Job Search Etiquette: Communication

In yesterday’s post, Interview Etiquette: Don’t Get Too Comfortable, I addressed some obvious—but still observed—ways I’ve seen attorneys get too comfortable during the interview process and potentially jeopardize advancement to the next round or an offer.

Today, I want to address communication throughout the job search process and, specifically, some gaps and missteps I’ve observed from attorneys.

One general observation: too many attorneys stall or delay in their communications during the hiring process. Sometimes it’s intentional. Sometimes it’s not. Either way, it can create a bad impression with the prospective employer.

Think about it: if a prospective client emailed asking for your availability for a meeting, would you wait seven days to respond? Or would you respond within 24 hours?

And, a prospective employer really could be a prospective client someday. At a minimum, the prospective employer—or the recruiter/headhunter involved in the process—could be a future referral source.

It’s a simple mindset shift: communicate with recruiters and prospective employers the same way you would communicate with a client or prospective client.

Here are three specific scenarios where communication is key—and, where I’ve seen delays negatively impact a candidate:

When a firm asks for your availability to interview, provide it as quickly as possible—at a minimum, within 24 hours. Certainly don’t wait seven days.

Even if you need additional time to figure out your schedule, respond. A simple “I received your email and will get back to you tomorrow with some options” is much better than silence.

Interview or offer feedback

When working with a recruiter/headhunter, be prepared to provide your thoughts on an interview or offer within 24 hours.

The prospective employer will likely reach out to the recruiter for initial feedback, so it’s important that you communicate with your recruiter promptly after an interview or after receiving an offer.

It’s perfectly reasonable to want to “sleep on” an offer before discussing it. But, that conversation should still happen within 24 hours. If the prospective employer contacts your recruiter and the recruiter has no idea what you’re thinking, you may unnecessarily complicate the process—or, even weaken your negotiating position.

LPQ and conflict forms

I know attorneys dread these forms, but they are a necessary evil in the lateral hiring process. They can also be time-consuming.

My biggest advice here: don’t overpromise and underdeliver.

Give yourself additional time when estimating how long it will take you to complete them. If you know you’ll need a weekend, tell them you’ll have the form completed within a week. If you’re in the middle of a trial, perhaps you tell them you’ll need three weeks.

What you don’t want to do is promise to complete something within three days and then take a month.

And, if something changes and you realize you aren’t going to meet the deadline you gave them, communicate that. Don’t make them chase you for an update.

For conflict forms in particular, if you’re still gathering information, turn in what you can by the date you promised and let them know you’ll supplement it. It shows a good-faith effort and keeps the process moving.

The Bottom Line

You don’t have to respond to every email within five minutes. You don’t have to drop everything you’re doing because you’re interviewing with another firm.

But, you do need to communicate.

If you’re busy, say so. If you need more time, ask for it. If you promised something by Friday and realize on Thursday that you aren’t going to make the deadline, let them know.

Don’t make the prospective employer—or your recruiter—chase you.

Think about how you would communicate if the person on the other end were a client or a prospective client. Be responsive. Set reasonable expectations. And, if those expectations change, communicate that, too.