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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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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