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December 5, 2022 by Amy Shanks 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.

October 20, 2022 by Amy Shanks

HOW TO PREVENT IMPOSTER SYNDROME IN YOUR LAW FIRM

The term ‘imposter syndrome” was first coined in 1970 by clinical psychologists Pauline Rose Clance and Suzanne Imes. It describes the experience of successful individuals who feel they are not deserving of their success. These individuals are constantly waiting to be exposed as “frauds.”

Although imposter syndrome is in every profession, it is particularly prevalent in high-pressure careers. This is likely due to the competitive nature of legal and medical jobs and the high expectations placed on lawyers and doctors to perform at a consistently high level.

Law Firms and Imposter Syndrome

Imposter syndrome can harm both individual lawyers and the legal profession as a whole. For individual lawyers, imposter syndrome leads to feelings of anxiety and self-doubt, which may affect job performance. Additionally, this syndrome can make lawyers less likely to take risks in their practice or be innovative because they fear being exposed as “not good enough”. Imposter syndrome can also create a work environment where employees do not feel comfortable sharing initiatives or ideas, thereby stifling creativity and innovation.

Steps to Prevent

Creating a supportive work culture to combat imposter syndrome in the legal sector is vital. A positive work culture is one in which employees feel comfortable taking risks and trying new things. One way to prevent this syndrome is to implement an in-house action plan. The action plan should be tailored to legal recruits and encourage positive work culture. Mentorship programs can also provide support for new employees who are struggling with trying to find their place and identity in a new work environment. Finally, by taking these steps, the legal profession can create a more welcoming environment for all incoming recruits and improve the turnover rate for prospects.

At Strategic Recruitment Solutions, your success is our success. Our reputation for client satisfaction results from our commitment to clients’ objectives and beyond. We are the legal and tech recruiting firm for top employers in New Orleans, Baton Rouge, and the Gulf Region. Our focus is on building long-term relationships with companies that employ the highest-quality professionals. Call us today at 888-366-6508. We can help you find the best fit to join a legal or IT team.

September 2, 2022 by Amy Shanks

POSITIVE EMPLOYEE EXPERIENCES INCREASE PRODUCTIVITY AND PROFIT

Strategic Recruitment Solutions - Employees — Employees who are engaged are happy employees!

Did you know that are not engaged or actively disengaged cost employers 7.8 trillion dollars in lost productivity last year? According to Gallup’s State of the Global Workplace: 2022 Report, only 21 percent of the world’s employees were engaged at work. Employers who make engagement the controlling factor in day-to-day operations stand out from their competitors. Employee engagement translates to:

10% higher customer loyalty/engagement
23% higher profitability
18% higher productivity (sales)
14% higher productivity (production records and evaluations)
18% lower turnover for high-turnover organizations (those with more than 40% annualized turnover)
43% lower turnover for low-turnover organizations (those with 40% or lower annualized turnover)

Employee Productivity Equals Profit

Employees who associate positive feelings with the workplace are by far more productive. One reason is that workers who are enthusiastic and passionate about their work spend less time on distractions.

Studies show that employers who create a positive work experience are more likely to see a profit. Companies with a high employee engagement have 41 percent less absenteeism and 17 percent more productivity.

Specific to Law firms

COVID and the Great Resignation combined to create a scarcity of talent. As a result, many more law firms are finding it harder to hire and retain associates and paralegals in today’s highly competitive environment.

Law firms have been transitioning since 2018 when according to the U. S. Bureau of Labor Statistics, the legal sector reported a loss of 1,400 in January and February alone. Legal staff cited time demands and a toxic culture as the main reasons they left their jobs, while associates wanted more respect, collegiality, and kindness.

If your firm is experiencing a higher-than-average turnover rate, it may be time to consider the following five factors for employee retention.

Inclusion is Crucial

When an employer commits to diversity, this helps to improve the overall employee experience. However, an effective dedication to inclusion and diversity must be genuine.

