• How do I know that solicitors you put our way will be moving for the right reasons?
This is probably one of Mandaus main objectives. We drill down into candidates’ primary motivations. Too many recruiters think candidates move for money, when actually this is rarely the main reason. It is usually personal such as still feeling like a trainee after being admitted, or a lack of interesting work, the location, or a new personal relationship, or no chance of promotion.
• How many solicitors do you usually have on your books?
Our database has 2840 candidates with their CVs and contact details. When it comes to active candidates, the answer will be in lower half double figures. However if a suitable opportunity arises we are able to notify passive candidates who are not actively looking for a new role.
• How much will we have to invest to get the ideal solicitor?
Our fees are the industry standard. Contingency is 25% and Search is 33%. Increasingly our clients are asking us to work on a retained basis, which is something we relish, not for financial reasons, but simply because it permits us to work more closely with our client and provide an even higher level of service.
• I don’t have much time to recruit new staff, how time consuming is this going to be?
That is one of the main reasons to use Mandaus. The poorer a recruiter understands your requirements the more CVs you will have to review and interviews conduct. Our role is to shortlist and recommend solicitors who best meet your requirements.
Earlier this year I met with a senior partner who needed an associate. I had short listed eight names, when asked who I thought was best suited their requirements, I recommended one person. After two interviews the job was filled. Note that I said did not say ‘most experienced,’ but ‘best suited.’
• I don’t like pushy and salesy legal recruitment agencies, are you going to be like this?
No we set out to work with client to achieve their recruitment objectives. This is more about our ability to listen to our clients’ requirements and agreeing our strategy. A client in the past called us lovely, pointing out that there are so many ball breaking bitches in our industry.
• I want candidates who can hit the ground running, can you help me?
Yes, we have access to solicitors with solid experience gained with respected law firms. Earlier this year a client contacted us looking for a Licensing Solicitor with 2-4 PQE. They were adamant there were none in the market. We got them a 3 PQE with stellar experience.
• I’ve used legal recruitment agencies who seem to shoehorn and oversell candidates – will you do this?
No we do not like trying to shoehorn in unsuitable candidates. We work with clients, clarifying their requirements and agreeing how we go forwards whether contingency or search. We then facilitate the recruitment process until the start date is agreed.
• We are regularly looking for new solicitors, and like to be dealing with the same person at legal recruitment agencies throughout this process – will we have this consistency with Mandaus?
We’re not going anywhere.
• We want to invest in the best solicitors and lawyers, but I’m always fearful that they won’t be here for long before they move on. We don’t want job hoppers, what can I do about this?
While I could ask: can you afford not to train them. The real answer is that you need to be selective about who you recruit. What are their career aspirations and can you meet these desires? What are their motivations for this and previous career moves? What attracts them to your location and is that a long term factor?
• What makes you better than other West End legal recruitment companies?
We believe it is a mixture of factors including ability, knowledge and relationships.
When a law firm instructs us to fill a vacancy we listen to their requirements and we appreciate what makes their ideal candidate. We know who to talk to, where to advertise and who to select.