Recruitment Challenges in the Legal Sector
A recent PwC report discusses the law firm of the future and how the real winners will be those who best respond to the changing needs of clients. It states that firms will need to be more diverse in terms of the business model by bringing in additional services such as consulting, forensics and risk to support their overall offering and will need to consider ways to become more efficient whilst embracing technology.
Whilst this may not impact every firm it will impact those that are focused on international growth or those that have clients with such aspirations. The unpredictable impact that Brexit will have has not yet been fully identified and many firms, including those in the legal sector, are uncertain about what the future may hold. They will need to consider how they can remain competitive whilst continuing to retain and recruit top talent for their business.
Recruitment challenges through the years
The competitive and recruitment landscape for organisations has changed over time and many sectors, including law firms, have had to adapt and change with it.
New compliance requirements, changes in regulation, progress and advancements in innovation and technology have created the very efficient law firms of today, all requiring high calibre candidates to remain operational and effective for their clients. Traditional methods of recruiting candidates have proven challenging and have become outdated such as newspaper listings and local employment office advertising. Perhaps now seen as archaic but they did prove to work in the past.
The market is buoyant and the challenge in legal recruitment is deemed to be a skills shortage.
What are the factors supporting effective recruitment strategies?
Online
We are in a world where online has taken precedent and candidates are researching firms before they are even considering applying for roles. The internet makes it easier to connect. Employers recognise this and are putting focus and energy into maximising their online presence to interact and engage with potential pools of talent.
Recruiters also actively use online platforms to reach out to these wider pools of candidates – with no restrictive geographical boundaries to face the reach through online channels can be enormous to attract talent.
Globalisation
For law firms that have an international presence or domestic firms that have a client base with offices outside the UK overseas hiring is happening more than ever. The ability to expand in new locations or to encourage trainees or solicitors from abroad means that law firms and their recruitment teams (in-house or outsourced) now have a wider choice of candidates. The obvious challenge is then how to attract them to your firm.
Technology
Technology has transformed the way we do business. Traditionally hard-copy CVs were sent in the post to be reviewed by the recruiter or HR manager. The internet is now the channel of choice for candidates to review available opportunities and submit their CV online making the process timely and cost-effective. Sophisticated tools can scan and categorise CVS and identify skill sets and experience at the touch of a button.
Impact of Brand and Company Culture
Today many employers are recognising that their brand and company culture is key to attracting talent. Candidates have become more selective about the companies they want to work for – for some it may be the company’s commitment to being socially responsible, development and career opportunities, work-life balance, a connection with the company values etc. Companies must, therefore, market themselves to potential candidates in a similar way they would to their customers. They must raise awareness of their brand and promote the company culture and values to help reinforce the message that their company is a great place to work. This can then offer future loyalty and retention as candidates start to develop an emotional connection with the firm.
Diversity
Traditional methods of recruiting legal staff from certain universities or gender are no longer the practice. Legal firms are becoming more diverse and the Solicitors Regulation Authority evidences a positive shift towards equilibrium in their 2017 report on Diversity in the Legal Sector. This has widened the talent pool allowing for greater dynamics, innovation and creativity in the workplace.
In Summary
Taking into account the factors above, a strong employer brand can offer a competitive advantage to a firm to attract and retain the very best talent for their business. By also incorporating cultural fit throughout the process the mutual and long-term benefits are tangible for both employer and future employee.
Testimonial from a Legal Firm
‘At Star Legal, we are always looking at ways to enhance our business to enable us to recruit the best talent possible. We have always found Alexander Mae to be very approachable yet professional and would not hesitate to recommend them to other organisations looking for a dependable recruitment partner.’
At Alexander Mae, we are focused on recruiting the highest calibre of candidates for our clients and working with our candidates to ensure each person is placed in the right role. If you are a legal firm considering recruiting and need a recruitment partner that fully understands your sector inside and out and has a pool of fantastic candidates please click here to find out more, email [email protected] or ph: 0117 9055035.
