Last week, we talked about the potential need to add attorneys and staff as the economy improves. Now, the question becomes this: how do you find the best new person for your practice?

Thinking back over the years, I’ve concluded that our best people have come from referrals from our existing team. Our attorneys and staff have constant exposure to others in our field. They know who’s good and who isn’t. They know whom they like and who would be a good fit for our firm. They know the quirks of the opposing counsel and staff, and they know who’d they’d like to spend time with and support.

Unfortunately, it doesn’t always occur to our attorneys and staff to think about hiring. They’re busy doing the law thing and they aren’t worrying about recruiting.

How can you get attorneys and staff engaged in providing you with good leads for excellent recruits?

Here are some tips that will help:

1. Create a rewards program focused on recruiting. Come up with a catchy name. Provide points and prizes. Give public recognition when you bring on someone from an employee recommendation. Don’t, however, make it a cash-only kind of rewards program. You don’t want your team recommending someone simply to get the cash. It’s important that you get people who are going to be the right fit, and you don’t want to incentivize the referral of warm bodies. The intent of the program is to keep recruiting top of mind.

2. Be public with your recognition. When you bring on a new recruit who was referred by an employee, give credit where credit is due. Announce the source of the referral and make it clear how grateful you are for the help. Recognition is a big driver, especially among attorneys, so celebrate the involvement.

3. Be sure to publicize the opening to your attorneys and staff. Your people can’t help you if you don’t let them know what you need. Be sure to announce the opening: e-mail everyone, announce it in weekly and daily meetings, and post it on bulletin boards and on computer networks. Make sure everyone in the office knows the firm is hiring and what kind of person you’re seeking.

4. Use Facebook, Twitter, and LinkedIn. Be sure your folks are promoting the opening to their networks. Get them engaged in putting the word out on all the social networks they use and in personally contacting their network members who might be good prospects.

5. Move quickly. When one of your people offers a candidate, respond quickly. Get moving and don’t let your employee or the applicant feel disrespected by delays. Keep the referrer informed of the progress of the process. Give your employee updates as you move from interviews to reference checks and then to offer and acceptance. Be sure the referring employee knows the start date, and consider bringing the referring employee into the process as a mentor for the new employee.

Use these tips to increase the number of referrals you get from your existing employees. The quality of the applicants will be higher, the interview process will be faster, and you’ll end up with a team member who has the support and buy-in of some of the existing staff.