Neil Campbell’s Post

Unsolicited Interview Advice of the Day. Don't put all your eggs in one basket. If you've been in the market for a while, chances are that you have a pretty preconceived idea of what your dream firm is. And that's a good thing. But it's not without pitfalls. You haven't ACTUALLY experienced that firm. Your opinion is made up of market chatter, other people's anecdotes and possibly experience on the other side of a file. Which helps. But it isn't a complete picture. You COULD be wrong. So my advice is this. Meet with around three firms if you can when you have made that decision to leave your current employer. It's really the only way you can get an accurate representation of what is actually out there. Not twenty. Not even ten. Just a few firms so that you can measure what's on offer against something else. You don't want your current job any more. So it's not an accurate representation of what the other side of the fence might be like, whereas other firms you might be interested in joining, are. It requires possibly a few more hours of your time to take this approach. But it might make the next twenty years of your life, better. #legalrecruitment #interviewadvice #lawjobs #legalcareers

A few times over the years I've had a client call me after an interview, delighted: "We loved the candidate and made an offer on the spot, they said they think they will accept!" But why did my heart sink a little? Because my experience as a recruiter has shown that presenting an offer during an interview, especially without prior discussion, often reduces the chances of a positive conclusion. 👉 Candidates feel pressured, not informed. They may say yes without fully considering the role or the offer, only to back out later. 👉 The 'spotlight' effect hinders genuine consideration. Candidates need time and space to weigh the pros and cons. 👉 The offer may not be competitive. It's essential to have a broader understanding of the candidate's other opportunities and motivations. 👉 Key motivations may be overlooked. These can be non-financial, such as flexibility or skill development, and a hasty offer may not address them. 👉 Negotiation dynamics shift. If a client seems overly eager, it can make candidates more difficult to close, even if they initially expressed interest. A good recruiter, whether agency or in-house, should thoroughly understand the candidate's drivers and have a wider perspective. Candidates often feel more comfortable sharing genuine concerns or objections with recruiters than with hiring managers. In my view, a swift, however, more patient approach, waiting until after the interview to make an offer, leads to a better outcome. If there are outstanding questions, scheduling a final washup call between the client and candidate can be helpful to conclude the process. Does anyone else have a strong opinion on this? Andrew Murphy

A few times over the years I've had a client call me after an interview, delighted: "We loved the candidate and made an offer on the spot, they said they think they will accept!" But why did my heart sink a little? Because my experience as a recruiter has shown that presenting an offer during an interview, especially without prior discussion, often reduces the chances of a positive conclusion. 👉 Candidates feel pressured, not informed. They may say yes without fully considering the role or the offer, only to back out later. 👉 The 'spotlight' effect hinders genuine consideration. Candidates need time and space to weigh the pros and cons. 👉 The offer may not be competitive. It's essential to have a broader understanding of the candidate's other opportunities and motivations. 👉 Key motivations may be overlooked. These can be non-financial, such as flexibility or skill development, and a hasty offer may not address them. 👉 Negotiation dynamics shift. If a client seems overly eager, it can make candidates more difficult to close, even if they initially expressed interest. A good recruiter, whether agency or in-house, should thoroughly understand the candidate's drivers and have a wider perspective. Candidates often feel more comfortable sharing genuine concerns or objections with recruiters than with hiring managers. In my view, a swift, however, more patient approach, waiting until after the interview to make an offer, leads to a better outcome. If there are outstanding questions, scheduling a final washup call between the client and candidate can be helpful to conclude the process. Does anyone else have a strong opinion on this?

- I want to share a realisation: When I was going through my struggling phase, I would mass-mail my CV. Whereas plenty of my contemporaries would hesitate. They thought they wouldn't even get an interview call. I had no such inhibitions. I had big names on my CV, I knew I would at least, get an interview call. A couple of months back I conducted many interviews for associate position at our firm. Out of 12 candidates, 4 were hired. A few days back, I was contacted by a fellow lawyer who was looking for associate position at her firm. She asked me to refer some lawyers. I didn't know any who was looking for a job, but we have a good rapport so I wanted to help her. I made a little effort, and forward her all the CVs of the candidates who showed up for the interview. Today, she told me that she hired one of them. I realised that had that candidate not showed up, she wouldn't have gotten this job as she was still unemployed. Takeaway : Put yourself outthere. It will optimize your chances of getting hired. You don't have to attempt something only when you know you will succeed. Sometimes, do what you can. And don't underestimate the power of word of mouth. It works better than any technology! #jobinterview #worklife #lifelessons #JobTip

