Ankus Consulting - Ft. Lauderdale, Florida

For candidates:

Know how to pronounce the firm's name. You'd be surprised how many can't.
Confirm and re-confirm the date, time, phone number and location of your interview and the name of the person you should ask for.
Proper grooming is a must - appropriate dress includes conservative apparel such as one would wear to go to court.
Bring extra copies of your resume, writing sample (if relevant) and transcripts.
Remember why you are interviewing for the particular position and convey genuine enthusiasm when you are at the interview.
Don't show up for an interview without proper research - check firm website and do detailed Internet searches on the firm and particular members. Use this as a basis for written questions that you must bring with you. No questions usually means no offer.
You must show the firm, as succinctly as possible, how you can make an immediate and relevant impact on their current workload. You are there to solve a problem - not create one. Selling yourself as a candidate does not mean putting down your current firm or past firms.
Don't forget - people hire who they like and who can do the job best. Your resume only gets you the interview - you get the job.
Do not ask about sensitive topics - hours, salary, partnership track, or private clients.
In close calls, go with your gut instinct - it is more accurate than you might think.

For clients:

Many candidates are happy in their current job - it is your job to make them happier.
Understand the reasons why the candidate wants to consider a change before you ever meet them.
Know what the candidate is currently earning and what they expect to earn in their next move. This includes bonus and other benefits (insurance and 401(k) for example).
Make sure your firm cheerleaders are in the “line up” for interviews. It only makes sense to have candidates meet the best spokespeople for your firm to convey the appropriate enthusiasm and information.
Understand that the candidate might be late because of traffic, parking, etc. Don't hold this against them unnecessarily.
Make sure that they have the skills necessary to make an immediate impact on your current workload.
Don't hire a candidate without checking their references by yourself, reviewing their writing sample (if applicable) and asking them to submit to a background check with an appropriate licensed investigative agency.
Don't hesitate to bring a candidate back if you have any doubts about hiring them. Let them meet other people in the firm as well as those they have already met.
Show the candidate you have done your homework on them and their current firm. Ask them tough questions and see how they respond.
In close calls, go with your gut instinct - it is more accurate than you might think.