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How Employers Can Navigate Around “The Great Resignation”

It’s a job candidate’s market, as employees request higher pay, flexibility and work-life balance.

For employers, the pandemic’s economic crisis caused plenty of revisions in employment policies and procedures. Most organizations found innovative ways to retain talent while keeping their employees safe and productive. However, not every employer successfully kept the economic fallout at bay. Many had to face impactful changes to their workforce. As of January, an estimated 4.5 million Americans quit their positions and sought employment in a new role or another industry. 

The Achievers Workforce Institute reported in 2021, 52 percent of employees did not intend to stay in their current roles and were seeking new employment. In addition, 64 percent of employees polled thought about leaving. And a shocking 77 percent of those employed in their current position for less than a year said they were open to seeking employment elsewhere.

Recruiting and Retaining Talent In Law Firms

Employers lost workers and had trouble replacing them as other companies offered more incentives. As employees continue to request higher pay, flexibility, and work-life balance, it is undoubtedly a candidates’ market.

In its 2021 State of the Legal Industry Report, Thomson Reuters Institute and the Center for Ethics and the Legal Profession at Georgetown University stated law firms could lose up to 25 percent of their legal talent annually.

According to the report, here are some of the actions employers can take to improve a firm’s position for retention or recruiting:

  • provide resources for lawyer and professional staff support through wellness and mental health programs;
  • take a flexible approach to remote work, part-time work, and flextime arrangements; and
  • develop policies and procedures to assure equity and fairness in an assignment, evaluation, compensation, and promotion decisions;
  • make appropriate investments in technology to keep the firm on the cutting edge of technology; and
  • find additional ways to foster social engagement and camaraderie within the firm.

Finally, it is time for law firms to think beyond financial incentives. To effectively recruit and retain law firm talent today, you must continue to elevate the employee experience.

What Can Employers Do?

Listening to direct input from employees is one of the simplest ways to retain talent. If an action plan develops with employee concerns in mind, its success is more likely. Showing appreciation  to a demoralized workforce is crucial.  Seventy-nine percent of people leaving their jobs say they feel unappreciated.

The truth is the solution to keeping your best talent is not scientific. Employers willing to offer growth and opportunity within a high-performance work culture will incentivize employees to stay.

The solution is to bolster retention while ramping up your recruiting efforts immediately. Does your firm have recruiting marketing strategy? If not, now is the best time to create one.

Harvard Business Research suggests that employers take note of the following when retaining and recruiting employees:

The Best Employers Elevate Their Employee’s Purpose

Prove to employees that there’s more to your organization by defining your purpose.  Don’t just talk about purpose. Use it to shape what you do and how you do it.

Provide Opportunities for Advancement 

Give employees new opportunities to advance. Employees want to stay if you give them a reason to stay. Most importantly, each time you provide a chance for advancement, you provide incentives to the other team members to do their best work.

Prioritize culture and connection

Take the time to connect and build relationships. Research revealed that the social connections within an organization during the pandemic positively impacted productivity.

At Strategic Recruitment Solutions, your success is our success. Our reputation for superior client satisfaction results from a tireless commitment to exceeding our clients’ objectives. We are the recruiting firm for top employers in New Orleans, Baton Rouge, and the Gulf Region.

Our recruiters will partner with you in searching for highly talented legal, management and technology hires. Furthermore, our recruiters will lend their industry knowledge, experience, tools, and technology to enhance your recruiting strategy. We have been matching top companies with top talent in the Gulf Region for over a decade. 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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Five Specific Questions to Ask During Your Law Firm Interview

Virtually all advice related to job interviews involves helping the job seeker prepare answers to the interviewer’s questions. However, much of your potential employer’s impression of you will be based on the questions you ask in addition to the questions you answer. Besides asking the standard questions about job requirements, job benefits, or the next steps after the interview, you should ask questions that will help you determine whether this is your dream job.

Be prepared to show that you have done your research and have taken the time to prepare questions that will reveal something about the firm. Show your desire to know more about the company’s culture to ensure you are the right fit.

Here are some suggested questions to ask your interviewer:

1.What is it about your firm that differentiates you from other firms practicing similar types of law?

Depending on how your interview answers this question, you will understand how the firm’s culture and priorities line up with yours. Give your interviewer the opportunity to tell you what makes them special and think about what their answer means to you in terms of the company being a match to your goals.

2.How would you describe the firm’s culture and philosophy?

If your interviewer describes a positive work culture with advancement opportunities, this is great news for you. The more details provided, the better. You may even keep the conversation going by asking for an example that defines the company’s culture.

3.What does a successful member of this firm look like, and what do they do to be considered successful?

This question will show your genuine interest in being a team asset. The implication is that you are asking because you want to know because you want to emulate that success. After the interview, you can do additional research to gain more knowledge about this individual and prepare for your second interview.