❇️The FASTEST WAY TO F**K UP YOUR INTERVIEW… Equally as important as “WHAT” is being communicated … Is “HOW” the information is communicated! Ever heard of a Q Score!?? A Q Score measures the public’s familiarity and positive opinion about a product, brand, or celebrity. ➡️Here’s the lowdown: The “Q” stands for quality, reflecting public perception. Higher Q Scores indicate greater marketability and influence. Higher Q scores reflect greater likability and favorability of products and celebrities. ➡️Why it matters: • Shapes decisions in entertainment and our purchasing behaviors. • Influences endorsement deals • Affects marketing strategies for films and TV shows ➡️ Some of the highest Q scores Dolly Parton Julia Roberts Morgan Freeman ➡️ Some of the lowest Q scores Robert De Niro Anthony Fauci Scottie Pippen Now, what do they have in common? Likability vs somebody I would not want to have a beer with. How are YOU being perceived? Interviewing is no different. Regardless of how impressive the skill set… LIKABILITY is the greatest equalizer. ❇️ Having trouble!?? We can help. No resumes writers or career coaches working from a stale playbook. We are the Top 1% of Executive Recruiters across the industry. $50,000,000.00 in career perm billings $250,000,000.00 in successful offers negotiated. Let’s talk. www.polishedcareer.com

Appropriate follow-up is an essential part of the job-hunting process. If your interviewer hasn’t volunteered the information by the end of your interview, ask what the next step will be, and when you should expect to hear from the potential employer. Immediately after the interview, it’s good form to send a thank-you note (an email is fine), so be sure to get the name (and correct spelling) of the interviewers. An easy way to do this is to collect business cards. If there's been no response in the time period stated by the employer, it’s acceptable to make a polite telephone or email inquiry. What do you suggest? Be persistent, but not a pest! #lawjobs #legaljobs #jobsearchtips #legalrecruiting #interviewtips For more insights into job search strategies, the legal industry, and the California legal job market, follow SeltzerFontaine LLC, and connect with me and ring the 🔔 at Valerie Fontaine.

     🚨 Attention LinkedIn Connections🚨  I’ve noticed an influx of solicitors in my messages lately, and it’s becoming quite overwhelming. Instead of responding to job interview requests, I’m sifting through numerous sales pitches.   If you’re not in search of a new job or sending an interview invite, kindly refrain from reaching out to Me! Thank you for your understanding! Let’s keep this platform focused on meaningful professional connections.  #JobSearch #LinkedInNetworking #WorkFromHome #CareerOpportunities #JobSeeker #ProfessionalConnections #Soliciations #CareerGoals #RemoteJobs #HighPayingJobs  

I feel (and this is personal) our way of looking at profiles is misleading. Reading a cv is a visualisation exercise. You have to put yourself in the shoes of that person and understand motivation. We read it like a unilinear progression of choice though. Anyone who has ever worked will tell you how much of a farce that is. External corporate environment, internal family and location equations, the actual nitty gritty of the job and so many others, play such a huge role in the choices we make. To assume the decision was chosen bereft of context and solely on individual choice robs us of perspective. A candidate interviewing for a job is all of us. We make choices that are not our own, mistakes that we cannot forsee and take turns, hopefully for the better. That may finally not turn out to be so. This doesn’t take away from the larger story of our career journey. Shouldn’t. However, I have been in many meetings where I have seen, it does. The correction starts with us. We have to stop judging ourselves. There is no backfoot on this. Any consultant who tells you otherwise is treating you like a transaction. And is plain lazy. When you meet for interviews or interactions, how you build your narrative will define how the other sees it. Your CV has to be written with pride. Every decision you made. Every turn you took. Give them the person you are. Are all clients ready for this? Some are. Most aren’t. Our effort has to be right. Notice how I write ‘our’ and not ‘your’. As your consultant, it is my business to keep you strong. You are not my transaction, you are my talent. We respect talent !

New figures show that more than a fifth of adults aged between 16 and 64 in the UK aren’t actively looking for work.    I recently had the pleasure of speaking to Radio Norfolk about why that’s happening, and what it means for people who are on the hunt for a new job. In the interview, we discussed the current state of the job market, working patterns, navigating these challenging times as a job seeker.   Read the interview here: https://lnkd.in/gvTDTrAP   For more advice on finding the right role, please get in touch.   #interview #consultancy #advice