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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Look Before You Leap: Career Advice for Legal Technology Pros

Career advice to help legal technology professionals decide whether they should leave their jobs.As a recruitment firm, we’re big believers in making career moves that help you advance and achieve greater job satisfaction. We’ve also warned about the risks associated with taking a counteroffer. But there’s a third option, one that happens before either the job seeking or counteroffer stage—evaluating whether or not you should leave your law firm or legal technology department in the first place.

This is an important starting point—and one you shouldn’t race over. Before making the leap to leave your legal tech job, consider the following five areas of opportunity at your current place of employment.

1. Compensation: Can You Earn A Competitive Salary?

There are several publications that offer salary information for the legal industry. For example, the Association of Legal Administrators, the International Legal Technology Association (ILTA), and ESP Legal all publish free salary guides revealing average technology and litigation support compensation trends. Peruse these guides and see where you land. Are you being paid a competitive salary given the size and location of your firm, the other benefits (such as health insurance) provided to you, and your years of experience in the industry?

If you feel you are being underpaid, can you meet with your manager and share your concern? Without mounting a case against anyone or threatening to leave, present the market information and salary statistics you’ve discovered to support your claim that your wages fall below average. Then, give you firm a chance to consider and respond. Many firms will try to adjust to bring you in line with market standards—but you may have to wait until your next review.

2. Career Growth: Can You Advance and Reach Your Goals?

Talk with your manager and ask what opportunities your firm has for advancement—and what steps you can take to ensure you’re on the right track for long-term growth. Your desire to move up the ladder should go hand in hand with your desire to learn, so during this conversation, ask your supervisor for ongoing guidance as a mentor and find out what other training and educational benefits your firm provides. Educational reimbursement, for example, could help you earn your college degree or MBA or even a certain technical certification. All of these actions will enhance your skill growth and make you a better internal candidate to promote.

Sometimes, there are no avenues for upward mobility within your department and you need to look outside of your organization. But even then, one of the hardest career moves to make is to get hired as a manager without any management experience. So again, look to your current employer to gain further experience before you try making a leap. Ask to lead a project or mentor the junior staff. Who knows—maybe showing that initiative will get you a promotion after all.

3. Work-Life Balance: Do You Have Job Flexibility and Healthy Work Boundaries?

The hours you put in—and are expected to put in—whether or not you take work home or are always “on call,” your commute, and your ability to work remotely or flex your time are all important considerations when it comes to long-term job satisfaction. Some things—like your commute—may not be adjustable . . . but things like your ability to work remotely certainly could be.

Talk with your firm about your schedule and see if you can realign some of your tasks and/or working arrangements to better suit your at-home needs. Start small—for example, delegating one project or beginning to work remotely on a trial basis once a week and extending that to two or three days a week over time if the arrangement is serving the best interests of both you and your firm.

4. Benefits: Do the Perks Round Out Your Employment Package?

Sometimes a firm can’t give you a salary increase but can give you a bigger bonus or increase your paid vacation time as an incentive. In addition to flexible work arrangements, medical benefits, and education reimbursement (all of which we’ve already mentioned), profit sharing, stock options, PTO, 401(k) plans, HSAs, childcare assistance, pet insurance, student loan forgiveness, and other smaller in-office perks are part of the “package” your firm has to offer, and they should be considered as a collective whole along with your salary when assessing the fairness of your compensation plan.

Talk with your manager or HR representative to see what options you might have. And, if you are actively looking for new opportunities, carefully evaluate how changes to these benefits could affect your overall take-home pay.

5. Leadership: Do You Respect and Get Along with the People In Charge?

If you love your job but hate your boss, you already know you’re in a difficult position. Statistics have shown that 75% of turnover can be influenced by managers. We recommend having a heart-to-heart with your boss before reporting any dissatisfactory behavior to HR or higher and also before making a career change. Your boss may not know how you and others feel and may be open to changing the behavior and your interactions in a way that better suits your work style. Don’t you always appreciate when someone comes to you to try to work out a problem instead of going behind your back? Who knows—when your boss sees you as a straight shooter and someone who is trustworthy, your relationship may improve more than you could have ever imagined!

If, however, your boss won’t hear you out, doesn’t change the behavior, and is creating a negative working environment for you and others—it’s time to seek a new opportunity. You can go to HR, but they will likely already be aware of the situation, and your conversation may not result in a change. What’s worse, HR will need to inform your boss of your report, which could make your life even more miserable. Sometimes, it’s not a matter of avoiding the leap but knowing when the time is right to make it.

 

There’s not always a way to advance your career and increase your financial earnings without exploring new job opportunities. If you’ve thought through these five areas and have come to that conclusion, let us know—we’re always here to help you find your best legal technology fit. But if you see untapped areas of opportunity where you’re currently working, we hope you will take some steps to improve your job situation and grow where you’re already planted.

The key to taking a leap and landing on your feet is intentionality. Whatever you decide, move forward with confidence until you reach your full potential.

Ready to take the leap? Our ESP Legal technical recruiters will help you speed up the process and land somewhere that aligns with your needs in all of these areas.

Get in Touch with a Recruiter

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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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