4.What does your firm use as the common markers of success?

This question will help you determine how the firm handles performance reviews.  This is something you will want to know before you agree to accept the job.

5.What’s something that you learned later about the company you wished you would have known when you first joined?

By asking to hear about the interviewer’s experience, you are showing a true interest in wanting to know more. The information your interviewer provides will give you an idea of what it is like to hit the ground running in your new environment.

At Strategic Recruitment Solutions, our industry-expert recruiters are here to offer you insight and guidance. We will help you land your dream job and be there for you every step of the way. We help you improve your resume, prepare for your interview, and help you decide which job is best for you.

For more than a decade, we have been matching top companies with top talent in the Gulf Region. We specialize in Legal and IT recruiting. Call us today at 888-366-6508 to learn how easy partnering with SRS can help you reach your career goals. Feel free to browse our Jobs and Career Listings to see a growing list of opportunities in your field.

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LOOKING FOR A JOB IN 2021? READ THIS!

Legal industry job search
Job searches have changed due to COVID-19

Job seekers and recruiters have had to make adjustments to the hiring process due to the impact of the coronavirus pandemic (COVID-19).

In April, according to the U.S. Bureau of Labor Statistics, the legal industry lost 64,000 jobs.  However,  as job interviews and professional networking continue to evolve, the legal industry has begun to rebound.

COVID-19’s economic impacts continue to present a changing marketplace for recent law school graduates and those seeking legal staff positions. However, there is some good news. New jobs were added for a solid six months (June to November), including a 208,000 increase in October.

At Strategic Recruitment Solutions, we are here to help you navigate the new job-seeking landscape. Here are some job searching tips we would like to share with you:

Prepare for your virtual job interview 

The increase of virtual interviews resulting from social distancing guidelines also serves as an indication of how the hiring process is evolving.

A national Human Resource survey revealed that 86 percent of employers conducted virtual interviews to hire job candidates during the coronavirus pandemic. Considering that the virtual interview is here to stay, job seekers should approach communicating their professionalism, experience, and willingness to fit into the company culture into a remote interview format.

Our advice is to be sure you make a great first impression via video conference.  Develop anecdotal stories that represent your experience instead of a dry recitation of your qualifications.

Sharpen your job skills 

With the lack of in-person events, there has been an increase in virtual events.  Facebook, Instagram, and LinkedIn provide numerous opportunities to either attend upcoming virtual events at a discount or free of charge. Time in isolation doesn’t have to be isolated time.

Our advice is to use this time to take advantage of meeting new people and the opportunity to sharpen your skills.

 

Reconnect with colleagues

Facebook reported in March that messaging on Instagram, Facebook, and Whatsapp have increased 50 percent due to more people engaging on social media due to the pandemic.

 

Our advice is to use this opportunity to reconnect with other professionals in your field and keep up to date with the legal industry. As more people engage on social media due to the pandemic, now is a great time to ask for references.

 

Help from SRS

Before taking on a job hunt alone, contact SRS for a free resume review. You can also browse our Jobs and Career Listings to see a growing list of opportunities in your field.

 

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. Also, 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 career goals.

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HOW TO ANSWER ILLEGAL OR INAPPROPRIATE INTERVIEW QUESTIONS

Interview questions
Some interview questions may be illegal or inappropriate.

Interview questions can be tricky. You certainly want to be pleasant and congenial, but what should you do if you are asked a question that you believe is inappropriate or one that makes you feel uncomfortable?  

IT’S THE LAW

The US Labor Department division of Labor/Employee Relations website reminds employers that “it is illegal not to hire candidates because of their race, color, sex, religion, national origin, birthplace, age, disability or marital/family status.”  Interviewers should not ask you questions that would elicit such information. However, even though most employers are aware of the law, prepare your answers to these questions:

Do you have a disability?

The Americans with Disabilities Act (ADA) provides protections for disabled employees and job applicants. You do not have to answer a question regarding your disability unless you choose to disclose it.  If you have an obvious disability (for example, you require a wheelchair) or if you choose to disclose your disability, your interviewer is allowed to ask what, if any, special requirements you need to fulfill the job requirements.

What’s your age? 

If you are 40 years or older, you are protected against age discrimination by the Employment Act (ADEA). It is against the law for the interviewer to ask your age. Interviewers have the right to ask if a job candidate is 18 or older (verifying legal adult status) if this is an important factor in the candidate’s ability to do the job.

Marital status

While it’s irrelevant and illegal to ask this during the interview, employers can ask this question for insurance purposes.

Do you have children? 

Your interviewer should not ask you whether or not you have children. However, your employer has the right to ask questions about your dependents for insurance purposes.

What’s your race? 

