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NOW IS THE BEST TIME TO MAKE YOUR LEGAL CAREER MOVE

If you are looking for a job change, now is the best time!

As the saying goes, “timing is everything”. While there may be a lot of competition, the volume of interest on the employer side has consistently been higher than the number of people looking for work. Translated, that means right now, it is a great time to make your legal career move.

Why The Best Time to Seek Employment is Early January to April?  

Twice as much hiring goes on at law firms and corporate counsel departments from January to April than at any other time of the year due to:

  • January’s new hiring budgets
  • In December, hiring and firing decisions are finalized.
  • For lawyers and partners who considered a career move last year waiting for their end-of-year bonuses before searching

The Second-Best Time for a Career Move 

August to October is also a great time to make a career move, as staff members have completed their fall vacations, and the summer internships have ended.

Here are a few things to give you the competitive edge:

  1. Stay Current

Stay up to date with what’s happening in your industry so you will be ready when a new position is available. Consider how a particular practice area may be affected by current events. For example, when if there is a oil spil or class action against a major corporation (big pharma), the firms that land the case, will be looking for experienced litigators.

  1. Economic Growth

Another driving force within a given geographic area is how well the economy performs. Some practice areas, such as real estate, experienced rapid economic growth in the past 2 to 3 years.

There Are No Lack of Jobs in the Legal Industry

The 2021 Leopard State of the Industry Report reveals that the legal industry is hyper-competitive and shows no signs of slowing down in 2022. Firms have pulled out all the stops to attract the top-level talent they need. From raising salaries to offering signing bonuses to paying off law school loans to allowing lawyers to work remotely for the first time and hiring lawyers to work in cities where they did not have offices, firms were forced to step outside of their comfort zones to meet their hiring needs.

Remember that finding the right job for you may take some time. Not every job you apply for will be right for you. If you receive a job offer and are unsure, carefully consider your next move. The career that fits you is waiting for you.

Good Legal Recruiters Place Candidates Full-time, All Year Long

Timing and qualifications trump time of year for talented attorneys seeking a career change. Several other market forces also influence hiring if you’re a potential employer. Good legal recruiters grasp these trends and work as advisors whenever career advancement openings become available. Local recruiters have insider information, networking contacts, and candidate-vetting capabilities to serve the interests of all parties involved better.

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 focus is on building a long-term relationship 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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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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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.

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. Furthermore, 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.

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HOT IT JOBS IN THE LEGAL INDUSTRY

Strategic Recruitment SolutionsAlthough 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:

  1. Seamless communication and document automation – Law firms want to ensure that they are reachable and that their clients can sign documents electronically.
  2. 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.
  3. Capturing data – Law firm want to capture more data and to have it be in a format that will transfer into more profit.
  4. Integration of cloud-based platforms – Implementing systems that help facilitate efficiency such as client portals.
  5. 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.

 

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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.