Recruiting and integrating new team members
Recruiting and integrating new team members

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

  • Recruiting and integrating new team members
  • Agreeing the profile
  • Choosing who will be involved in the selection process
  • Buying time
  • Selling the position
  • Short-listing
  • Interviewing and testing
  • Engaging
  • First day
  • Induction meetings
  • more

Agreeing the profile

If a vacancy has arisen as a result of a departure, does it make sense to fill it with someone with the same, lesser or more experience?

It is always worth considering whether a good unqualified support person would be a more productive addition to the team, relieving qualified staff from activities which the support person could do.

You need to make sure that the parameters of the package make sense. The default position of many human resources departments is to insist on a lower-end salary package, which may effectively eliminate the best candidates. Try to short cut a wasted effort phase by making sure that the package matches the profile so that you can attract the right candidates.

Choosing who will be involved in the selection process

Consider what role or involvement any of the following will have, and at what stage:

  1. recruitment agency

  2. human resources manager

  3. person to whom head of legal reports

  4. head of legal

  5. other legal colleagues

  6. other business colleagues?

Remember to inform your team that you will be recruiting—it can be very disconcerting if the first they know about it is an advertisement.

Buying time

Desperation to fill a vacancy because of the volume of