Though employers may say they’re dedicated to inclusion, it’s easy to leave implicit biases unchecked that may be more obvious to the employee. After all, they are directly affected by decisions informed by possible bias. A genuine commitment to inclusion involves a philosophy in which all employees and their unique experiences inspire each other to go the extra mile for the firm. An employer must be willing to examine its cultural blind spots and address unconscious bias to implement these ideas.

Value Employees

Employees who feel valued are likely to go the extra mile. By showing interest in your employees and getting to know them, you will learn which projects they enjoy and their aspirations for their career growth. Another way to show you value an employee is to acknowledge their work publicly.

Provide paths to progression

According to the NALP Foundation for Law Career Research and Education and its 2021 survey of 126 law firms, pre-COVID associate hiring decreased by nearly 50% between 2019 and 2020.

Engagement research outside the legal arena suggests that systems with clear paths for progression, measurable progress, benchmarks, etc., align with what people want right now. Lawyers are likelier to thrive when leaders set clear expectations and pathways to advance.

Build Trust With Your Employees

Trust builds over time. Employees want to work for people with integrity. Always maintain a professional and ethical environment and when you are wrong, admit it. Building trust allows you to have difficult conversations without damaging relationships.

Support Mental Health

Did you know that, during the pandemic, more than one-third of Americans exhibited clinical anxiety and depression? This statistic is alarming for the legal profession, whose numbers were already high. Anxiety, depression, stress, and substance abuse are no strangers to the legal profession. When you create a psychologically safe space for employees to speak up and be themselves, you create a healthy work environment. Your firm can also encourage a balanced lifestyle, respectful behavior towards others, and valuing diversity.

The world has changed. Today’s associates have different wants and needs. If you want to win the talent war, you’ll want to take the right steps to help your firm be the law firm of choice.

August 22, 2022 by Amy Shanks

FIVE WAYS TO IMPROVE YOUR PARALEGAL WRITING AND COMMUNICATION SKILLS

Strategic Recruitment Solutions - Paralegal Job Skills — Land your dream job as a paralegal by learning these five ways to become a confident legal writer and communicator.

Mastering communication and writing skills are essential for paralegals. Part of a paralegal’s job is to communicate with clients, opposing counsel, and the courts. Paralegal work also includes doing legal research, writing and drafting legal documents (pleadings to be filed with the court), and drafting internal documents (legal memorandums).

Here are five ways to become a confident legal writer and communicator:

1. Practice

Good communication and writing for paralegals come only from practice – there’s no shortcut to becoming a great writer. Spend some time researching online resources to improve your legal writing, broaden your skills, and learn tips to improve your writing.

2. Seek Feedback

Asking for feedback is a good way to improve your writing. Seek feedback from a legal professional at your firm or someone outside your organization. Seeking feedback from co-workers can also help strengthen your workplace relationships.

3. Re-check your work

When it comes to legal documents, every word is critical. While mistakes happen, maintaining credibility is integral. Fact-checking your work is essential to ensure that you are communicating correctly.

4. Check Your Grammar

Grammatically correct writing is also critical in paralegal communication and writing. Following grammatical conventions helps you maintain credibility and will ensure your writing is clear and concise.

These reference books on grammar are an excellent place to start: Eats, Shoots & Leaves: The Zero Tolerance Approach to Punctuation (Lynn Truss) will help you understand and apply proper punctuation.

The Elements of Legal Style (Bryan A. Garner): This book is essential for helping you with word choice and grammar and gained praise as one of the best books for the legal profession. Remember, improving your reading and writing skills requires time, perfect practice, and repetition.

5. Keep Current

Schedule time each week reading legal news to stay current with court rulings. By concentrating on defining and researching any term or legal principle that you don’t understand, you will greatly enhance your learning process.

Thinking about how to move forward in your career? 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 inNew Orleans, Baton Rouge, and the Gulf Region. Our recruiters will partner with you in searching for highly talented legal, management and technology hires. They will lend their industry knowledge, experience, tools, and technology to enhance your recruiting strategy. Furthermore, we have matched top companies with top talent in the Gulf Region for over 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.

March 15, 2022 by Amy Shanks

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.