How to Find Top Legal Technology Talent during the Covid-19 Pandemic

Hiring the best talent is critical to a law firm’s success, and with the increased remote workforce due to Covid-19 you may be questioning how to find the best person for your IT job opening. Finding top IT talent and leadership to support attorneys and staff is an imperative part of any firm’s business strategy.

There are two types of job seekers: an “active” job seeker is someone enthusiastically looking to make a change immediately. They may be unemployed or just eager to move for a variety of reasons. A “passive” job seeker is gainfully employed but open to hear about opportunities in line with their career goals.

In a soft hiring market, like we are in now due to Covid-19, the passive job seeker is more likely to stay in their current role and avoid risks involved with making a change, especially if they are not 100% certain it is the right career move.

While some outstanding legal technology staff have been let go during Covid-19, most firms are doing their best to keep existing IT Staff on board to solve new technology challenges caused by remote workers and related data security risks. Vertex Advisors’ Frank Gillman notes “the rapid expansion of the remote workforce has significantly increased the attack surface of corporate networks, creating multiple vulnerabilities for hackers to inflict chaos or to steal sensitive information for profit” and how to address it.

With a limited talent pool of fewer active job seekers in addition to the reduced number of passive job seekers, finding the right legal technology talent is more critical than ever. These four steps can help successfully guide you along the path:

Step 1: What can your firm offer to the candidate?
Most firms are facing some challenges during this unprecedented economy. Make sure to strongly tout any positive information to prospective candidates. Here are some topics worth consideration if applicable:

Financial Stability or Improvement:

  • Strong Q1 & Q2 financials.
  • Partners taking larger pay cuts to ensure staff has had minimal impact.
  • Decrease and/or repayment of pay reductions after a stronger than expected financial performance.
  • Remaining committed to complete important technology initiatives, where this new hire is needed, despite staff reductions in other areas.

Improvement of Employee Benefits and/or Firm Culture:

  • Expanding or modifying remote work policies. For example, according to Law.com, Linklaters is offering a new Agile Working Policy allowing staff and partners to work remotely for 20-50% of the time.
  • Making sure your benefit plan is in line with the competition and if already better, don’t be shy in sharing the overview.
  • Providing education and training for staff. IT employees heavily value opportunities to earn certifications and stay up to date on technical knowledge.
  • Supporting participation in legal industry events for IT staff. i.e. ILTA
  • Creating social events when people do return to work, such as a coffee barista on Monday mornings, free lunch on Tuesday, Casual Fridays for the next few months. Anything firms can do to alleviate the stress or anxiety of a return to the office can be a positive recruitment tool.

Step 2: Plan with your ideal candidate in mind.
Firm priorities have likely shifted over the last few months. You want to add the right resources to meet those priorities so set the bar high by investing thoughtful, strategic time in dreaming up your ideal fit. Where should this person be located? If the right person is not available in that area is there another viable location worth consideration? Clearly define the job role and craft a detailed working description of the position. Identify what the new hire should accomplish in their first 90, 180, and 365 days working at the firm. Present the draft iteration to key stakeholders for input and make any necessary adjustments.

Finally, don’t forget to consider soft skills or other qualifications you won’t necessarily see highlighted on a technical resume. For instance, what kind of person fits best with your firm’s culture and can bring a more diverse set of skills or experiences?

Step 3: Recruit technology talent with determination
Once you know who you want and what the firm can offer, where will you find this perfect legal IT professional?

When it comes to hiring top talent in a tight Covid-19 impacted market, it requires more work at this stage than simply posting the opening on the firm’s website and job boards. Keep in mind the ideal candidate you dreamed up during step 2, may not be actively looking. One place to also search are relevant alumni networks, other law firms, or industry events.

You could do the hard work of scoping out all these options, and the heavy duty recruiting work that comes along with it, or consider reaching out to an industry-specific staffing firm to share these insights so an account manager can perform those tasks in your stead. Experience counts when searching for talent.

