How to Enhance Your Candidate Experience and Attract Top Lawyers

In-house legal hiring is competitive. Candidates often weigh multiple offers. The way you treat them during the interview process matters more than many hiring teams realise.

We’ve seen it time and again: talented lawyers pulling out of processes, not because of compensation or the role itself, but because of how the process felt. The experience was slow, confusing, or impersonal. And that’s completely avoidable.

Here are some simple, actionable tips to improve your candidate experience - and increase your chances of securing top legal talent.

1. Set clear expectations from day one

Let candidates know how many stages there will be, who they’ll be meeting, and how long the process is likely to take. It shows you’re organised and respectful of their time.

Tip: Send a short “What to Expect” PDF or email after the first call. It takes 5 minutes and sets the tone.

2. Keep the process moving

Lawyers are used to working to deadlines. A slow, vague process is a red flag. If there’s a gap between interviews or delays in feedback, explain why and stay in touch. Silence creates doubt.

Tip: Assign one person internally to own candidate communications. Aim to give feedback within 48 hours of each round.

3. Treat interviews like two-way conversations

The best lawyers are assessing you just as much as you’re assessing them. Share details about the team, culture, work style, and the challenges you face. Avoid overly rigid or interrogative interviews.

Tip: Encourage your interviewers to talk about their own experience at the company (the warts and all version) - it makes things feel more human.

4. Make them feel valued - even if they don’t get the job

Candidates remember how they were treated, especially if they didn’t get the role. A thoughtful, timely rejection shows respect for their time and effort. When done well, it keeps the door open for future opportunities - and they might even recommend someone in their network who’s a match.

Tip: If a candidate reached final round, offer a 10-minute feedback call. It goes a long way.

5. Get your internal team aligned

One of the biggest sources of candidate frustration is inconsistency, mixed messages from different stakeholders, or interviewers asking the same questions.

Tip: Before interviews begin, share a one-pager (or in the ATS) with the hiring team that outlines the role, key criteria, and interview responsibilities.

You don’t need a flashy careers page to create a good candidate experience. You just need a bit of structure, empathy, and good communication.

Every interaction shapes how candidates perceive your brand. And, candidates talk. A thoughtful process increases the chances that they will speak positively about the experience, whether they get the job or not.