Why Employers Ghost Attorney Candidates During the Interview Process

Knowing why employers ghost attorney candidates in Chicago, Illinois, can help you manage your expectations and focus on acing your next interview. Common reasons employers fail to give attorney candidates a follow-up call during the interview process include finding a more qualified candidate, applying for the job late, and not graduating from their preferred law schools. Some employers may also ghost candidates who they feel are likely to move to another firm after a short time.

An effective means to avoid or reduce the odds of getting ghosted by a prospective employer is to partner with legal recruiters. They understand the hassle of job hunting in the legal market and the resulting frustration when a firm doesn’t respond. They will carefully examine your needs, interests, and concerns to personalize their services. They will then find the most ideal job placement for you.

Astor Professional Search is your trusted recruiter for unparalleled legal recruiting solutions. Our team of legal recruiters comprises former attorneys who’ve been in your shoes. They have the experience and network to connect you with job openings that suit your career goals. Call us today at (312) 781-9000.

Understanding Why Employers Ghost in Recruitment

Ghosting is often synonymous with romantic dates. However, that has changed over the years. This phenomenon has become more common in the job search sector. Law firms and corporations ghost attorney candidates by choosing not to follow up with the candidates after interviews. One might term it a tug-of-war between two generations (employers and Gen-Z candidates), fueled by disparities in attitudes and beliefs.

Attorney candidates also ghost employers. In fact, ghosting during the interview process is more rampant with younger-generation candidates. Ghosting among young jobseekers is fueled by their “need to be in charge of their careers.” While Gen-Z’ers form the largest portion of no-show candidates, millennials and baby boomers may also default on interviews.

Besides the need to take charge of their careers, other factors that compel candidates to stand up would-be bosses include:

• Lower pay or remuneration
• Inability to cover the expenses associated with starting a new job, such as purchasing office uniforms or work-appropriate outfits
• Higher commuting costs

The behavior of the younger jobseekers to “ghost” employers fuels a collective sentiment among employers that Gen Z’ers candidates aren’t committed and reliable professionals. Firms are often on the receiving end of candidates’ “ghosting” practices, experiencing the financial loss of implementing the recruiting process and not securing the right candidate. As a result, most decide to “ghost” candidates by not showing up for interviews or responding to them after interviews. More than 40% of job applicants have reported being ghosted by a potential employer, particularly during the interview phase.

Common Reasons Employers Fail to Follow Up with Attorney Applicants

Job hunting in the legal field is a tough exercise. Only a handful of applicants receive a follow-up call due to the stiff competition in this sector. A law firm may invite only three candidates for an interview despite receiving more than 300 job applications. So, don’t be discouraged if you’re left out. Your qualifications may have met the firm’s high standards, but you were not its ideal candidate.

Some common reasons recruiting law firms fail to follow up with attorney candidates include:

There Were Better Applicants to Fill the Vacancy

A law firm will likely receive hundreds of applications after advertising a vacant position. The odds are that some applicants will be better qualified and more suited for the job than you. Perhaps they went to a more prestigious law school, have focused their practice on a specific area, or have a higher experience level than you.

Getting ghosted by a potential employer is frustrating, but all is not lost. You can better your chances of securing a job next time by working with legal placement professionals. They likely know how candidates stand out in a competitive job market. They will focus on your skills, experience, and interests to match you with the firm looking for someone like you.

Your Law School Isn’t Good Enough

Some recruiting firms have a narrow list of prestigious law schools where they expect to hire attorney candidates. So, they will only consider attorney candidates from specific law schools. That’s a highly restrictive requirement, and there’s not much you can do about it.

Even so, there are ways to overcome such attorney job search challenges. For example, topping the class in your law school is enough to meet the thresholds. Additionally, if you’re highly qualified for a specific legal position or targeting a less crowded field, you may get past the “best law school rejection” standards.

You Applied Late

Sometimes, a law firm may fail to give you a follow-up call because you submitted your application past the deadline. Many law firms will rarely factor in new applicants once the interviewing process commences due to the high number of applicants.

Engaging with a law firm early on is the key to landing a legal position. Most firms start interacting with applicants at an early stage. You want to be one of the earliest applicants, lest you miss your chance of securing the position.

You’re Likely to Move

Like any other business, law firms suffer financial losses from high employee turnover. So, they will only focus on interviewing attorney candidates who intend to work and advance their careers in their firms.

Employees with high “flight risks” are a concern to law firms looking for candidates who can provide stability and consistency to clients. If your employment history is filled with constant shifts from one firm to another, a firm will likely turn down your application.

Your Law School Is Too Good

Other law firms may be reluctant to hire attorney candidates from prestigious law schools. Some applicants from these legal institutions feel too good for their prospective employers. Their level of intelligence evokes a feeling of entitlement and the likelihood of causing trouble or negatively disrupting a firm’s work culture.

Some candidates from these “too good” law schools don’t have the patience to stay with a firm long-term, or tend to change the workplace to fit their needs or wants. A law firm is unlikely to follow up with an attorney candidate if it notices the candidate’s grandiosity.

How to Handle Being “Ghosted” in the Attorney Job Search Process

Being “ghosted” can leave you confused about your career prospects in the legal industry. Properly handling no response from employers as an attorney can help you manage your expectations and remain focused. The following tips can prove helpful if a potential employer ghosts you:

Follow Up

Take the initiative to follow up if an interviewer doesn’t contact you after the interview. You can do that by sending an appreciative email or message, expressing gratitude for their time and any other aspect that connected the two of you. You might also text the recruiter if you have his or her contact information. Otherwise, a handwritten “thank-you” note would suffice, as it expresses your gratitude and makes a good impression on the recruiting team.

Establish Other Relationships

Instead of pursuing an interviewer, it’s best to network and build relationships with other associate lawyers at the firm. You can befriend them on social media and ask them about the requirements or qualifications that their firm looks for in candidates. Leverage the conversation to find out what might have limited you in the recruiting process.

Prep for the Interview

Preparing and practicing for interviews is a great way to recover from being “ghosted.” It also enables you to get ready for the next interview. Being “ghosted” can be demoralizing and dent one’s confidence. Thus, familiarizing yourself with the common interview prep questions for attorneys can remind you of your strengths, skills, and qualifications. Doing that improves your response ability and coping skills after being ghosted in the future.

You should also know the best questions to ask a law firm in an interview. That demonstrates to recruiters that you’re interested in the law firm and the job position. Asking the right questions also gives you valuable insights into the role and the company’s culture.

Work with a Legal Recruiter

The easiest way to avoid being “ghosted” is to seek the services of a legal recruiting agency. Reputed recruiters have teams of former lawyers who understand the challenges candidates face during the application process. They’ll focus on learning your strengths, interests, experience, and career prospects to tailor their services to your needs. They will then match you with a firm looking for someone with your talents.

The legal placement team at Astor Professional Search leverages its recruiting experience and vast network to match attorney candidates with their preferred law firms and corporations. Contact us for personalized legal placement services. We are available 24 hours a day, 7 days a week.