Finally, involve others at the firm in recruitment and hiring processes, and make it clear to candidates they will likely interview with HR representatives, hiring managers, coworkers, stakeholders, and firm partners. Candidates in today’s market want to know they are a cohesive part of the team. Highlighting that point upfront with both candidates and the internal team is a win-win for the firm.

Step 4: Be selective and competitive with offers
As noted previously in step 1, keep expectations high and only screen and interview IT professionals who have the skills required to help the firm succeed. Once the candidate pool has been narrowed, consider the culture fit and soft skill criteria identified in step 2, and seek alignment utilizing third party personality profile testing tools such as DiSC, Predictive Index, CliftonStrengths, or Myers-Briggs Type Indicator.

Make sure each prospective candidate feels appreciated and respected throughout the interviewing process. Remember: the candidate will be assessing the firm during this process and weighing all their options given the unsecure job market we are experiencing during Covid-19. It is important to be transparent about the interviewing and onboarding processes and the workplace environment.

Finally, once the firm is ready to make an offer to a candidate, be competitive. Though money isn’t everything, put forth a salary and bonus potential that is, at minimum, fair and in accordance with industry standards. Don’t overlook the importance of nontraditional benefits, especially if the firm cannot meet the top candidate’s preferred salary. Consider whether sweetening some work-life balance perks (the number one concern of candidates in the market today) is possible. Perhaps consider more unique and surprising perks, such as pet insurance (one in three Fortune 500 companies now offer this) to stand out from other firms.

The last step of the search for a great legal IT professional should be to conduct a background check as permitted by law. After all, the firm and the new hire should both enter the working arrangement with total confidence.

Though the market for legal technology talent is tight right now, and likely to remain so until things around the world are more settled, firms are not without options. With the right planning, preparation, and recruitment strategy, and a smooth interviewing and hiring process, empty seats can be filled quickly to ensure a firm stays innovative and competitive in an increasingly technical legal environment.

If you’d like to streamline your search for the ideal legal technology candidate and receive additional market and industry hiring insights, our ESP Legal account managers are always happy to help.

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How to Retain Top Legal Technology Employees in a Competitive Market

Tips to help you keep the best legal technology professionals on your team.We’ve shared about the importance of attracting top legal technology talent to your firm. Not only do legal technology professionals ensure law firms remain secure, competitive, and efficient—they’ve completely revolutionized the legal industry, generating an ever-increasing demand for “digital lawyers” and “eDiscovery” experts.

But what happens after you fill your legal technology roles? In today’s competitive market, retention is just as—if not more—important as making a smart hire. The following five recommendations will help your firm avoid the losses associated with filling an open position so you can instead focus your energy on taking advantage of the latest legal technology trends to serve your clients.

1. Develop and Promote Flexible Working Hours

Work-life balance perks are among the top concerns of technology candidates in the legal market today. They want the option to work remotely—at least part time—to flex their hours, and to take sick and family leave, among other benefits. If you don’t already have a generous telecommuting policy, consider implementing one to stay competitive with other firms. If you do, ensure your employees feel empowered to take advantage of your system and that there aren’t any unwritten cultural norms or biases holding them back.

We’re all about seeking win-win solutions at ESP Legal (we even put it in our values statement), so let us be the first to remind you: offering the option to work remotely is as beneficial for your firm as it is for your technology professionals. Take advantage of this effective, easy-to-implement benefit.

2. Train and Mentor Your Team

Paid training and education ranked as the number one most desirable benefit in our 2019 Salary Guide market insights—even above flexible working hours. Research has shown that the opportunity to grow and develop is an especially big driver for millennials. And a recent survey revealed that 34% of tech pros looking for new jobs in 2019 have been motivated primarily by a desire for a higher degree of responsibility. The same survey also revealed there is a 31% gap between the number of tech pros who rank “training and education” as an important benefit and the number who actually receive this benefit—which means this is a major area of opportunity where your firm can stand out from the rest.

As you look for ways to raise up your employees, especially consider how you are empowering and encouraging your female technology professionals to claim ownership over their positions and grow to become leaders in your technology department. Intentionally providing opportunities for diverse voices to be heard contributes to the overall health and innovation of your IT team—another one of those win-win solutions.

