Advertised selection

If your practice is looking to recruit fee-earners one of the possible avenues available is to advertise in one of the main legal journals. Not only is it a means of attracting staff, but it also acts as an effective form of brand advertising, raising awareness of your practice and the areas of law in which you specialise.

By allowing us to book the advertising space on your behalf and handle the responses, we can take away some of the ‘pain’ associated with journal advertising. The tangible benefits of allowing us to handle your advertising are as follows: 

Discounted cost 

Because recruitment agencies tend to be regular advertisers in the main legal journals (and certainly more prolific advertisers than most legal practices), we enjoy a healthy discount on advertising rates. In these circumstances we pass on a very significant discount to our clients,  which means that the cost of the advert will be considerably cheaper to you than if you were to book the advert direct. 

We can organise

One of the services we can provide, is to put together a full colour ad for you from scratch. Please be assured that you retain absolute control over style and content and that your advert only goes to press once you have given your approval. This means that any advert undertaken on your behalf would include your corporate font, corporate logo and any corporate colour scheme. You have absolute editorial control over the text, though we would be more than happy to assist with this aspect and make suggestions. Of course, the contact details of Rushton Bond, our logo and the name of  the handling consultant would appear as part of the advert footer. 

Filter candidates 

When we undertake an adverting assignment an important aspect of our role is not just the organising of the copy and placing of the advertisement, but also handling the response. We know from speaking to practices who have handled their own advertising in the past, that a significant amount of time can be spent by HR filtering through CV’s and filtering phone calls from candidates, who, for whatever reason, are simply not appropriate for the vacancy in question.

By establishing the basic(or minimum) selection criteria with you from the outset, we can filter out those candidates who do not meet your basic requirements. As a result, you will only receive the CVs of those candidates who we believe meet the stipulated criteria.