This month’s article focuses on a topic that I am repeatedly asked about, namely recruiters. Should a recruiter be used in a job search, and if so, how do I find a good one? Given the continued robust lateral market, I decided that this month’s column would focus exclusively on this popular topic.

Over the years, I’ve had the opportunity to work with some of the best recruiters in the US in connection with my lawyer mobility and ethics practice. They’ve taught me a lot about this profession from their perspective. I can say without hesitation that finding a good recruiter to help navigate through your career is critical.

Question: How do I decide whether to use a recruiter in connection with my job search?

Answer: The answer depends on multiple factors, including what type of a position you are looking for, where you are in your career, and how developed your network is in relation to that position.

The first question you must ask yourself is what type of position are you seeking? If you are looking for a position in government or in-house, it may be more effective to rely upon your network connection to make inroads into your job search because, oftentimes, recruiters are not used to helping fill those types of positions. For example, one of my friends recently left private practice for an in-house position. He secured this position because he knew several individuals who worked in the legal department at that organization. That’s why it’s critical to continue to develop relationships throughout your career and to stay in touch with former classmates and colleagues, because one never knows where that classmate or former colleague may end up working. On the other hand, if you are looking to make a lateral move from one firm to another, I would urge you to find a recruiter to assist with your search. The recruiters are most knowledgeable about which firms are looking to hire and for which positions in which offices. They have relationships with management and the recruiting staff at these law firms that can be helpful in making certain that your resume gets in front of the right person.

Second, where are you in your career? If you are just starting out and have not had an opportunity to develop your network, a recruiter is likely a wise choice. A good recruiter will spend time learning about you and your interests and can guide you in terms of which firm may be a good fit for you and why. But if you are someone who has been practicing for a period, you may know someone at a firm you would like to apply to, or someone within the organization that you can contact and ask if the organization is hiring. This contact can also describe the position for you and what it is like to work there.

Whether you choose to work with a recruiter or not, I would encourage you to conduct your due diligence regarding any position you apply for to make certain it will be a good fit for you professionally and culturally.

Question: I received a cold call from a legal recruiter at the office. I am thinking about leaving my current law firm, but I told the recruiter I was not interested and hung up pretty quickly. The reason I did that was I figured that the person on the other end of the phone might be anyone, including someone from my own firm looking to root out disloyal associates. Call me paranoid, but what’s the best way to handle a call like the one I got?

Answer: I understand how you reacted. It’s common. It’s difficult to get those calls at the office, especially if you have not had to field them before. Here are a couple of tips for you moving forward.

First, thank the person for calling. It’s not easy for a recruiter to make cold calls either, so be polite.

Second, if you would like to hear more from the recruiter, you should tell the recruiter that now is not a good time for you to speak. You can provide them with a personal email address or cell phone number, where that person can reach out to you to schedule a convenient place and time to discuss further.

Third, when the recruiter follows up, make sure you schedule a date and time where you can focus and will not be interrupted. If you are going to take the time to speak with a recruiter about a possible job search, you want to take it seriously. Prior to having such a call with the recruiter, you should put together a list of questions to ask, some of which may include: what you like/dislike about your current position; what you are looking for in a new position; and what opportunities does this recruiter have for someone at your level. You also should evaluate the recruiter during this conversation to determine if you want to work with this person. It’s important that you feel comfortable with this recruiter. The best recruiters have a genuine interest in you and will want to work with you throughout your career. During this call, while the recruiter interviews you, you should use this opportunity to interview the recruiter. Recruiters will be presenting your information to potential employers. You want to ensure that this individual acts professionally and will present your candidacy to employers using their years of experience for your benefit.

Question: What are some signs that a headhunter has strong relationships with reputable firms, and how can I assess whether they have the right connections for my practice area?

Answer: As I’ve said before, choosing a recruiter who is a good fit for you is a must. Here are a few tips to make certain you find the best fit.

First, conduct your due diligence. Does this recruiter speak and write articles about their profession? Do they have a podcast or a social media presence? Do they have a well-developed website? The best recruiters are involved in their industry and write articles about trends and hot topics that they are seeing in the lateral marketplace. Does the recruiter offer value-added services, such as assisting you with preparing a lateral partner questionnaire (LPQ) or an application that presents your information and firm metrics in a clear and concise manner? Does the recruiting firm provide its candidates with ethics counsel that can assist them in navigating ethical considerations and obligations when making a move? These are good indicators that the recruiter is reputable and has spent time and resources to invest in his or her candidates. Ask the recruiter which firms they typically work with and how many placements they handle each year. Ask how long they have been recruiting. If you are an associate, ask if they work exclusively on associate recruiting and why. If you are a partner, ask if they focus solely on partner recruiting and why. Finally, ask the recruiter which firms they typically work with and if they specialize in any types of practices. If you have a particular firm or firms in mind as part of your search, ask the recruiter if they have worked with those firms, how often, and in connection with what type of placements. These basic questions will enable you to gain insight into whether this is the correct recruiter for you.

Second, do you like this person? The best recruiters are not just looking to make a one-time placement. Rather, the best recruiters are looking to develop a long-term relationship with you and serve as an advisor to you throughout your career. If the recruiter does not make an effort to really get to know you or your practice, this may be a sign that this person is not the right fit.