Strategic Recruitment Solutions : IT and Legal Recruiters

Human Capital Management for Legal and IT Professionals | (888) 366-6508

Home » SRS

SRS

by Leave a Comment

WHY A CULTURE OF GRATITUDE IS SO IMPORTANT IN THE WORKPLACE

Seeking “meaning” at work is relatively new, starting in the 20th century. As the workplace became associated with our identity, seeking meaning and gratitude became part of our cultural fiber. Present-day employees seek a more profound sense of purpose at work. Work cultures focusing on gratitude, appreciation, and building better professional relationships are more successful. This is because these work cultures amplify empathy, collaboration, and communication.

Gratitude Is Reciprocal 

Gratitude and giving recognition are two sides of the same coin. When a company recognizes an employee’s accomplishments, appreciation is inherent for the person who did the work. While end-of-year bonuses are appreciated, however, these actions have a deeper meaning when immersed in a culture of gratitude. Employees who are acknowledged and appreciated tend to share gratitude for their co-workers.

Showing gratitude creates a firm-wide morale boost which leads to a work culture of well-being. Once this positive chain reaction begins, there is an increase in energy for tasks, directly impacting performance, productivity, and retention. Moreover, when recognition is given frequently throughout the year, the impact of that positive reinforcement is even more significant. The more you reward a behavior, the more likely it will be repeated.

Strong Leaders 

Leaders who look beyond their rigid working styles by embracing different approaches to express gratitude are more successful. Expressing gratitude makes us vulnerable and authentic, creating a powerful human connection between the giver and the receiver. Traditional thinking may view vulnerability as a weakness; however, it is quite the contrary. Leaders who model the habit of frequent and widespread expressions of recognition and appreciation inspire others throughout the organization to emulate that behavior.

Unsure where to start? Just saying “thank you” is effortless and has immeasurable benefits. Everyone around you appreciates recognition. In addition, offering praise to team members who habitually recognize others inspires others to follow their lead.

The Effects of Gratitude  

Many studies show that gratitude causes lasting physiological effects on the brain. A study by the American Psychological Association found that 93 percent of employees “who reported feeling valued said that they are motivated to do their best at work, and 88 percent reported feeling engaged.” Among that group, only 21% plan to look for a new job in the coming year. In another study, researchers revealed that the area of the brain responsible for learning and decision-making demonstrated a higher sensitivity rate in people who felt grateful. Finally, gratitude for your employees and co-workers provides you with the proper perspective for success and enriches the firm’s culture with a flagstone of positivity. 

At Strategic Recruitment Solutions, we have matched top companies with top talent in the Gulf Region for over a decade. Moreover, our focus is on building long-term relationships with the companies we assist. Call us today at 888-366-6508.  can help you find the best candidate to join your legal or IT team or aid job seekers in finding the most appropriate position for their talents. 

by Leave a Comment

EQUALITY VS. EQUITY: WHAT’S THE DIFFERENCE?

While equity and equality appear the same, they are quite different in the workplace. If you want your organization to champion an inclusive workplace culture, then distinctions must be drawn between the two ideas. Let’s look at equity and equality and why it’s vital that your organization make the shift to a more inclusive work environment.

Equality vs. Equity 

“Equality” in the workplace means treating all candidates and employees the same and offering them the same opportunities, regardless of age, gender, race, religion, sexual orientation, and other identifying demographics. An example of workplace equality in the recruitment world would be all candidates receiving the same amount of time to complete a sample work assignment as a part of the hiring process.

Equity is a similar concept, but with a focus on the individual. “Equity” in the workplace offers all candidates and employees the same opportunities while taking into account their individual needs for specific support and resources that level the playing field. Promoting equity means ensuring that candidates are free from bias.

The difference between equality and equity can be demonstrated using employee benefits as an example. Equality in employee benefits would be all employees receiving the same benefits package (insurance, pension plan), and equity would allow employees to choose benefits that suit them best according to their situation. For example, someone with insurance through a partner might prefer more salary over the company plan, and equitable benefits include spousal health insurance available to same-sex couples and non-traditional families.  

What Employees Want 

Aside from contributing to a more inclusive culture, promoting equity in the workplace is important because it’s what employees want. CNBC reported that nearly 80% of the workforce wants to work for a company that values diversity, equity, and inclusion. It’s beneficial to your business, as well, because an inclusive work environment produces a wider variety of perspectives. A variety of ideas from people with different backgrounds drives innovation and improves the turnaround time for problem-solving. Organizations that promote equity and inclusion are far more likely to retain employees longer than those that don’t bother. 

Catering to the different needs of your employees encourages their full potential. Unsure where to begin assessing equality or equity in your workplace? Getting employee feedback is a great place to start. Evaluate your pay structures and see if employees are paid the same if they are doing work of equal value. When implementing the new policy, it’s crucial that you develop a way to track your progress. 

by

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.

by Leave a Comment

3 KEY ADVANTAGES OF USING A LEGAL RECRUITING AGENCY TO HIRE

 

 

At SRS, we help you fill jobs with specific requirements.

If you’re an employer seeking new hires, you may be curious about the overall benefits of using a recruitment service. Here are a few stand-out advantages that you’ll experience when you work with SRS:

We Have “The Reach” for Recruitment 

Great candidates are difficult to find. Some potential candidates may not respond to job postings or advertisements because they may not believe that they are a good enough fit for your talent pool. At SRS, we know how to reach both active and passive job seekers. Our network will help us connect you to job seekers holding various skills and experiences, some of which may have otherwise flown under the radar.

We Provide Time-Saving Services

We verify job references, conduct preliminary interviews, and vet candidates to ensure that each job candidates’ capabilities are consistent with their resumes. Furthermore, by using an agency, you can rest assured that all candidates presented to you for an interview are the best choices available in the market.

We Know the Market

Since we specialize in the legal and technology industries, we can locate candidates who fulfill specific requirements that may be otherwise difficult to find. Suppose you are hiring for a position that requires an expert awareness of trial preparation. Because we are so familiar with the legal and IT industries, we are able to ask the right questions to determine if the job candidate has remained current with specific software, electronic discovery rules, or has excellent organization skills. Our expertise in the industry and knowledge of the market saves our clients time and money. We can provide market insight to help you negotiate job offers.

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. We have been matching top companies with top talent in the Gulf Region for more than a decade. 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.

by Leave a Comment

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.