Our Top 7 Recommendations To Help You Hire And Retain Legal Professionals

Tips for hiring and retaining legal pros in 2018As you plan for the year ahead you might be aiming to make your hiring process more efficient, hoping to implement new employee retention initiatives, or analyzing your upcoming projects to identify your hiring needs. Whatever particular challenges you might be facing, 2018 is brimming with opportunities, and our team of experts at ESP Legal has put together these recommendations so you’ll be primed to take advantage of them.

Our Best Advice for Law Firm Hiring Managers in 2018:

1. Make or Promote A Remote Work Policy:

To recruit and maintain the best possible legal talent, make 2018 the year you evaluate your remote work policies. One of the major factors considered by candidates looking to make a career change is their ability to do their work remotely, either regularly or occasionally. If you already have a flexible policy, promote it with prospective hires. If you don’t, consider offering it as a perk to your new hires after they’ve proven themselves and as a reward to employees you are looking to retain. While not all positions allow for frequent remote work, with a structure in place to measure performance, many roles can be successfully executed through telecommuting.

2. Know the Legal Hiring Market:

It’s tight. Unemployment for educated legal professionals and technologists with legal experience is exceptionally low. If you’re looking to hire in the new year, it’s essential that you make yourself aware of what’s realistic to expect from both a skill set and compensation standpoint and draw up your job requirements accordingly.

3. Give Feedback:

If you’re working with a staffing firm, providing feedback in a timely manner is essential. It will help you get the best fit possible by helping your recruiter address concerns, adjust search efforts, and keep your favorite candidate warm while you work through your process. If you’re not working with a firm, feedback is just as important. Acknowledging a thank you note or informing a candidate of your next steps can keep them from losing interest or developing negative feelings about you or your firm.

4. Research Compensation:

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 for technology, litigation support, and attorney compensation trends. If you are not able to offer a competitive salary as compared to your peers, think strategically about how you can offset this with better benefits, opportunity to grow and learn, and some flexibility in work schedule, and be prepared to sell these advantages to prospective hires.

5. Share Medical Benefits During the Process:

The cost of medical coverage can vary drastically from one firm to the next and can be a big factor for job seekers. If you’re working with a recruitment firm, share medical cost information with your recruiters. We have seen far too many candidates turn down an offer at the last minute because they’ve realized their out of pocket medical expense combined with the salary offered resulted in a decrease in their total compensation. By providing these medical costs in advance, or at least during negotiations, you’ll save yourself time and get the candidate you want.

6. Outsource your Hiring:

We know this may sound self-serving, but many of our clients historically hadn’t used recruiters before 2017 or tried to fill a position without help before sending it to us first, and after working with us have shared their regrets over the time they wasted. By engaging a trusted recruitment firm immediately when a need arises, you’ll get a great candidate on board fast, and minimize effort on your part.

7. Interview Efficiently:

In every area of legal hiring, candidates are in high demand and usually have several irons in the fire. When there are delays in the process, your internal hiring team can become forgetful or distracted and worse, your top candidate may lose interest in you or accept another opportunity before you’ve even prepared to make an offer. Line up all your qualified candidates and interview them in blocks of time over a few days or a week vs. one by one over several weeks. Then schedule internal debriefs with your team so you can compare candidates and make an offer to your top choice as soon as possible. Streamlining and expediting your interview process in these ways can help you make the best hire.

If you’re a hiring manager or department head at a law firm, we hope these recommendations have given you some good ideas and will help make 2018 your most successful year yet. If you’re looking for more personalized advice, our account managers would be thrilled to discuss your unique challenges and help you find the best solutions.

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Our Best Advice to Help You Achieve Your Legal Career Dreams

Career advice for legal professionalsWith a new year comes new opportunity. If you’re a legal technologist, litigation support professional, or attorney looking to advance your career in 2018, our team of experts at ESP Legal has advice for you to make your next year a success.

Our Best Advice for Job Seekers in 2018:

1. Think Beyond Salary: 

If you’re considering making a career move, think about all the factors that would improve your work life, including potential training, skills growth, benefits, commute, and employer flexibility. While salary is obviously a top consideration for you as you seek a new role, these other factors can have just as much of an impact on your happiness.

2. Freshen Your LinkedIn Image:

They might already have your resume in hand, but most managers will still look at your LinkedIn profile to get insight into your background and interests. Take some time to ensure your LinkedIn profile is not only current but also highlights your skills and industry knowledge. Like or share thought leadership articles to add depth to your profile and help you stand out.

3. Be Authentic and Honest:

Whether you’re networking, representing yourself on paper, or sharing about your background with a recruiter or in an interview, honesty is really the best policy. Often we think we have to sell ourselves as this know-it-all to get a job, but you might find the best way to build relationships and be successful is by being yourself.

4. Ask for More:

Don’t be afraid to ask for more responsibility, variety, mentoring and money. Your current employer will respect you for it and be excited to have someone on their team who is seeking professional growth within the law firm. As a bonus, you’ll be improving your career now and building your resume for the future.

5. Avoid Generic Phrases and Clichéd Statements:

Have you ever been guilty of telling a job interviewer that your biggest weakness is that you work too much or that you’d always dreamed of working at their law firm (even though you hadn’t heard about it until the week before)? You may think those answers paint you as the perfect candidate, but your interviewer has heard that all before and those statements are unlikely to help your chances of landing the job. Instead of relying on the banal, try personalizing each answer with key points from both your experience and personality.

6. Think Creatively about Medical Coverage:

With rising costs, medical coverage has been a top consideration for many of our candidates. These benefits can vary significantly from firm to firm and there are also independent coverage plans that could better cover the needs of your family at a lower cost than your new employer’s plan. Be flexible and consider all your options before accepting or turning down an offer. With this creative approach, you may be able to save some money and still get that perfect job for your career.

7. Request Flexibility:

Many job seekers rank remote work and a flexible schedule as top priorities for their next job. While telecommuting is a huge benefit in today’s world it shouldn’t be a deal breaker when making a career choice. Many law firms that do not have a formal remote work policy tend to show flexibility for employees who have proven themselves. Before you decide to leave a great job in order to work from home, ask your employer if they can accommodate your desire to work remote one or two days a week. Be proactive by providing them with a means to measure your productivity from home.

8. Prepare for Interviews:

We know this seems basic, but preparation really is the key to success. Fortunately for candidates, hiring managers often ask the same questions. What are your strengths? What are your weaknesses? Where do you see yourself in five years? Why should we hire you? Take the opportunity to prepare some excellent responses, using specifics to provide the kind of information your interviewers are really looking for, and practice keeping your interview responses short and to the point.

9. Don’t Worry about Golden Handcuffs:

We see a lot of job seekers pass on great opportunities because they’re waiting to receive their year-end bonus in mid-Spring of the new year. While for some this might be worth it, if you’re ready to move on from your current role, we encourage you to hear about opportunities and consider making that move before your bonus comes through. It’s a candidate driven market and there are vast opportunities out there that could not only lead to a significant increase in your compensation, but also greater job satisfaction.

2018 might be your year to get a promotion, make a career change, or join a different law firm, and if so, we hope this advice will serve you well. We truly believe every individual’s needs and career search are unique which is why our recruiters would love to offer you more personalized advice.

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