In-house lawyers—Who are you looking to recruit?
In-house lawyers—Who are you looking to recruit?

The following In-House Advisor guidance note provides comprehensive and up to date legal information covering:

  • In-house lawyers—Who are you looking to recruit?
  • The cost of recruitment
  • Is there a vacancy to be filled?
  • Job descriptions and person specifications
  • The role of recruitment agencies
  • Advertise by not advertising
  • Spotting the dodgy and disturbing when sifting through CVs

Finding and recruiting the right person can be a difficult and time consuming task and if mistakes are made it can prove costly to the organisation. It’s important to get things right from the outset and understand exactly who you are looking for, where to find them and also know what to look for when sifting through CVs.

The cost of recruitment

The Chartered Institute of Personnel and Development (CIPD) estimates the cost of replacing a member of staff who leaves can be anywhere between £5,000 for junior staff to £50,000 for senior members of staff. There are many factors that contribute to these costs:

  1. payroll & pension

  2. easing off time

  3. getting up to speed

  4. client care issues

  5. placing job ads

  6. agency fees—from around 15% of starting salary for junior staff up to 25-30% for senior staff

  7. your time for reading CVs

  8. your time for interviewing

  9. HR—admin, taking references, offer letters etc and

  10. IT—changes in phones, log-ons, email lists etc

With such an investment of time and resources it’s vital to get things right from the start. Recruitment involves six main stages:

  1. deciding if there is a vacancy to fill

  2. writing a job description

  3. writing a person specification

  4. deciding on the selection process

  5. attracting applicants

  6. managing the response

Is there a vacancy to be filled?

When someone leaves the automatic