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It does not take a crystal ball to predict the following. Larger law firms will continue to hire the best of the class and remain steady in their hiring pattern, while job growth will continue to increase in small firms. More and more jobs for all types of personnel will be in these firms; however, finding these positions will take time and effort.
According to the Hudson Institute’s report Workforce 2020, service positions will far outstrip opportunities in other fields into the next decade. Support personnel, such as legal support positions, especially paralegal, marketing, and computer professionals, will continue to increase. Furthermore, America’s rapidly developing technologies will increase the demand for highly skilled and well-educated workers.
IMPROVED RECRUITMENT AND RETENTION IN YOUR FIRM
1. A Systematic and Strategic Recruiting Approach.
This approach requires carefully studying every facet of the recruiting process to identify and improve current systems and processes. The best recruiting approaches anticipate new market trends, determine what kind of talent will be required to meet growing client demands, and remain ahead of the competition. Law firms must recognize that recruiting cannot be treated as a short-term, transactional initiative. Instead, firms need to make recruiting a long-term, strategic priority. The benefits of a strategic approach will take time to realize. However, they will lay a solid foundation to build future success.
Law firms must continue to commit to diversity and inclusion. According to The American Lawyer’s 2023 Diversity scoreboard, law firms are making great efforts to catch up on diversity issues. In a survey of over 200 law firms who were asked to disclose race and ethnicity in hiring, retention, promotion, departure metrics, and leadership diversity, minority lawyer populations grew at a rate that significantly exceeded the average annual growth rate of the past decade for two years in a row. Minority attorney representation increased from 1.4% to 21.6% of attorneys at firms surveyed. Minority partners now represent 13% of all law firm partners, up 1.1% from 2021.
3. Utilizing Technology
Technology will continue to change legal recruiting. Job seekers will be attracted to law firms that are proactive in technology, and the presence of technology, or lack thereof, will affect a law firm’s recruiting and retention. Law firms are now implementing technology solutions to streamline the recruiting process. Law firms are increasingly using AI to improve upon hiring and retention efforts. Technology is also helping firms consider a broader pool of candidates and assess the type of work that young lawyers receive.
Strategic Recruitment Solutions (SRS)
SRS is a leader in executive search solutions specializing in the fields of legal and information technology. When placing job seekers, its recruiters remain focused on matching the RIGHT person to the RIGHT position at the RIGHT company. SRS also offers unparalleled senior-level executive searches, management assessments, and succession planning services to its client partners tailored to each company’s unique qualities and specifications.
For more information on Strategic Recruitment Solutions, visit us at https://www.strategicrecruitmentsolutions.com/ or email Bonnie Vassalo at the new Houston office at Bonnie@strategicrec.com.