Why Don’t We Talk About Pro Bono Work in Recruitment Like We Do in Law?
Andy Dunne’s LinkedIn post got me thinking. When we hear “pro bono work”, we often associate it with lawyers providing free legal services to those in need. Law firms have structured programs, and many bar associations encourage or even mandate a certain amount of pro bono work. But in the recruitment industry, pro bono work doesn’t get nearly the same level of discussion or visibility. Why is that?
This is what I think:
1. Less Institutionalised Expectation
In the legal world, pro bono work is deeply ingrained in the profession’s ethics and regulations. Many law firms have formalised programs, and lawyers are encouraged (or required) to offer their services to those who cannot afford them. In recruitment, we don’t have a governing body that mandates this – I wonder if the REC, APSCO or TEAM promotes pro bono work to their members.
2. Recruitment Is Already “Free” for Job Seekers
Unlike legal services, where both parties pay. recruitment fees are covered by employers, not job seekers. Since candidates don’t usually pay recruiters directly, offering “free” recruitment services doesn’t seem as essential as providing free legal assistance to those who cannot afford it.
3. Results Are Harder to Guarantee
When a lawyer provides pro bono representation, they can directly influence the outcome of a case. In recruitment, however, success depends on factors beyond the recruiter’s control (employer hiring decisions, market conditions, and the candidate’s own performance). Because of this uncertainty, structured pro bono recruitment initiatives might not always deliver clear, measurable impact.
4. Commission-Based Model Limits Flexibility
Recruiters typically work on a commission or contingency basis, meaning they only get paid if they place a candidate. Offering free services can be a financial risk when income is performance-based, unlike law firms that can allocate a portion of their resources to pro bono work while still generating revenue elsewhere.
5. Time Constraints and Business Priorities
Most recruiters juggle multiple clients, roles, and deadlines. Because recruitment is often fast-paced and performance-driven, dedicating time to unpaid work can be a challenge – especially for independent recruiters or smaller agencies that rely on consistent revenue to sustain their business.
6. Hiring Is Seen as a Business Function, Not a Social Responsibility
Legal representation is considered a fundamental right, and access to justice is a major public concern. Hiring, on the other hand, is viewed as a business function rather than a societal necessity. While there is growing awareness of inclusive hiring and social impact recruitment, companies don’t typically see hiring as a charitable act in the same way they view legal aid.
7. Fewer Direct Incentives for Businesses
Many law firms offer pro bono services not only out of ethical duty but also because of professional recognition, and goodwill. In recruitment, offering free hiring services doesn’t provide the same level of reputational benefits, making it less appealing for agencies to formalise such initiatives.
8. The Concept of “Hiring for Free” Can Be Misunderstood
Pro bono legal work is easy to define – lawyers provide free representation for clients in need. In recruitment, however, offering free hiring services can be tricky. If an agency helps a nonprofit hire employees for free, does that count as pro bono work? What about recruiters who offer free career coaching but don’t place candidates in jobs? Without a clear definition, pro bono recruitment remains a gray area.
Behind-the-Scenes Pro Bono Efforts Often Go Unrecognised
However, many recruiters are already engaged in some informal pro bono work; providing free CV reviews, basic career coaching, and off the books casual introductions for job seekers. However, because these efforts aren’t structured or widely publicised, they don’t get recognised as “pro bono” work in the way legal services do.
What do you think and what have I missed?
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