3. Keep Compensation Competitive

The Association of Legal Administrators and the International Legal Technology Association (ILTA) are great resources for detailed compensation guidelines, and ESP Legal also publishes a free annual salary guide revealing average technology, litigation support, and attorney compensation trends. While not all retention-promoting benefits are strictly compensatory (see numbers 2 and 4 on this list), you’ll want to ensure that, at the very least, you are paying your legal technology employees a fair wage—especially considering that annual wage increases have become an expectation in today’s hot legal technology job market.

4. Focus on Medical Benefits and Other Perks

The cost of medical coverage can vary drastically from one firm to the next and can be a big factor for job seekers. In fact, 85% of technology professions list health insurance as one of their two most important benefits, according to a 2019 survey. With rising medical costs, it’s important to compare your company’s out-of-pocket insurance premium with the out-of-pocket expenses generated by some of your competitors’ medical plans. Once you’re confident your firm is offering a solid benefit, leverage your medical plan and promote it to your technology professionals in a way that helps them see more tangibly the cost savings afforded by your policy.

As an example, if the average law firm’s employees were paying $550 per paycheck or $1100 a month for medical coverage and yours costs $500 a month, this results in a $600 monthly savings or $7,200 a year in added benefits. Make sure your legal technology pros are aware of these kinds of numbers.

5. Outsource Your Hiring

One of the biggest reasons law firms lose technology employees boils down to bad hiring decisions. Luckily, this is also one of the most avoidable factors crushing your retention rates. When you solicit the help of a trusted recruitment firm like ESP Legal, you see and interview only those candidates who are going to add value to your team in the long run. We consider things like the alignment of compensatory expectations with what your firm is able to offer, culture fit, and how the long-term opportunities provided by your company might align with a candidate’s aspirations.

Plus, when you work with a recruitment firm, you save time and speed up the hiring process, which puts less burden on the rest of your technology department to make up for the lost productivity that results from the open position—thus helping you avoid the pitfalls of losing excellent legal technology professionals to burnout.

 

When you empower your legal technology employees to succeed, you directly impact your firm’s ability to thrive in today’s fast-paced and ever-evolving legal landscape. By staying competitive and aware of industry trends, you’ll ensure your firm’s many positive qualities and fun culture shine through and keep your technology professionals committed to succeeding as a part of your team.

If you’re looking for more personalized advice, our ESP Legal account managers would be thrilled to discuss your unique retention challenges and help you find the best solutions.

Get in Touch with an Account Manager

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How to Snag Top Legal Tech Talent in a Tight Market

Tips to snag top legal tech talent in a tight market

Hiring the best talent is critical to a law firm’s success, and because technology and security are more important than ever in the legal industry, finding top IT talent to support your attorneys and staff is an imperative part of that hiring equation.

The thing is . . . you’re not the only firm looking to find a great fit for a legal tech role. According to a recent survey, approximately 50% of firms and legal departments may be looking to do the same. But that doesn’t mean you should settle for a mediocre IT candidate. These three steps can help guide you along the path to finding the legal tech talent you need—even in a tight market.

Step 1: Plan with Your Ideal Candidate in Mind

If you start your search for a new tech candidate with low expectations, you may just get what you planned for. Instead, set the bar high by investing thoughtful, strategic time in dreaming up your ideal fit. Clearly define the role and craft a detailed working description of the job or contract position. Identify what the person should accomplish in his or her first 90, 180, and 365 days working for your firm. Then, present this to your stakeholders for input on their needs and make any necessary adjustments.

And don’t forget to consider soft skills and other qualifications you won’t necessarily see highlighted on a technical resume. For instance, what kind of person would fit in best with your firm’s culture—both in terms of similarities and perhaps needed differences that would bring your team a more diverse set of skills and experiences?

Once you know who you’re looking for, determine what your firm has to offer that person. Consider things such as:

  • What differentiates your company?
  • What salary budget range do you have to work with?
  • What benefits do you have to offer (think: healthcare, health savings accounts, short-term disability, life insurance, profit sharing, retirement plan contributions)?
  • Are those benefits competitive with the market today?
  • What soft perks might you be able or willing to negotiate (think: flex time, remote work, paid training or other further education, and in-office perks)?

