Do you have a reputable or new law firm that you’re looking to build, obtain, and retain a reliable client base? If so, then you know the importance of recruiting top-tier lawyers for your firm. The team at LawBillity has put together some information to help you learn what your law firm’s next moves should be to attract highly skilled and motivated employees, that will help your firm be successful in today’s competitive market.
If recruiting and retaining top-tier lawyers has been a challenge for your law firm, don’t be too hard on yourself, as you are not alone. Did you know that over 50% of law firms agreed that obtaining and retaining good talent is deemed as one of the top threats to future profitability, according to Thomson Reuters 2021 Law Firm Business Leaders Report?
Many job candidates also want the option of working remotely and having flexible schedules, which have, in many cases, have pretty much become the norm for a lot of industries and occupations. As well, today’s job prospects also place considerable value on the innovation and unique incentives offered by the firm, and employers must not overlook this during the recruitment process. Some incentives that appeal to today’s candidates include:
- Mentorship
- Inspirational company culture
- Cutting-edge legal technology
- Career development programs
Hiring New Talent Now – Benefits Your Firm in the Future
According to Thomson Reuters’ 2022 report on the state of the legal market, law firms globally are feeling a financial pinch, courtesy of the increasing need for talented lawyers. However, with little effort to stay competitive with top-level salaries.
Another, recent report from Thomson Reuters’ “Law Firms Stay-Go Report,” found that law firms who overcame retention obstacles saw an enhanced and steady growth in their total lawyer headcount throughout 2021. It also saw more billable hours produced by equity partners, associates, and others across firms that neglected to discover the right retention strategy.
For instance, law firms that were considered “Go Firms” in the stay-go report observed higher levels of attrition, while those on the “Stay firms” list, scored significantly higher in the following areas:
- Rewards and compensation
- The law firm’s style of management
- Fair treatment and respect within the workplace
- A level of satisfaction with the firm’s current culture
- Extensive opportunities for personal and career growth
- Ability for employees to be themselves in the workplace
Recruitment Strategies to Attract the Best Attorneys in the Job Market
The challenge for top-level talent is not just about winning the compensation battle. It’s about displaying your firm’s culture, inclusivity, and adaptability compared to your competitors. Two questions:
- Have you adopted a successful strategy to forestall attorney burnout?
- Is the culture at your law firm likely to foster growth and motivate staff in their relevant areas?
If your answer is no, it’s time to re-envision your workplace to create an onboarding process that’s meaningful, along with a professional development program inclusive of thorough leadership training and benefits. This includes training, development, and acknowledgement of your administrative professionals.
8 Steps to Attracting Talented Employees for Your Firm
Step #1: Create a Candidate Persona for Each Position
Begin your process of recruitment by specifying the criteria of your ideal candidate. Due diligence will require research, collection of data, and fact-finding to create practical candidate personas for each vacant position within your law firm. Your candidate persona is basically a template of who your target audience is, and do they have the qualities of your ideal candidate for the position. You should also consider tailoring the job descriptions and recruitment content to appeal to those applicants fitting your candidate persona.
Step #2: Highlight your Firm’s Vision and Company Culture
Do your employees feel a sense of belonging? Did you know that feeling a sense of belonging is ranked at the top of an employee’s ideal work atmosphere, according to this survey? Successful companies have mastered the art of demonstrating a strong vision that gains them the attention of their desired talent pool. If you’re looking to attract candidates capable of fulfilling certain standards and producing high-quality work, highlight how your law firm goes above and beyond, enhance your company’s culture, and ensure that your employees feel valued.
Step #3: Enhance Your Law Firm’s Branding
Currently, firms that disclose their brand values tend to attract the best talent. Candidates also tend to skip over law firms that fail to be clear on their core values, so show candidates that your firm is working to cultivate a work-life balance along with opportunities for career growth.
Do you offer health insurance, flexible PTO, retirement plans, or any other employee benefits? If you answered yes, then they should be the focal point of your recruiting to entice those candidates who meet your high standards and preferences.
The changes you apply to your recruiting should display the best aspects of your company’s culture and values that retain your ideal employees, such as:
- Benefits package
- Competitive compensation
- Encouraging and coaching culture
- Learning and development opportunities
Step #4: Develop Robust Visibility via Online and Social Media Platforms
Social media and other online platforms devoted to job hunters can prove to be strong recruitment tools if you leverage them properly, as well as communicating with your audience.
Escalate your social media game to appeal to the types of candidates you’re seeking to attract. You do this by providing content that is valuable and relatable. Using videos also helps generate a lot of engagement with younger professionals in the workforce, so make sure to utilize social media outlets like:
Step #5: Network with Your Local Universities and Colleges
You should also consider tapping into academic programs at your local colleges and universities in search of students who are exploring a career in the field of law. Inquire about posting open positions on discipline-specific job boards, or even attend a few networking events that can assist you in locating talented students desiring to gain professional and valuable experience straightaway. Another networking strategy is to set up an internship program with a local college or university.
Networking through academic programs can establish a reliable network of candidates that will also heighten your law firm’s awareness and broaden your pool of candidates.
Step #6: How Can Your Work Environment Be More Flexible?
Today’s job prospects desire to work for companies that offer relaxed environments with flexible schedules. This also happens to be the main reason that many companies have switched to remote work rather than going back to the office full-time, after the lifting of pandemic restrictions. Typically, law firm’s employees have been required to be in office from 9-5pm Monday to Friday, but firms with more flexible schedules are finding it easier to hire and retain staff.
Step #7: Prioritize Inclusivity and Diversity
Cultivating diversity within your workplace with people of varying ages, religions, races, genders, and sexual orientation is critical for innovation and staying cutting-edge in the law field. Additionally, differing backgrounds add unique perspectives that can assist in your firm’s visibility in communities you may not have otherwise reached, according to research.
Did you know that 67% of jobseekers said that diversity is a primary factor considered when balancing employment options and competing for positions? If you haven’t really thought about diversity in your law firm now is the time.
Step #8: Your Arsenal Should Include Recruitment Automation
Recruitment automation is sort of a human capital management strategy that companies use to mobilize technologies such as artificial intelligence (A.I.), machine learning, and predictive analytics. Automating recruitment procedures slashes the total time needed to search out and guide quality candidates through the hiring process.
This can significantly cut down your firm’s costs per hire, boost recruiter productivity, and obtain candidates capable of improving the quality of the team.
Final Thoughts for Obtaining the Best Talent
If you desire to attract and successfully target new talent that helps and grows with your firm, make sure to present a comprehensive employment package that touts the various ways your company prioritizes personal flexibility, balance, innovation, and job security.
Now that you are ready for an influx of employees try LawBillity to keep track of billable time and resources.