Any questions that inquire about your ethnic or racial identity are not allowed during the interview.  You may be required to answer questions about your race or ethnic identity on your employer’s insurance forms.

Can you tell us about your nearest relative or next of kin? This is a question your interviewer should avoid asking. It is appropriate for your employer to ask once you are hired because this information is needed to provide you with employee benefits.

Are you a U.S. citizen? 

Your interviewer is allowed to ask whether you are legally eligible to work in the United States (i.e., do you have a temporary visa, a green card, or citizenship). However, it is prohibited to ask direct questions about your national origin or immigration status.

Have you ever filed for bankruptcy? 

Your interviewer cannot ask you whether you ever filed for bankruptcy or any questions about your financial status.  Your employer may ask for financial information as it relates to your employee benefits.

HOW TO RESPOND TO ILLEGAL INTERVIEW QUESTIONS

What are your options in this situation? Here are a few suggestions:

  1. Briefly answer the question, or if you are uncomfortable in doing so, respond to the intent of the question;
  2. Ignore the question and change the subject; or
  3. Refuse to answer the question.

It is best to be tactful but firm.  Prepare your answers to these questions in advance by focusing on how to reply without disclosing any personal information.

DISCLOSING PERSONAL INFORMATION IS YOUR CHOICE

When the interviewer asks if you have any questions, this is your opportunity to decide what to self-disclose. For example, if you needed a specific accommodation for your disability or want to know about maternity leave.

If you choose NOT to disclose any personal information, you may come across as secretive. Disclosing too much information may make you appear “needy and high maintenance.”  A recruiter can help prepare you for the interview, especially how much to disclose and how.

INAPPROPRIATE INTERVIEW QUESTIONS

Bizarre, inappropriate interview questions are another topic altogether.  These are the questions that are not illegal. However, they make you think about the interviewer’s intentions. Questions that relate to your sexual orientation, personal relationships, political affiliation, or beliefs are off-limits.

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. Also, 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. Best of all, we offer a free resume review. Find out more information here.

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BEHAVIORAL INTERVIEW QUESTIONS – How to Prepare Your Responses

Tips on answering behavioral interview questions
Be prepared to answer behavioral interview questions.

Have a stellar resume? Years of technical experience? These are all impressive, but for most jobs, fitting into a culture and demonstrating adaptability and responding to pressure is just as important as technical skills. Likely, you will be asked behavioral questions at your next interview.

WHAT IS A BEHAVIORAL QUESTION?

Behavioral Interview Questions are situational questions designed to uncover your skills and talents (competencies). They are questions that make you think and reveal qualities about yourself indirectly. They may make you uncomfortable because they require that you “think on your feet.” There is no right or wrong answer. However, there is a correct way to prepare your response to reveal the personality trait/work habit the interviewer is seeking.

Some of these questions are in the category of “When did you stop beating your wife?” They have an underlying assumption that you did something wrong. For example, “Tell me about a time you did not properly handle a disagreement with a co-worker.” If you can not think of an answer immediately, ask for clarification. This will give you some time to figure out the underlying purpose of the question so that you can prepare your response.

Employers are not trying to trick you. They ask behavioral questions so that they can hire the right person for the job.  The questions they ask are to determine if you have qualities such as integrity, decisiveness, adaptability, sensitivity, tenacity, and diplomacy. They want to know if you are a self-starter and if you feel comfortable in a leadership role.

Here are some common behavioral questions:

How did you handle conflict with a co-worker?

Describe a time when a co-worker approached you and criticized your work. How did you handle the situation? What was the outcome?

Tell me about a time when you had to persuade someone to see your point of view. What tactics did you use?

What was the outcome?

Tell me about a time you failed. How did you deal with it?

THE STAR METHOD

Apply the Star Method to any behavioral interview question. STAR stands for:
Situational: Tell the interviewer the context or setting of your answer.
Task: What was your role in the situation?
Action: What action did you take to address the situation?
Result: What was the result of your action?

Results are the most crucial element of this equation. What did you learn? The details of what exactly happened in the proposed situation are not as important as your result.

Preparation and practice are the keys to your successful behavioral interview. Find out as much as you can about the company culture before you arrive at your interview. Review the company website, their social media platforms, and ask your colleagues. Then, practice responding to the most common behavioral interview questions. Discuss your possible answers with someone you trust, someone who has had success in your field, or your recruiter. Ask for help with specific questions that may be difficult to answer. At Strategic Recruitment Solutions, we can help you prepare in advance. Being prepared will not only reduce your anxiety, but it will also demonstrate your confidence and competence.

For more than a decade, SRS has been helping job seekers find their ideal opportunity. If you are a top performer in the Legal Industry or Informational Technology, submit your resume.  Exceptional talent is in high demand at the top-performing companies. Ready to make a career move?  Contact SRS today!