legal recruiter

October 28, 2021 by Amy Shanks Leave a Comment

SRS – Recruitment and Retention – 5 Things Employees Want More Than A Raise

Employee retention will increase your bottom line. Read these five tips to increase employee retention.

An estimated 41 million employees voluntarily quit their jobs in 2019, according to the Work Institute. By the end of 2020, the firm predicted that 47 million, or roughly 1 in 3 workers, will leave their employment. According to the U. S. Bureau of Labor Statistics, businesses lose up to a trillion dollars annually due to voluntary turnover.

When you consider that cost of replacing an employee is one-half to two times the employee’s annual salary, it makes sense to work on retention. For example, for a 100-person firm with an average annual salary per employee of $50,000, turnover and replacement costs may be $660,000 to $2.6 million per year.

Employee retention is when managers know how to put employees in the right roles and give them suitable projects to keep them engaged, productive, and want to work for the company and the manager.

The benefits of employee retention are:

Increased employee satisfaction
Better employee morale
Increased performance and productivity
Improved work quality
Increased return on your investment (ROI)

Conversely, the price of replacing an employee includes recruitment costs, training, lower productivity, and a lower level of customer satisfaction.

In their book, Love ‘Em or Lose’ Em, authors Beverly Kaye and Sharon Jordan-Evans asked over 18,000 employees why they stayed with their organizations. The result was a bestselling employee retention guide that provides valuable insight into employees’ top non-financial reasons for
staying.

In a Gallup survey, over 50 percent of exiting employees said that in the three months before they left, neither their manager nor any other leader spoke with them about their job satisfaction or future with the organization.

Most employees agree that what they want is exciting, challenging, or meaningful work. Although we all can’t have jobs as exciting as being an astronaut, here are five ways to improve your employee recruiting practices and increase the retention of employees in your business.

1. Form teams.

While in teams, workers learn more, have more variety in their work, and perform much better with follow-up tasks. Teams are great for keeping active engagements and encouraging more accountability. It is a win-win for everyone.

2. Challenge Employees with New Assignments.

New responsibilities can help your employees feel valued. Show your employees you trust them by giving them responsibilities that allow them
to grow.

3. Seek Employee Feedback.

Employees want more than an annual review. Furthermore, employees want to know about their performance, and if you provide them with continual feedback, their work will improve considerably.

4. Recognize Quality Work.

The rewards you give your employees should speak to their emotional needs and should go beyond their monetary compensation. Recognition contributes to the positive culture of the company and can be a great morale builder.

5. Provide Your Employees with Learning Opportunities.

German law provides a Bildungsurlaub, five days off annually to participate in an approved training course. Although not many countries have a law like this, the idea of enriching a job via a learning experience will keep your employees educated and interested.

Finally, communication is key to a great workplace. When your employees feel that they can come to you with ideas, questions, and concerns, this leads to a positive environment.

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.

August 27, 2021 by Amy Shanks Leave a Comment

Hot IT Jobs In the Legal Industry

Although the COVID-19 pandemic has caused some instability and uncertainty for the workforce, the legal tech professional’s market continues to grow. According to legal tech news, companies and law firms are back to hiring legal technologists with the regularity and ferocity seen before the pandemic. It is anticipated that the demand for legal tech professionals will remain high due to the specific challenges of the pandemic.

Law firms are fully aware of how technology shapes law and the legal process. In response to the pandemic, law firms have had to become increasingly digital. In 2021, technology began transforming the legal industry at lightning speed. Some experts believe technology will innovate the entire law practice before the decade’s end. Here are a few of the current law office technology trends:

Seamless communication and document automation – Law firms want to ensure that they are reachable and that their clients can sign documents electronically.
Cybersecurity – As more work transitions to an online or virtual format, law firms will have to take a more active role in the security of their firms’ and their clients’ confidential information.
Capturing data – Law firm want to capture more data and to have it be in a format that will transfer into more profit.
Integration of cloud-based platforms – Implementing systems that help facilitate efficiency such as client portals.
Digital interfaces from courts and government agencies – virtual filing, virtual conferences with judges and virtual trials.

If you are in the legal technology industry or work in a law firm’s tech department, the following are some useful pointers to advance your career.

Stay Current

Due to the rapid advancements in technology, those in the legal industry need to stay current. You can do this by following tech news and looking at legal blogs for updates as well as attending relevant seminars, webinars, and workshops.

Stay on Track

The legal tech industry is yet to have a clearly defined career path. However, by remaining aware of opportunities you can advance your career. Do not be afraid to ask your colleagues about the current trends in technology. Keep in contact with IT recruiters, and network in order to stay on track with your goals.

