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FAQ (Frequently Asked Questions)

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CONSIDERING A PARALEGAL CAREER? Here are Ten Everyday Legal Tasks You Should Know

In the past decade, the demand for paralegals and legal assistants has increased in the United
States. According to the Bureau of Labor Statistics (BSL), the outlook for paralegal talent is
projected to grow 14 percent from 2021 to 2031, much faster than the average for all other
occupations.

In the next decade, the BSL predicts there will be an average of 45,800 job openings for
paralegals and legal assistants each year. Many of the job openings are expected to result from
the need to replace workers who transfer to different occupations or who exit the labor force (i.e.,
retire).

The paralegal profession is ever-evolving. Paralegal roles span various law and legal practice
areas. And due to a shortage of paralegal talent, legal firms, corporations, and governmental
agencies are finding it difficult to hire the required paralegal talent. Furthermore, finding the
right match for employers and jobseeker is time-consuming.

That is where legal recruiters can help. Legal recruiters find that perfect match between job
seekers and law firms while encouraging paralegals to continue to increase their skill sets.
If you are pursuing a paralegal career, being aware of your potential paralegal duties will help
you be a more valuable asset to your current employer and help you advance your career.

Here are ten legal tasks every paralegal should know:

1. Litigation

Litigation refers to the process of resolving disputes through the court system. Paralegals
must learn about the various stages of litigation, including pleadings, discovery, pre-trial
motions, trials, and appeals, to effectively support their attorneys in managing each case.

2. Pleadings

Pleadings are the formal written documents filed with the court to outline each party’s
claims and defenses. Key pleadings include the complaint, answer, counterclaim, and
reply. Paralegals often assist in drafting and reviewing these legal documents, ensuring
they are accurate and adhere to the rules of civil procedure.

3. Discovery

Discovery is the pre-trial phase during which parties exchange information and evidence
relevant to the case. Paralegals play a significant role in managing the discovery process,
which involves drafting and responding to interrogatories, requests for production, and
requests for admission.

4. Depositions

A deposition is a sworn testimony taken outside of court, where an attorney questions a
witness under oath. Paralegals may organize and schedule depositions, prepare deposition
summaries, and manage the relevant documents.

5. Legal Research

Legal research is identifying and retrieving information to support legal decision-making.
Paralegals must be familiar with various research tools, including legal databases like
Westlaw and LexisNexis, and be able to find and analyze relevant statutes, regulations,
and case law.

6. Brief

A brief is a written document that outlines a case’s facts, legal issues, and arguments.
Paralegals often draft, edit, and proofread briefs to ensure they are well-organized and
persuasive.

7. Motion

A motion is a formal request made to the court for a specific action or ruling. Common
motions include motions to dismiss, for summary judgment, to change the venue.
Paralegals must be familiar with the procedures and requirements for filing motions and
may assist in drafting the supporting documents.

8. Docket

The docket is the official schedule of court proceedings, including hearings, trials, and
other matters. Paralegals should be able to read and interpret the court docket. They will
be responsible for keeping track of important deadlines and ensuring filings are timely
and accurate.

9. Statute of Limitations

The statute of limitations is the time limit within which a legal action must be initiated.
Paralegals must understand the applicable statutes of limitations for each type of case and
ensure all critical deadlines are met.

10. Billable Hours

Billable hours are the time spent on tasks directly related to client work and are used to
calculate a law firm’s fees. Paralegals must accurately track and record their billable
hours, ensuring that all their time working on a case is documented.

Strategic Recruitment Solutions has matched top companies with top paralegal talent in the Gulf
Region for over a decade. Moreover, we focus on building long-term relationships with the
companies we assist. We are able to provide our clients with experienced, knowledgeable
paralegals and our job candidates with their dream jobs. Whether you are new to the legal
profession or an experienced paralegal who is looking for a new job opportunity, call 888-366-
6508 can let us help you today.

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FIVE REASONS WHY EMPLOYEES QUIT

Employee burnout is the number one reason, employees leave employment.

