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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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REPLACED BY A ROBOT? NOT YET! READ ABOUT LEGAL JOB MARKET TRENDS FOR 2022

The biggest impact on the legal field for 2022 is artificial intelligence.

The coronavirus pandemic has changed things, especially in rapidly integrated law technology. There have been some cut back regarding the number of in-office hours needed, however, there is an increased demand for in-house law support staff and IT professionals. This is true especially for those who want to move past entry-level positions.

The biggest impact on the legal field for 2022 is artificial intelligence (AI) and its AI-powered document discovery tools. After reviewing millions of existing documents, case files, and legal briefs, a machine-learning algorithm flags the appropriate sources that a lawyer needs to craft a case, often more efficiently and successfully than humans. These AI programs change how law firms conduct legal research and reshape what skills are more relevant in the law office. AI programs change how law firms conduct legal research and reshape what skills are more relevant in the law office. Furthermore, law clerks and paralegals accustomed to trudging through stacks of dusty law books and case files to find relevant information have learned new ways to work alongside the technology.

Here are some of the more prominent legal trends to follow in 2022:

Increased Automation

Law office automation uses technology to complete repetitive processes, from client intake to document automation. According to a study at the McKinsey Global Institute, 23% of a lawyer’s work is automatable. After analyzing 2,000 work activities for 800 occupations, the institute reported that although artificial intelligence will take over a decade to replace any legal jobs, law firms are already utilizing smart software and devices. The study predicts that thousands of legal roles will be fully automated by 2036. However, the study concluded that “even when machines do take over some human activities in an occupation, this does not necessarily spell the end of the jobs in that line of work. On the contrary, their number at times increases in occupations that have been partly automated because overall demand for their remaining activities has continued to grow.”

Billing

Automated task codes in billing helps to streamline each legal task and expense when it comes to compiling billing information and formatting invoices. In addition to automating billing codes, the computer-assisted billing applications substantially decrease or eliminate the review of monthly invoices. In the billing applications of the past, timekeepers logged time spent on a task, and partners had to review and approve the time spent. The new applications alerts timekeepers in real-time when they are spending too much time on a task.

Research

Legal research is time-consuming. Thanks to improvements in Natural Language Processing (NLP), applications like Bloomberg’s Points of Law, CaseText, Lexis Answers, WestSearch Plus, Ross Intelligence have improved interactions between humans and computers. NLP combines computational linguistics with artificial intelligence to allow users to inquire about extremely specific information. Automated legal research makes research easier for attorneys, is exponentially faster and helps remove human error.

Growing Artificial Intelligence

As AI continues to integrate into our phones, televisions, and tablets, we can consider AI a crucial part of the legal and IT workplace. Streamlining data management, analysis, recording, and storage is crucial to time-sensitive deadlines. AI Is already taking care of document review. Much of the software used to automate these routines and everyday tasks requires a dedicated IT staff. The time and money saved through automatic document review alone are astounding.

Cybersecurity

Recently, there has been a spike in cyberattacks, both at law firms and technology companies. With the increased scrutiny on the privacy of client information, the legal landscape is shaping to hire more tech-savvy paralegals. Technological improvements have created new opportunities with new job titles. Salary will increase with legal expertise and professional technology skills in litigation, information governance, compliance, and cybersecurity.

According to the American Bar Association, “Candidates for future lawyers will need to be able to demonstrate emotional intelligence, and a deep understanding of the ways in which technology can aid in achieving client outcomes. These traits and skills will be at least if not more valuable than law school grades. The inflexion point for the delivery of legal services is upon us. The faint of heart, who seek to cling to the old models, will likely not survive long”.

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. 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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THE NEED FOR IT PROFESSIONALS AND TECH SAVVY PARALEGALS ON THE RISE AT LAW FIRMS

It’s clear now that the COVID-19 pandemic has changed the way we do business. Working from home, holding Zoom conferences, handling documents online, and e-filings have all had a profound impact on the way firms operate, and it’s beginning to shape the future of the legal sector. In February of this year, Team BRYTER wrote that in-house legal technology budgets will grow 200% by 2025.  As these departments become more and more dependent on technology to keep up the pace, the need for IT specialists and tech-savvy legal professionals will most likely skyrocket.