Be Passionate about Your Career.

You don’t have to know everything to be successful. For example, you don’t have to get a software degree to work in legal tech. What helps is if you are passionate about your career and willing to learn.

If you have the technological tools to solve the client’s issues while understanding the client’s legal needs, you will excel in this market.

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 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.

July 30, 2021 by Amy Shanks Leave a Comment

Five Reasons Why Employees Quit

Employee burnout is the number one reason, employees leave employment.

Turnover is expensive. According to statistics, it cost employers three times a person’s salary for each replaced employee. The reasons why good employees quit are similar in robust economies as well as weak ones.

An article on NBC’s website revealed that a 95 percent of all employees were considering finding a new job and 92 percent would consider switching industries for a new position. The top reason for leaving was employee burnout. Although better pay packets and loftier job titles account for many resignation letters, there are other reasons why employees leave. Employees also quit because they seek recognition, opportunities for growth, and better benefits. Beyond these factors though, research into employee turnover has unearthed a host of additional subtle and emotional factors that determine whether employees become job seekers.

Here are five reasons why employees quit and employers can do about it:

1. Poor Team Compatibility

Many hiring managers place too much emphasis on the technical requirements of a job and not enough on the applicant’s “soft skills.” The result is that too often, they hire for skills and fire someone because of incompatibility.

The keys to battling turnover are culture, compatibility, and mission. A great way to increase retention is to benchmark top performers using a personality survey to assess how you can emulate their “chemistry and fit” within your firm.

2. Lack of Appreciation

It’s important to remember that most people don’t quit their companies, they quit their boss. Strong words? Perhaps. But before you ask your next achiever, “what have you done for me today?”, make sure you give praise. Employees want to be recognized for their efforts and thrive on being appreciated. There are many ways to recognize employees.

3. Advancement & Personal Growth

In today’s fast-moving environment, employees want to learn and be challenged. Companies that offer multiple options for employees to learn new technologies and techniques gain a competitive edge. Most employees are interested in “sharpening their saw” through training, personal development, learning new tips and strategies. When you provide these opportunities, you are giving your employees a fresh outlook on organizing and approaching their day-to-day tasks. Seventy percent of 2,000 millennials surveyed said they would quit a job if it lacked high performing and fast technology.

4. Show More Empathy

A 2021 study by Business Solver showed that 92 percent of employees would be more likely to remain at their job if their bosses showed more empathy.

5. Compensation

Why isn’t money at the top of this list? Because “show me the money” isn’t all that it’s cracked up to be. Money is seldom the driving issue assuming that you are paying a competitive wage. Instead, when items 1-3 are missing in an employee’s job satisfaction, then compensation becomes an added reason to leave.

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. SRS has been matching top companies with top talent in the Gulf Region for more than a decade. Furthermore, 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.

December 20, 2020 by Amy Shanks Leave a Comment

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.

September 15, 2020 by Amy Shanks Leave a Comment

TELL YOUR RECRUITER THE TRUTH – Transparency is Key to Finding the Right Job at the Right Pay

Recruiters are like good therapists, they should know the truth. If you are thinking of changing jobs, you need to share your full job history with your legal or IT recruiter. The more they know, the more they will be able to help you find your dream job.

Recruiters should know:

1. Recruiters should know about all your prior jobs, even the ones not listed on your resume

Did you know that 78 percent of job seekers lie on their resume! For the most part, this applies to positions post-college. You should reveal every position you’ve held, even if for a short time. At best, you will appear to be a well-rounded candidate who has the ability to work in a variety of roles. At worst, it avoids the possibility of leaving something in your work history that may come back later to haunt you.

2. Tell your Recruiter the truth about why you are leaving your current job

Employers will always want the answer to this question. Tell your recruiter the truth about the circumstances that led you to consider changing jobs. If you choose not to share the “real” reason at your interview, your recruiter can help you answer the question in a way that puts you in your best light. It may help to make a list of pros and cons regarding your current job: what are the positives and what are the negatives? This information is invaluable in your recruiter’s hands for assisting you in finding the best job for you. He or she will help you avoid toxic environments that pushed you to move on from your current job in the first place.

3. Recruiters need to know what salary you have in mind

Advocate for yourself in terms of salary. If you have a minimum salary requirement, tell your recruiter! Not only will this help you find a job with the right compensation it will also save everyone time. Once you let your recruiter know what you want, the prospective positions can be narrowed down to find the best fit for you.

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.