Rather than feeling intimidated by the tight legal tech job market, remember that your firm has a lot to offer—and don’t forget to highlight those things during steps 2 and 3!

Step 2: Recruit Tech Talent with Determination

You’ve got the who and what down. Now the question is: where will you find this legal IT pro of your dreams?

When it comes to hiring top talent in a tight market, you have to put in more work at this stage than simply posting the opening on your website and job boards. Keeping in mind the ideal candidate you dreamed up during step 1, consider where you may find this person. Are there certain alumni networks, other firms, or events that he or she may be a part of? You could do the hard work of scoping out these options and doing some recruiting work yourself, or you may consider reaching out to an industry-specific staffing firm and sharing these insights so an account manager can start scoping out your market for you.

Whichever option you choose, your recruitment strategy should also include networking and relevant promotion of the opportunity. You may consider posting the opening on industry-specific job boards such as ILTA or ALA, or simply searching those boards for creative leads on your next great hire.

Finally, involve others at your firm in the recruitment and hiring process, and make it clear to candidates that they may interview with HR representatives, the hiring manager, coworkers, stakeholders, and firm partners. Candidates in today’s market want to know that they are a cohesive part of your team, and being clear on this upfront with both candidates and your team internally is a win-win.

Step 3: Be Choosy in Your Selection and Competitive in Your Offer

Though you should have a clear timeline for the interview and hiring process (both internally and one that you can communicate to candidates), as with step 1, keep your expectations high and only screen and interview IT pros who have the skills required to help your firm succeed. Then, once you’ve narrowed the pool a bit, consider the culture fit and soft skill criteria you identified in step 1, and seek alignment by utilizing third party personality profile testing tools such as DiSC, Predictive Index, CliftonStrengths, or Myers-Briggs Type Indicator.

Make sure each of your prospective candidates feels appreciated and respected throughout the interviewing process. Remember: while you’re the one doing the interviewing, your interviewees will likely be assessing your firm as well and weighing all of their options given the hot job market. So, it’s important that you are transparent about the interviewing and onboarding processes and your workplace environment, that you’re clear about the kind of professional experience you’re looking for, and that you recognize top tech talent for their skills and accomplishments.

Finally, when you’re ready to make an offer to a candidate, be competitive. Though money isn’t everything, put forth a salary and bonus potential that is, at minimum, fair and in accordance with industry standards. And don’t overlook the importance of nontraditional benefits, especially if you’re not able to meet the preferred salary of your top candidate. Consider whether you can sweeten some of your work-life balance perks (the number one concern of candidates in the market today) from what you originally proposed. Or maybe throw in a more unique and surprising perk, such as pet insurance (one in three Fortune 500 companies now offer this) to stand out from other firms.

Your last step of the search for a great legal IT pro should be to conduct a background check as permitted by law. After all, you’ve made it this far—you and your new hire should both be able to enter into the working arrangement with total confidence.

 

Though the market for legal tech talent is tight, your firm is not without options. With the right planning, preparation, and recruitment strategy, and a smooth interviewing and hiring process, you can fill your empty seat quickly and ensure your firm stays innovative and competitive in an increasingly technical legal environment.

If you’d like to streamline your search for the ideal legal tech candidate and receive additional market and industry hiring insights, our ESP Legal account managers are always happy to help.

Start Your Hiring Search Today

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Finding Your Ideal Law Firm Culture

You spend a LOT of time at work, and while much of your job satisfaction comes from the actual work you do, a large part of it also come from the work culture you’re in. The term “culture fit” gets tossed around as one of the most important factors for both job seekers and employers. But, what does culture fit actually mean? How can you evaluate a law firm’s culture?

