Tomorrow's success depends on the calibre of today's partners.  Selecting partners of the right calibre, both in terms of technical and personal attributes requires a great deal of skill, time and judgment and can involve considerable risk.  Recruiting a partner from outside the practice is an extremely important capital investment. 

The current competitive marketplace makes it difficult to identify and attract highly talented partners even when recruitment is carefully planned.  The following situations add to the difficulties: Unforeseen resignations; Reacting to a change in circumstances; The need for confidentiality; Creating a new role; Bringing in fresh expertise; Finding the rare skill of practice development ability. 

The pressures involved in making a partner recruitment decision are great and it is helpful to obtain objective and expert advice.  Such advice ensures that the elements of chance and risk are kept to a minimum and that recruitment is carried out confidentially, quickly and cost-effectively. 

THE ALLERY SCOTTS SOLUTION 

Allery Scotts provides search and selection services for professional practices.  Our consultants have the practice and technical skills to advise on most types of partner search and selection.  They have thorough knowledge of the marketplace and in-depth assessment skills.  They can advise on job definition, structure and remuneration packages. 

DEFINING THE ROLE 

Obtain the clearest possible understanding of the client, practice structure, operations and culture. 

Analyse the role in detail - its purpose, authority and functions. 

Draw up a "person specification" in terms of technical skills, experience and personal qualities. 

Establish a realistic remuneration package, including any equity share. 

Determine the best method of attracting suitable candidates. 

Confirm the understanding of the role, person required, remuneration and method of recruitment in a formal proposal with an estimate of the total cost and likely timescale. 

IDENTIFICATION OF CANDIDATES 

Our approach to attracting suitable candidates is determined by the skills required and level of appointment. This may include any or all of the following Allery Scotts skills: 

Methodical and comprehensive search among practices identified as likely to employ the calibre and type of partner required. 

Effective advertising in appropriate media - our name and reputation can help attract and are respected by high calibre candidates. 

Using our vast network of contacts maintained by directors, associate directors and consultants throughout the firm. 

Co-operation with other search and selection consultants. 

CANDIDATE ASSESSMENT 

Suitable candidates are interviewed in depth.  Competence, relevant experience, personal qualities and motivation are all carefully evaluated. 

Technical interviews can be carried out by a specialist.  The consultant may administer appropriate psychometric and ability tests on request. 

References are obtained and thoroughly checked. 

PRESENTATION OF CANDIDATES 

Those candidates who most closely match the client's requirements are shortlisted for interview with the client. 

Reports are presented to the client detailing each candidate's background, experience and personal qualities.