The Hidden Costs of an Empty Legal Technology Seat

It’s no secret that most decisions come with a cost. So it might not be a surprise that there are hidden costs of an empty legal technology seat while you search for the perfect hire. The process of hiring a new legal tech employee can be strenuous, taking hours of effort that you may often feel could be better spent elsewhere. It generally costs 2-3 times the average salary of the role you want to fill to hire someone new. With that much on the line, how do you make the most of your time and money while trying to make the right hiring choice?

Although some employee turnover can’t be helped, it is very expensive as you not only pay the costs associated with hiring, you also pay the cost of being without that employee while you hire. Make your action plan for bringing a new legal IT employee on board as cost-effective as possible by taking all costs into consideration.

The Cost of Being Without an Employee

Law firms are not alone in their efforts to hire the “perfect” employee, but often these unicorns simply don’t exist. A hiring manager can become so focused on a certain skill, degree, background, or experience level, that they miss the smart, capable, and fast learning legal tech candidates right in front of them. Meanwhile, your law firm is losing money and taxing your other employees the longer you go without someone in that critical role. While this is an easy trap to fall into, there are some costs to consider when you’re waiting for that perfect candidate:

  • The cost of the person who fills in while the position is vacant can be high, especially if you aren’t using a contract-to-hire arrangement. While the individual can help you out in the short term, you’ll need to start all over again getting the next person up to speed when you finally hire.
  • You may have an employee willing to step up to perform that vacant job on top of their own. While this can work in the very short term, this individual can often feel underappreciated and burnt out, leading them to decide to leave your firm.
  • If the position is left completely vacant and no one handles the tasks and efforts, you’re losing 100% productivity for as long as you’re without someone in the role.

When you’re looking for a c-level hire like a CIO or CTO, the cost of being without that individual has compounded since this individual sets the direction for your information technology department and must be aligned to other departments as well. Getting the right person on board is essential, but being without someone in that role for too long could do significant damage to your law firm.

We’re not saying you shouldn’t hire carefully—having the right person on your team can be the difference between success and failure—but sometimes hiring someone with potential makes better sense than waiting for unattainable perfection.

The Cost of the Hiring Process

Law firms can’t afford hiring mistakes, and the time it takes to sort through resumes, set up interviews, conduct phone and in-person interviews, and wait for HR to approve the person can be just as costly. While it may seem like you’re adding to your costs, hiring a staffing firm to help with your search can actually be a great investment. Not only can a recruitment firm do the legwork (so you can stay focused on your own workload and priorities), they also may be better connected to the legal technology professionals you want to work with. Recruiters also have time to seek out legal IT and e-Discovery professionals who might not be looking for a job but are willing to make a career change when the right opportunity comes along.

For a c-level or director-level opening, a retained search may actually be your best option for quickly finding the best hire. Dedicated efforts from seasoned executive recruiters specialized in the legal technology niche will do the searching, selection, and background checks for you, so you’re only meeting the best-qualified candidates from both a culture fit and technical perspective.

When it comes to filling an empty seat on your legal technology team, some costly aspects of the hiring process can’t be helped. But you can control the amount of time and effort you spend, protect your law firm’s bottom line, and save your law firm’s technology team from burnout by making a good investment in a staffing firm and recognizing good (while imperfect) talent when they walk through the door.

We’d love to ease the burden of hiring when it comes to your law firm’s legal technology team. Learn more about our services and reach out to begin a conversation with an account manager.

Retained IT Executive Search Services

Legal Technology Staffing Services

Litigation Support Staffing Services

 

Facebook Twitter Linkedin Reddit Email

Telecommuting – It’s Good for Employers in the Legal Tech Niche

3 Reasons Remote Work is a Great for Legal Tech EmployersToday, technology has connected us in powerful ways. With smart phones in our hands, we literally have the world at our fingertips – especially when it comes to business. We take conference calls on the road, check and send emails at lunch, and remain available even when traveling. In a way, we are always reachable, and expected to be so.

With this expectation, many of us are already working remotely throughout the workweek. Yet, some law firms are still skeptical about integrating telecommuting into their business and hiring models. Well, as we are on the heels of a new year, it’s time to face the fact; telecommuting is here to stay. But don’t worry – telecommuting is beneficial to the employer, too.

Hire the Best Talent

When it comes to finding and hiring the best talent, the option of telecommuting greatly opens the talent pool. For starters, you can say goodbye to geographical limitations and hello to the perfect candidate.

As law firms begin their candidate search, from Attorneys and Secretaries to IT Managers and Programmers, they know they need top talent to compete in a competitive marketplace. However, not many law firms know they should be seeking out candidates with telecommuting in mind, in order to obtain that top talent.

As the worlds of tech and legal meet, this becomes an issue, since the tech industry has long embraced remote workers. According to a Monster article, “The tech industry is well known for its flexible schedules and telecommuting opportunities. Which makes sense considering most tech companies are web based and that technology is the greatest resource when working from home. With video chats, conference calls, VPN networks, and wireless internet, we can constantly stay connected as though we were sitting in our office rather than at home.”

So, what does this mean for legal? The best tech talent has already experienced the luxury of telecommuting, and furthermore, they’ve come to expect it.

The nature of IT is very demanding because technology can fail anytime, and therefore support is needed at all hours. Fewer on-site IT resources are necessary thanks to programs like GotoAssist and TeamViewer where connecting to the PC remotely can solve most problems. Support centers are already operating like this, so why wouldn’t you? Denying the option of telecommuting could prohibit your firm from acquiring the best talent.

Enhanced Productivity

Remote Workers are Happier and More ProductiveThink that working from home causes more distractions and less productivity? Think again. Research indicates that employees use their time more efficiently at home. One potential reason being that more distractions are present in the workplace. In a study conducted by Stanford professor, Nick Bloom, the benefits of working from home were evaluated. The results revealed that home workers were more productive, made more work calls, took shorter breaks and less sick days, and best of all, reported being happier than their counterpart office workers.

Happier Employees, Better Retention, and More Money

Working from home offers the employee many reasons to be happy: no commute time, a flexible schedule, less company politics, healthier at-home lunch options, and more. According to a study by communication researchers at the University of Wisconsin-Milwaukee, teleworkers experience lower amount of stress and less distractions, and therefore report beingmore satisfied with their jobs compared to those working mostly in the office because working remotely alleviates more stress than it creates.”

Bloom explains that employee happiness in working where they desire to, whether at home or in the office, is crucial to employee retention. Retaining quality staff will save the company recruitment, training, and loss of productivity expenses. If tech issues remain unresolved for long periods of time due to short staffing, your company becomes at risk for dissatisfied high-level staff and missed deadlines.

Cost benefits also include reduced office space and other office fees. Telecommuting requires that the employee use their own furniture, electricity, and other utilities, therefore saving the company money. An estimated $2,000 per employee could be saved each year on office expenses, Bloom finds.

When it comes to your firm’s bottom line you might want consider hiring a remote worker. Of course, telecommuting is not for every personality type, but it can certainly be used as a great employee retention and top-talent recruiting tool.

If you are looking to work remotely, or to hire a remote worker contact us for current openings at careers@esp-ca.com or 949.753.7575. ESP Legal focuses exclusively on matching top legal technology, litigation, and attorney talent with the best law firm opportunities.

Facebook Twitter Linkedin Reddit Email