Turnover is expensive. According to statistics, it cost employers three times a person’s salary for each replaced employee. The reasons why good employees quit are similar in robust economies as well as weak ones. 

An article on NBC’s website revealed that a 95 percent of all employees were considering finding a new job and 92 percent would consider switching industries for a new position. The top reason for leaving was employee burnout. Although better pay packets and loftier job titles account for many resignation letters, there are other reasons why employees leave. Employees also quit because they seek recognition, opportunities for growth, and better benefits. Beyond these factors though, research into employee turnover has unearthed a host of additional subtle and emotional factors that determine whether employees become job seekers.

Here are five reasons why employees quit and employers can do about it: 

1. Poor Team Compatibility

Many hiring managers place too much emphasis on the technical requirements of a job and not enough on the applicant’s “soft skills.”  The result is that too often, they hire for skills and fire someone because of incompatibility.  

The keys to battling turnover are culture, compatibility, and mission. A great way to increase retention is to benchmark top performers using a personality survey to assess how you can emulate their “chemistry and fit” within your firm. 

2. Lack of Appreciation 

It’s important to remember that most people don’t quit their companies, they quit their boss. Strong words? Perhaps. But before you ask your next achiever, “what have you done for me today?”, make sure you give praise. Employees want to be recognized for their efforts and thrive on being appreciated. There are many ways to recognize employees.

3. Advancement & Personal Growth 

In today’s fast-moving environment, employees want to learn and be challenged. Companies that offer multiple options for employees to learn new technologies and techniques gain a competitive edge. Most employees are interested in “sharpening their saw” through training, personal development, learning new tips and strategies. When you provide these opportunities, you are giving your employees a fresh outlook on organizing and approaching their day-to-day tasks. Seventy percent of 2,000 millennials surveyed said they would quit a job if it lacked high performing and fast technology.

4. Show More Empathy

A 2021 study by Business Solver showed that 92 percent of employees would be more likely to remain at their job if their bosses showed more empathy.

5.  Compensation 

Why isn’t money at the top of this list? Because “show me the money” isn’t all that it’s cracked up to be. Money is seldom the driving issue assuming that you are paying a competitive wage. Instead, when items 1-3 are missing in an employee’s job satisfaction, then compensation becomes an added reason to leave.

At Strategic Recruitment Solutions, your success is our success. Our reputation for superior client satisfaction is the result of a tireless commitment to exceeding our clients’ objectives. We are the recruiting firm of choice for top employers in New Orleans, Baton Rouge, and the Gulf Region. Our recruiters will partner with you in your search for highly talented legal, management and technology hires. They will lend their industry knowledge, experience, tools, and technology to enhance your recruiting strategy. SRS has been matching top companies with top talent in the Gulf Region for more than a decade. Furthermore, our focus is on building a long-term relationship with your company. Call us today at 888-366-6508. We can help you find the best candidate to join your legal or IT team.

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EMPLOYEES EXEMPT VERSUS NON-EXEMPT – What’s The Difference?

Are your employees exempt or non-exempt?
The Department of Labor has guidelines to determine an employee’s status.

Employees in organizations are classified as either exempt or non-exempt. There are different types of employee benefits and eligibility requirements for each category. It is vital to know which categories your employees fit into, in order to ensure fair compensation and allocation of duties.

Exempt employees are not eligible for minimum wage or overtime pay. These employees receive a salary for the work they perform. The Fair Labor Standards Act (FSLA) provides basic guidelines to distinguish the difference between the two types of employee classification. The federal government and individual states have laws that address this employee classification and employee rights. Therefore, it is essential that employers are aware of labor laws.

Here are three requirements workers must meet to be considered exempt:

1. Job Duties

Exempt employees must perform specific job duties. The employee’s job duties must primarily involve executive, administrative, or professional duties as defined by the regulations. This is in addition to meeting earning and salary requirements. Furthermore, exemption status only applies to those who have high-level responsibilities.

