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Home » New Orleans legal hiring

New Orleans legal hiring

July 3, 2022 by Amy Shanks

AVOIDING THE EMPLOYEE ENGAGEMENT TRAP

Steering recruits away from potential job misery is one way to avoid the employee engagement trap.


We’ve learned several lessons about healthy work culture due to the pandemic’s effects on the workplace. One of the issues that continue to worsen is employee engagement. Accordingly, a recent Gallup poll reports a pattern of declining engagement, with only 32% of full and part-time employees reporting themselves as “engaged.” 17% of those polled described themselves as “actively disengaged.”

The “engagement trap” is sprung over the first five years of employment, with research from Leadership IQ reporting that the percentage of highly engaged employees at an organization can drop from 37% to 22%. Also, the percentage of actively disengaged employees often doubles in that time.

Recruiters would prefer that their candidates retain their positive attitude when entering a new role. With these statistics in mind, here are a few suggestions for both recruiters and employers regarding the employee engagement trap.

Identify the Problem: Consider the “Three Factors for Job Misery”

Patrick M. Lencioni’s book, “The Truth About Employee Engagement: A Fable About Addressing the Three Root Causes of Job Misery,” identifies three factors that cause job misery.

First is anonymity, where an employee feels invisible and underappreciated. Second is irrelevance, defined as “not seeing the connection between their work and the satisfaction of another person or group of people.” Finally, Lencioni names a factor he coined himself “immeasurement,” or lacking the ability to measure one’s progress.

Lencioni advises employers to start by taking a personal interest in their employees as people. For instance, most employees see a bump in self-fulfillment by feeling “known” to their employer.  To illustrate, employees don’t feel anonymous when an employer recognizes birthdays, remembers news about their families, and validates their hobbies.

Additionally, reminders that employees are serving others and not only themselves present opportunities for workers to regain touch. When people see their work’s effects, they’re less likely to feel “irrelevant.” Moreover, every employee should be able to answer, “Who am I helping and how am I helping?” As an employer, you can offer them a foundation to arrive at that answer.

Revisit Past Recruits

The candidates you helped through the hiring process years ago are an invaluable resource for disarming the employee engagement trap for incoming candidates. For instance, ask them about their frustrations, what motivated and discouraged them, and ask them to describe what about their job didn’t live up to the expectations they had during recruitment. Afterward, when you have this research, apply it to realistically shaping incoming recruits’ expectations.

Furthermore, you might also want to look at your recruiting data. What’s the state of your referrals? If you find that referrals from employees are at an all-time low, this may be a sign that employees are feeling so underappreciated that they wouldn’t wish their job on anyone and refuse to refer someone.

Once you’ve located the problem areas with employee engagement, you can persuade management to participate in dedicated employee engagement initiatives. In a word, dissatisfied employees cost far more money and time than investing in a healthy, engaged workforce.

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 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.

Filed Under: General Recruiting, Workplace Satisfaction Tagged With: Amy Shanks, employee engagement, it career, legal career, legal recruiting, legal tech, new orleans legal, New Orleans legal hiring, tech hiring, Tech jobs

June 25, 2022 by Amy Shanks

3 TECH TRENDS AFFECTING 2022 AND BEYOND

The legal profession leads the way in some of the first implementations of new technologies.

Our dependence on technology has made big changes in the legal industry. Whether an increase in automated tasks, the growing field of artificial intelligence, or the need for better cybersecurity, we expect these tech trends to affect legal firms’ workflow and reputation moving forward. For example, a shift toward higher “tech literacy” will send signals to your clients and potential clients about who can best serve their needs.

Stay current with technology by watching these tech trends:

Automated Tasks

Since lawyers will always be around, documents are here to stay. In fact, that’s how automation began to take over in the law business. Also, it’s created more jobs with eFiling, eDiscovery, and more. In 2017, researchers from the Mckinsey Global Institute stated that 23 percent of lawyers’ tasks could be automated.

Robotic Process Automation (RPA) is a technology that assists a user to send emails, automate logins, prepare documents, and copy data from document scans. Those that support RPA technology claim that firms can save somewhere between 30-40% of their time with automation. Because of the time saved, use of RPA in the legal sector is expected to rise in the coming years.

Artificial Intelligence (AI)

More than half of all legal work done in-house is repetitive and easily repeated by a program. Allowing artificial intelligence to manage data and perform document analysis is the way of the future. It’s cost-effective in lowering the number of human mistakes and time dedicated to those tasks. As standard data storage increases, AI programs will index file volumes and streamline data management. Plan for an increase in your firm’s need for Tech-savvy employees who know how to work with AI to your advantage.

Cybersecurity

The amount of information that moves through an office network has reached critical mass. Since firms handle sensitive client and corporate data, there is always the risk of a network breach by profiteers. Attackers can pull off ransomware attacks with few resources. Due to this threat, it’s no surprise that network security, response plans, and crisis management have seen renewed attention. 

By providing dedicated resources to privacy and data protection, the firm protects clients’ rights. Also, a firm that cherishes privacy boosts its reputation. Make sure to include IT professionals in your personnel plan that know how to keep your legal software up to date. Even if you hire out cybersecurity, you will still need employees able to communicate with your cybersecurity company to keep your firm running seamlessly.

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 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.

 

Filed Under: Career, General Recruiting, IT Jobs, Work Culture Tagged With: Amy Shanks, legal career, legal recruiting, legal tech, new orleans legal, New Orleans legal hiring, Tech jobs, tech trends

May 9, 2022 by Amy Shanks

HOW TO HIRE THE BEST CANDIDATES IN A LEGAL COMPETITIVE MARKET

Strategic Recruitment Solutions
Two tips to hire the best hire candidates

As discussed in our recent posts, market trends for the legal and IT sectors have transformed due to the pandemic. Despite job availability decreasing in some areas, Above the Law reports that the legal job market “is hotter than ever – with companies expanding and hiring at massive levels.” However, even with a hot market and more potential candidates than positions, some firms are reverting to their outdated and unproductive pre-COVID hiring practices, leaving roles empty that could otherwise be filled.

 Want to avoid becoming obsolete as an employer in this brave new market?  Here are two important things to consider:

  1. Remain Candidate-Focused

Here’s the hard truth: It’s no longer about you. Your firm’s reputation is not the sole incentive for a prospective hire. You should start asking what you can offer the candidate, not the other way around. Ask yourself, what does your staff want: Bonuses? Perks? Child Care? Of course, they do. If you’re not offering an enticing hiring package, then the expectation of luring in star talent is nothing less than a wish, and an empty one, at that.

Common mistakes to avoid are all about communication: You’re not responding to candidates after they send a resume, or you refuse to follow up with an interviewee about their status or rejection. Trust us, the word will get out about your application and interview process, and you will continue to lose out on the rock star candidates in the future.

  1. Your Lack of Engagement Will Hurt Your Chances for Hire

Your staffing organization works very hard for you, but all that effort is wasted if a lack of engagement with your agency costs you candidates. You’re busy, and we understand that. At the same time, taking longer than a week in the search process is pretty much guaranteed to make a candidate lose interest in today’s market. When jobs close, be sure you’re letting your agency know. Otherwise, it’s time and money down the drain.

At the end of the day, agencies like Strategic Recruitment Solutions (SRS), follow your firm’s directives, it’s easier for job seekers to choose another firm that will communicate with them quickly and consistently. After all, what works for our business works for your business.

At SRS, 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.

Filed Under: Employment News, General Recruiting, Human Resources, Work Culture Tagged With: Amy Shanks, hiring legal candidates, legal recruiting, New Orleans legal hiring

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