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NEW HIRE OR RETURNING TO WORK? HERE ARE 3 WAYS TO COMMAND RESPECT IN A LAW FIRM

 

New hire or returning to work? Gain confidence with these 3 Tips!

 

Has there ever been a stranger time at law firms than the past 18 months? We all know the pandemic changed everything. As legal professionals return to work and everything returns to “normal,” you may feel like you are starting all over. Whether you are returning to the office after a prolonged leave or you are a new hire, you may wonder, “How do I get the respect I deserve?”

Here are some tips for gaining confidence:

Trust Yourself

This is valuable advice for legal professionals at any career stage, especially when starting a new job. Trust comes from knowing what you are doing. Arrogance comes from wanting people to think you know what you’re doing when you’re don’t. Your new employer knows this, so keep your ego in check and be patient while you learn about your work culture and any new skills.

Observe

Everyone’s patience ran thin during the pandemic. With that in mind, observe others’ genuine needs and be yourself. You may have good legal training but may need to learn a new area of law. With that in mind, take time to observe and understand what’s happening around you. Diligent observation can benefit you and your new employer as you can learn how to navigate your new job or new role.

Keep Up with Tech 

IT knowledge has become necessary due to the unique demands of the pandemic. Regardless of your experience in the legal profession, you will be expected to be aware of any new technology that may impact your area of law. As legal technology constantly evolves, keeping up to date will help you earn respect at your new job and prepare you for technological challenges.

Strategic Recruitment Solutions has matched top companies with top talent in the Gulf Region for over a decade. Moreover, we focus 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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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. 

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CONTINUING EDUCATION WILL HELP YOU SECURE YOUR NEXT LEGAL OR IT JOB

 

Continuing Legal Education is a chess move in your favor.

To remain at the top of your field as a paralegal or IT team member, you must keep your skills current. In addition to keeping up with any changes in statutes and case law, paralegals should stay on top of changes that will affect their ability to do their jobs efficiently. Both paralegals and IT employees should remain tech-savvy and current with document management improvements, trial techniques, and court rules. 

As a paralegal or IT professional, taking continuing education courses is an excellent way to stay on top of changes in the law and advances in the legal field. 

Here are the top 3 benefits of continued education:

  •  Increased value to the firm. Increasing your knowledge, building additional skills, and strengthening your current skills will make you invaluable to your law firm. In the long run, staying on top of your game may also lead to a raise or promotion.
  • Better performance. As you gain confidence by learning how better to perform your job, you will be able to handle more tasks. Your new techniques and skills will make you more productive and efficient.
  • Advanced communication skills. Paralegals often are the “go-between” for all parties involved in a case (attorneys, clients, courts, experts, witnesses). IT personnel are usually solving multiple problems at once under highly stressful situations. Successful law firms are built on great communicators!

Paralegals and IT team members who regularly attend continuing education courses are more marketable and have more opportunities for career growth. Not only does learning more help you to be an asset to your law firm, but it will also open the door for your career growth. Remember to update your resumes annually with your completed continuing education credits. 

Top IT Skills

 In February of this year, Team BRYTER wrote that in-house legal technology budgets will grow 200% by 2025. As these departments become increasingly dependent on technology to keep up the pace, IT specialists and tech-savvy legal professionals will most likely skyrocket.

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. 

What Recruiters are Looking For 

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. Updating your skill set in these areas will raise your chances of success in the face of future tech innovations and a changing work environment. 

Recruiters look for candidates with experience using legal research products such as Westlaw and LexisNexis. Potential employers may also expect proficiency in client software suites such as Google Workspace and Office 365. In addition, if you know law practice management software such as Clio and PracticePanther, you may gain an edge over your competition.

At Strategic Recruitment Solutions, we have matched top companies with top talent in the Gulf Region for over 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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HOW TO PREVENT IMPOSTER SYNDROME IN YOUR LAW FIRM

Imposter Syndrome
Professionals in highly stressed occupations are more likely to experience imposter syndrome

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.

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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.

  1. 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.

  1. 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.

  1. 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.

  1. 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.

  1. 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.

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.