2. Exempt Employees receive salaries

The employee must be paid a predetermined and fixed salary that is not subject to reduction because of variations in the quality or quantity of work performed. These employees will remain exempt as long as their monthly base payment is higher than the FLSA minimum threshold.

3. Earnings

The FSLA minimum salary threshold changes every year. Therefore, employers should keep current on regulations concerning employee compensation. In 2020, exempt employees must earn a minimum of $684 per week or $35,568 annually.

Non-exempt employees are eligible for both hourly wages and overtime pay. After an employee works over 40 hours a week, employers must pay overtime. Any position that earns minimum wage is eligible for overtime and therefore cannot be exempt. Typically, paralegals fall into this category. Check the Department of Labor’s website for specifics regarding paralegal classifications. 

Strategic Recruitment Solutions has been matching top companies with top talent in the Gulf Region for more than a decade. We specialize in Legal and IT recruiting. In addition, our industry-expert recruiters can offer insight and guidance. Call us today at 888-366-6508 to learn how easy partnering with SRS can help you reach your business goals!

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IT MARKET PREDICTED TO EXPAND WITH AI-RELATED JOBS

Artificial Intelligence will add jobs to IT
Law firms will need more IT personnel

Attention IT personnel. No need to worry that AI (artificial intelligence) jobs will replace you! Yes, it is true, AI-related jobs have doubled within the last 5 years and the growth is expected to continue. However, as the AI industry creates new demands, IT jobs will recycle back into the market. 

THE WORLD ECONOMIC FORUM (WEF) REPORT 

According to the WEF, by 2022, the “top 10 emerging” jobs, will include data analysts, AI/machine learning specialists, and applications developers. The “The Future of Jobs 2018″ report from the WEF predicts the growth of artificial intelligence will create 58 million new jobs in the next few years. Although nearly 50 percent of all companies are expecting their full-time workforce to shrink by 2022 due to automation, another 40 percent are expecting to extend their workforce. Furthermore, more than 25 percent are expecting automation to create new roles.

IT JOB SECURITY

There are two reasons that IT personnel will continue to have job security:

  1. Many jobs are tested for automation, but not all pass the test; and
  2. Finally, there are many regulations and economic factors that could deter or even prevent job automation.

At Strategic Recruitment Solutions we match top companies with top talent. We have over a decade of experience of serving the Gulf Region. As a result, we are your one-stop shop for information, guidance, and insight into the legal and IT markets. 

Finally, our job seekers’ career success is always our top priority as we continue to meet the challenges of the IT and legal industries. If you are ready to more than double your advantage in advancing your career, call us today!  Why not search our current job opportunities or submit your resume now?

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FAQ: WHAT MAKES SRS DIFFERENT?

Frequently Asked Question

Question: What makes Strategic Recruitment Solutions different?

Answer: We recruit in the same fashion that makes your firm successful.  We take the time to learn the goals, dreams and aspirations of the clients and candidates alike.  We are tireless – we will conduct an exhaustive search on your behalf to reach your hiring objective. In addition, we are honest and value your time.  We will give you a true opinion on your recruitment needs.  We value the reputation of our clients and candidates as much as our own. Contact us Today.

Direct-hire services for law firms and IT departments

At Strategic Recruitment Solutions, your success is our success. Our reputation for superior client satisfaction is the result of a tireless commitment to exceeding our clients’ objectives. We are the recruiting firm of choice for top employers in New Orleans, Baton Rouge, and the Gulf Region. Recruiters in our Legal Division and IT Division will partner with you in your search for highly talented legal and technology hires.

Our team is superbly equipped with the industry knowledge, experience, tools and technology needed to enhance your recruiting strategy. Most importantly, we are focused on building a long-term relationship with your company.

We’ll Bring You Game-Changing Talent

SRS not only works with highly qualified professionals actively seeking new opportunities, but we’re also connected to a large bank of “passive candidates” who will entertain the idea of accepting the right position. We know who they are and what motivates them to seriously consider making a move.

We find the talent for you so you can stay focused on your business.
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