Finding Your Ideal Law Firm Culture

For clarification, a healthy law firm culture isn’t about everyone getting along, hanging out on the weekends together, sharing the same interests, or working exactly the same way. Studies have actually shown that the variant perspectives derived from social, racial, and gender diversity, lead to more innovation, better problem-solving, and an improved bottom-line. So a healthy culture isn’t about sameness, but rather about operating from a shared set of values. For example, one law firm may have values of being results-oriented, compassionate, and client-focused, while another values employees who are detail-oriented, respectful, and have fun.

While there is no foolproof way to determine with certainty during the interview process that a potential partnership between an employee and a law firm will work well, our tips below are a good start for evaluating culture fit during the interview process.

What Do You Read?

Before the interview, do a little online research on the law firm to learn more about their values and personality:

  • Are you able to find the values, vision, and/or mission of the law firm on their website? If so, do they align with your own values and vision for your work?
  • What kind of tone does the website use—is it factual and to the point, or more friendly and casual?
  • On their careers page, what words do they use to describe their employees or team? What benefits or perks does the page highlight?
  • Do they promote press about themselves? What do these articles say about the firm?
  • Look at the leadership page and read the bios if they are there. How does what’s highlighted in these bios reveal the law firm’s values?
  • Can you find videos created by the firm? Does the firm have profiles on Facebook, Twitter, LinkedIn, or Instagram? What do these other channels reveal about the law firm’s culture and values?
  • Do they mention pro bono work or charitable efforts? Is this important to you?
  • Look for online reviews from employees and clients. Take these with a grain of salt—the majority of online reviews are complaints, not compliments—but take notice of any patterns in the reviews. If something really jumps out as a potential red flag, prepare to address it before accepting or declining an offer.

Keep in mind, what you see online might not be the whole truth. What a firm claims on their website might not actually exist in the real world and an online review from a disgruntled employee doesn’t reveal the whole story. Still, this online research is a good starting point for developing questions to ask in the interview, observations you’d like to make, and ultimately assessing if the law firm is a good fit for you.

What Do You See?

As you enter a potential future work environment, be ready to take notice of specific choices made by the law firm about the space:

  • Is it an open office set up, or more of an office environment?
  • Is it buzzing with activity, or relatively quiet.
  • Are there private meeting spaces and/or soft furniture areas designed for collaboration?
  • Does the decor give a sense of the culture of the place—are wall decorations inspirational, fun, or traditional?
  • What is the lobby like—bright colored, modern, muted, or dated?
  • Are employees dressed casually in jeans or in traditional business attire?
  • Is there a shared eating area? How is it laid out and furnished?

Set your observations aside as you begin your interview, but plan on assessing them later. Maybe you know that you work better in quiet privacy or that having a nice place to take a break during your day makes you more productive. These environmental things might not seem like they reflect a companies values, but they are usually related. For example, an open office set up is more common at a law firm that values collaboration while as enclosed offices imply that privacy is more highly-valued. The work environment is not the most important aspect of a job, but it is worth considering before accepting a job offer.

What Do You Hear?

Some aspects of culture can easily be discussed in an interview and you should come prepared to ask questions that help you understand the culture of the law firm:

  • How are decisions usually made and communicated at this law firm?
  • What motivates people to stay at this firm long-term?
  • What challenges is the law firm facing and how will those challenges be addressed?
  • What do successful employees look like at this firm?
  • What is the leadership style here?
  • What’s your favorite aspect of working at the law firm?
  • How do you feel the values of the organization are lived out?

In addition to these specific questions, you can understand more about the law firm’s culture by evaluating the questions your interviewer asks you, their interview style, and the things they share with you about the job. There aren’t necessarily right or wrong answers to these questions—what might be a nightmare culture for one person could be an ideal culture for another. Notice if any parts of the conversation raise alarms for you, or conversely, sound highly appealing.

Whether you’ve been burned by a poor culture fit in the past, have had such a good fit you hardly know what we’re talking about, or are somewhere in between, we firmly believe you’ll be your most productive and happiest self when you’re working for a law firm that’s the right culture fit for you. We love helping technologists, litigation support professionals, and attorneys understand what they’re looking for when it comes to law firm culture.

Chat with one of our recruiters today!

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