At Thornton Legal, we’ve been recruiters for a long time. Over the years, we’ve learned what works — and what doesn’t — when it comes to successful legal recruitment. From the moment a vacancy is instructed through to a candidate accepting an offer, small changes in approach can make a huge difference.
Here are our top dos and don’ts for law firms looking to get the most out of their relationship with a legal recruiter.
Don’t Instruct Too Many Recruiters
It might seem like contacting as many recruiters as possible increases your chances of filling a role quickly. In reality, it dilutes commitment. Recruitment is largely payment by results, so recruiters naturally focus on the vacancies where they have the best chance of success. Work with one recruiter exclusively and you’ll get 100% commitment; work with 10 and you’ll get 10%.
Don’t Assume Low Fees Mean a Win
Negotiating the lowest possible fee may feel like a victory, but in practice it often results in lower commitment. Recruiters are motivated to prioritise roles that are fairly structured and where both client and candidate experience is valued.
Do Engage in the Recruitment Process
Give your recruiter the information they need to sell your role. A one-line email about the vacancy doesn’t do justice to your firm or the opportunity. Take time to explain the day-to-day duties, culture, team structure, benefits and progression prospects. The more we know, the better we can attract and secure the right candidate.
Do Communicate Promptly
Return calls and emails, provide feedback on CVs, and offer reasonable interview slots. Even if there’s no update yet, let us know. Candidates need engagement to remain motivated, and timely communication keeps the process moving smoothly.
Don’t Ambush Candidates at Interview
Interviews are a two-way process. Grilling a candidate without giving them insight into your firm rarely works. Remember, most candidates will have multiple interviews. They need to feel wanted. Use the interview to sell the role, the culture, and why your firm is a great place to work.
Do Make the Candidate Feel Welcome
Show them around, introduce them to the team, and create small moments that showcase your workplace culture. Even a short office tour can leave a lasting impression and help candidates visualise themselves at your firm.
Don’t Cut the Recruiter Out
Avoid contacting candidates directly without your recruiter’s knowledge. It’s usually unnecessary, sometimes unhelpful, and can create confusion. Trust the process and allow your recruiter to manage communications.
Don’t Handle the Offer Alone
When it comes to offers, let your recruiter do the negotiating. A poorly handled negotiation risks derailing the process at the final stage.
Don’t Lowball the Candidate
Offering below market rate often leaves a bad impression and increases the risk of your new hire leaving quickly for a better offer elsewhere. If you’re serious about securing and retaining talent, ensure your package is competitive.
Do Be Honest About the Role
Be upfront during interviews about both the positives and challenges of the role. Surprises after a candidate starts can lead to early resignations, undermining the recruitment effort.
Do Have a Strong Onboarding Process
Recruitment doesn’t end when an offer is accepted. A structured onboarding process helps new hires feel welcome, supported, and invested in their future with your firm.
Final Thought
You may agree with some of these points more than others, but all are based on years of legal recruitment experience. By following these dos and don’ts, firms can strengthen their hiring process, secure top talent, and achieve long-term retention.
At Thornton Legal, we specialise in partnering with law firms to deliver effective, tailored recruitment solutions. If you’d like to discuss your hiring strategy, we’d be happy to have a confidential conversation.
