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Home -- Clients -- Search Process |
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We
approach every search we undertake through a process designed
to focus on the specific needs of our clients, while considering
the widest range of potential candidates. The following are
the fundamental stages of our search process:
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Phase
One - Culture Review
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This
first stage, ignored or underestimated by many others, is
critical to our success. In order to achieve our goal of the
perfect "fit", we must develop a complete understanding
of our client. At the same time, we can contribute to our
client's knowledge by researching and providing background
material pertaining to the search.
Examples include evaluations of the applicable candidate pool,
surveys of similar searches and their results, or information
about how a new position can affect overall staff structure.
As a final step in gaining a complete understanding of the
client's needs, we work together in creating an image of the
"ideal candidate" for the job. It is this image
which will translate into the candidate profile, setting out
the specific practice skills required, the number of years
of experience needed, desired personality characteristics,
and how the attorney will complement the existing organization.
Only after developing this candidate profile with the client
can we begin the process of locating the right attorney.
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To represent all client firms
accurately in the market, Able Fisher need to collect "hard"
facts and "soft" values as a firm and the various
practices. The next step would be to interview the partner
in charge of the practice area and a number of his/her colleagues
in the team. Ideally this might include:
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1.
Managing Partner - varied practice areas
2. Internal individuals
3. Recent partner-level lateral hires to the firm
4. Junior or salaried partners
5. To learn more about the hiring, interviewing process.
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We
would seek to gather hard facts and soft values recognizing
that some things you may not disclose and some things you
may choose not to disclose. Additionally, there may be some
things that we might be told but should not disclose to potential
candidates.
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Phase
Two - Research
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Our
next step would be to undertake some extensive desk research
to determine the law firms within which potential candidates
should be sought. This would be followed by identification
of appropriate individuals, discussions with knowledgeable
sources, networking and informal reference checking. This
phase would take 6-8 weeks assuming we would be looking in
Europe, Asia and elsewhere.
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Beyond
the other major law practices there are numerous other targets.
Who is targeted and our success in generating a potential
partner caliber candidate depends very much on why an individual
might be attracted to your firm. These reasons include:
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1.
Ability to lead/head/develop
a practice - i.e. blockage
2. Meritocracy vs. lockstep mentality i.e.
compensation increase
3. Present partnership decaying/unsupportive
4. Affinity/experience with your firm
5. Desire to do something new
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Phase
Three - Strategy Review
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Able
Fisher would retain contact with the firm throughout the search
and it is Able Fisher's practice to have a strategy meeting
at the end of the research phase. Able Fisher would present
a comprehensive report on the ground covered, the people identified,
their experience and salary levels and any other issues arising
from our extensive reconnaissance.
This
report gives both you and Able Fisher the chance to evaluate
the initial hypothesis as to the type of individual sought
against specific profiles. The outcome of this meeting would
be a very clear definition of the priority candidates we would
process.
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Phase
Four - Full Search
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The
next step would be to interview numerous candidates and set
deadlines for interviews and feedback to you and the candidate
as well as to discuss any off-limits.
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Copyright © 2006. Able Fisher Ltd. All Rights
Reserved
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