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An estimated 3-minute read

Getting the recruitment process right.

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Recruitment is a big deal for students who graduate. Being professional in approaching the whole process is not an option but a job requirement. In the following points, we look at how to streamline the recruitment policy in a college and get the best results for all its stakeholders:



The most important stakeholders in this process. You (the placement committee) want to keep them updated and calm. At the end of five years, they carry the burden of their ambitions as well as those of their parents. In order to make sure they handle the process right, it's your duty to keep them informed. 


First, give them information about the firms that plan to recruit. The placement committee must create a document with information about various law firms and organizations that visit the University. Remember that the key words are informed decision. Without the right information, students are most likely to make wrong decisions that will not only hurt their chances but also those of their peers. And second , provide updates about the recruitment process as often as possible. Any news you give them will let them sleep better at night if not well.



We're in a market where demand and supply seem to be at peace. The important emotion here is feeling calm. The reason I write this is because all firms want the best people and want to be the first to be on campus. So how do you handle everyone? We rely on the old and very successful 'Divide and Conquer'. This is how we do it.


Divide the firms into three tiers. Base this division either on the pay or size of the firm. Once you know where a firm stands, choose a time period in which firms from a particular tier can approach the University. If a firm is adamant about a particular date; negotiate. And again the key is to be calm and remember that demand and supply are at peace. While it's important to have friendly relations with a firm, remember that you're dealing with at least 20 different organization. Favour one and a competing firm becomes your enemy.



I discussed how it was important for students to make informed decisions. Another way to do that is to invite the alumni for talk sessions with the students. It'll help the University create a connection with the alumni and the firm on the long run. You don't want students applying for a firm which either doesn't do much work in their field of interest or is located at a place one does not wish to go. Firms also tend to make presentations on the day of recruitment; a strategy that is unhelpful to most people. If you want to get the best people, you have catch them early and tell them why your firm is the firm to join. If a firm wants to make a presentation, tell them to come in before the college closes for summer. This will give the students enough time to think about their prospective employer.


Being a part of the recruitment committee is no easy task but neither is it being a student waiting to be hired. A flawed process could result in students not accepting offers or even students not getting shortlisted and nobody wants to be responsible for that.


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The PM on legal education: What he said and did not say.

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