or want to do in the future - leave that off. The “Skills” section is a guide for recruiters. Ask yourself, if I was looking for someone with my expertise, what words would I search for?
Give examples of your work to give the reader a better idea of your background, experience, and acumen. Listing representative transactions or trials won is helpful to the reader to better understand what it is you do.
Get a professional headshot. You should be alone in the photo, dressed professionally, and in a setting that looks professional.
You will be judged by your profile. Be sure to put your best foot forward. It may bring you opportunities or eliminate you from them. Give the reader enough information to want to hire you – either as a client or a future employer.
Be sure to use positive, action-oriented words. There is artificial intelligence software being used to determine your personality and desirability based on the words you use to describe yourself. This also means don’t overinflate your standing – it can backfire.
2. Prepare for initial outreach
Now that you’ve polished your online presence and tailored your LinkedIn profile, it’s time to shift your focus to making contact with your selected search consultants. But before you do, you need to have a firm grasp on the following questions:
Why are you open to exploring new opportunities?
What is your ideal role, and what types of roles are you open to?
What was the impetus behind your previous career moves?
Are you willing to relocate? If so, are there any location-specific deal-breakers for you?
What are your compensation goals?
Who are your professional references, and are they prepared to vouch for you?
Once you have a handle on the above questions, you can start strategizing your outreach.
3. Reaching out
The bad news is that executives only have a few seconds to make a positive impression with their initial outreach. The good news is that it’s not that difficult to positively differentiate yourself from everyone else trying to make contact.
To avoid landing in the virtual trash, do not send an email that includes any of the following:
Incorrectly spelling the recipient’s name or using a generic salutation such as “Sir or Madam”
Using inconsistent font sizes
Using bad grammar or short, incomplete sentences
Forgetting to include your resume, or including a resume that has errors or Track Changes
One “don’t” demands special attention: Do not ask for the consultant to call you. You need to trust that they will connect with you when there is an opportunity that is a match for your background and experience. If you badger the consultant, it will backfire. Keep in mind that executive search consultants are hired and paid by the employer, not you—and they are charged with finding the best candidate for a specific role. Their focus is on doing what is best for the client.
To ensure your email gets read, responded to, and shared, implement these best practices:
Address your email to the specific search consultant
Demonstrate impeccable and highly-professional writing abilities
Include an up-to-date resume and bio
Reference any mutual connections
Include a brief description of your professional experience and anticipated next steps
Follow up with an invitation to connect via LinkedIn
4. Network
You’ll have the most success if you build relationships with executive search consultants before you’re actively searching for a new role. This will help you uncover who you have a connection with and who you may not see yourself productively working with.
Plus, once you establish a connection, you’ll be top of mind when relevant opportunities rear their heads. Search consultants actually prefer passive or actively employed candidates, so you can gain a competitive advantage if you build these relationships and connections before diving into a job search.
Building relationships with search consultants means playing the long game. You may not be an immediate fit, but if you continue networking and stay in touch with the consultants that you’ve connected with, then the right opportunity will come your way.
Carrington Legal Search is devoted to finding the ideal candidates for our clients’ recruitment needs. We have particular expertise in the Financial Services (banking, insurance, investment management, etc.) and Technology verticals. To make our nationwide network work for you, get in touch at 512-627-7467 or email carrie@carringtonlegal.com.