The Growing Landscape of E-Discovery

One specialty predicted to continue in high demand is e-discovery/litigation. As document formatting changes due to improvements in software, professionals who are well-acquainted with the latest in e-discovery and knowledgeable about file compatibility across different platforms will have a leg up against other candidates. A paralegal with a background in predictive coding and further analysis software might cut document review by hours and make for a highly valued prospect.

It’s All in the Cloud(s)

The move from local storage to cloud computing has created a whole new set of legal issues and responsibilities. The ability to share, organize, and privatize files on a company’s cloud is vital. Setting the appropriate permissions for access and maintaining healthy network security makes all the difference in protecting client privacy. On top of that, complex litigation and other regulatory issues can arise from improper data management, so keeping data on the cloud safe will only become more critical in the coming years.

Software Familiarity

Recruiters are always looking out for candidates with experience using legal research products such as Westlaw and Lexis. While potential employers expect proficiency in client software suites such as Microsoft Office, any knowledge of law practice management software such as Clio and PracticePanther will go a long way. As more software goes mobile, it’s not a bad idea to brush up on the various legal apps for phones and tablets out there.

 

Workflow, in general, will continue to embrace both automation and digitization, and having tech-friendly skills at hand will only help your chances on the market. By updating your skill set in these areas, you’ll raise your chances of success in the face of future tech innovations and a changing work environment. As an employer, knowing which candidates fit best in a tech-heavy climate will place you ahead of the curve.

 

We have been matching top companies with top talent in the Gulf Region for more than a decade. Our focus is on building long-term relationships with the companies we assist. Call us today at 888-366-6508. We 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. 

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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.

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COUNTEROFFERS AND COVID

Counter offers are not as good as they seem.

Counteroffers – good or bad? The rate of revenue collected in the IT and Legal sectors have taken a nosedive this year. This is another economic effect of the coronavirus pandemic (COVID). Many law school graduates still remain in a state of limbo as top law firms have seen pay cuts, layoffs, and furloughs. 

With the promise of a vaccine near, there are some bright spots that point to economic recovery. One boost has come from law firms with strong labor and employment practices as their clients navigate cutting jobs and addressing workplace safety issues. There is a trend towards growth as the Bureau of Labor Statistics reported that the legal industry added 1,900 jobs in July.

During these uncertain times, employees attempting to move on to new jobs may be subject to “generous” counteroffers from their current employers. However, as the adage goes, appearances can be deceiving.

Especially in light of the pandemic, most employers with any interest in pulling themselves out of the current downturn in revenue will try to retain you with a moderately attractive counteroffer. This tactic may be to buy themselves time.

The counteroffer is more so for the employer’s interests than it is for you. If your employer valued you and you were satisfied with your wage and the work environment, you would not have looked elsewhere for employment. Remember, a counteroffer is not a solid promise.

Consider these five reasons why you should reject a counteroffer:

1. Your increase may have been a future raise.

If a raise is offered as part of your counteroffer, take into consideration that all firms have budgets with wage guidelines. The increase included in your counteroffer may represent your future raise granted early. Translated this means you will have to wait longer to see another increase.

2. Counteroffers may create a toll on your work relationships.

If you accept your employer’s counteroffer and remain at your current position you may face alienation from the company’s culture. On a ground level, your coworkers may see you as disloyal and no longer a part of the team. In their eyes, you tried to leave them.

3. The same issues may resurface.

If the reason you decided to move on from your employment was any issue other than money, then your dissatisfaction may return after the glow of your pay raise fades. Also, if the corporate culture changes promised in your counteroffer do not last, you will soon be back to job hunting.

4. You may have stunted your ability to be promoted.

No matter what, if you accept a counteroffer, your credibility and reputation within the organization will fundamentally change. Your manager will always question your loyalty as you will be seen as a dissatisfied employee or “the one who wanted to leave.” This may cause you to be passed over for future promotions or important projects.

5. Counteroffers may narrow your job options in the future.

If you make it through a company’s hiring process only to turn around and accept your current employer’s counteroffer, you should not expect the prospective employer to ever consider you for a position again. Also, realize that the legal community is smaller than you think.

When evaluating an employer’s counteroffer it’s important to remove your ego from the equation. Be clear on the issues are that caused you to seek a new job in the first place and evaluate the counteroffer from that perspective. Unless the counteroffer addresses all of the reasons why you considered leaving in the first place, it’s best to move on. Even if the counteroffer does address all your issues, there are always drawbacks to consider.

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.