Young attorneys considering a career path in the legal sector should evaluate the pros and cons of in-house vs. BigLaw. BigLaw attorney positions offer higher compensation and a wide scope of career options. They, however, have poor work-life balance and expose legal professionals to the stress of billable hours. In-house lawyer jobs offer a favorable work-life balance and better career advancement opportunities without the stress of billable hours. They, however, provide lower salaries and benefits.
At Astor Professional Search, we provide personalized talent search and placement services in the legal sector. The services we offer are grounded in a client-first approach. We’ll get to know you, your career, and your aspirations. Call us at (312) 781-9000 to schedule an appointment and learn more about how we can help you.
The work environment and culture will influence your experience as a young lawyer in the legal sector. So, do your due diligence to find out how in-house legal jobs differ from large law firms.
Top firms offer a range of young attorney career options. They tend to handle more complicated, high-stakes cases for big corporations. The associates at each level work on different legal areas. This exposure allows them to gain access to valuable legal resources and libraries. You can acquire new legal knowledge and case development skills. The downside is that huge caseloads and paperwork translate to tight work schedules with long working hours.
Additionally, the top management in these BigLaw entities set strict deadlines and high billable hourly rates. Attorneys feel the pressure to meet these deadlines. As a result, managing their time and meeting deadlines becomes a big challenge. In such a working environment, it’s easy to get stressed and fatigued, leading to burnout.
The number of attorneys switching from top-tier firms to in-house legal roles has been increasing in recent years. Unlike law firms, in-house positions provide a more supportive work environment. They also offer a more collaborative culture and career advancement opportunities.
In a large firm, it’s easy for a young attorney to feel undervalued. Their efforts often go unnoticed. In an in-house group, lawyers enjoy autonomy. The lead attorneys and partners trust them to have meaningful interactions with clients. Attorneys handle greater responsibilities early in their careers. Thus, they gain much-needed hands-on experience for professional growth.
The smaller organizational structure in in-house groups alleviates organizational hierarchies and red tape. Thus, they are more responsive to market trends and ever-changing client needs. Such a dynamic and responsive group is more inclined to accommodate younger lawyers’ ideas and professional input. An in-house role can be a great option for young attorneys who value innovation.
There’s a disparity in the salary levels for in-house vs. BigLaw lawyers. Large firms provide higher salaries and benefits. Young attorneys in these firms can expect annual salary increases ranging from 5% to 20%. However, you’ll have to win over fierce competition to be worthy of an increase.
If you value the career growth opportunities associated with in-house legal positions, you may have to settle for lower salaries and benefit packages. Unlike the bigger firms, these positions operate on smaller budgets.
There’s usually a lot of office politics and competition in larger firms. Young attorneys often have to navigate rigid and bureaucratic processes to carve out their niche. You may find specialist departments or “small firms” within a larger firm. Each small firm has to compete with other departments within the same firm. Considering the fierce competition and “invisibility,” it can be difficult to climb up the career ladder in a BigLaw firm.
In-house lawyers have better career advancement opportunities than their counterparts at BigLaw. In-house corporations offer attorneys achievable requirements to acquire equity partnerships. They appreciate attorneys’ contributions to the company’s success. They create transparent partnership models. Lawyers who achieve excellence through merit have a chance to become legal partners.
Achieving attorney work-life balance was a struggle in the pre-pandemic era. The COVID-19 pandemic, however, changed the legal industry status quo. A firm must now restructure its organization, working hours, and recruitment process for lawyers. Young lawyers should consider the following factors to balance their work-life expectations:
Working in a law firm with a consistent flow of cases provides the opportunity to gain experience. That said, it’s crucial to evaluate the firm’s caseloads based on the available workforce. A big law firm that handles cases from wide-ranging practice areas might not be the right choice if you are seeking work-life balance. This is especially true if the firm is understaffed. Low staffing means associates work longer hours to meet deadlines.
A firm handling cases in one or two legal areas is likely to offer a better work-life balance. A focus on specific practice areas demonstrates the firm’s discriminating nature in choosing the cases to take. Such firms hire the types of lawyers that are in demand in the specific legal areas they operate.
To find work-life balance, you should assess a firm’s workplace flexibility. Remote and hybrid work setups prevent burnout. However, post-COVID-19 workforce analysis indicates that flexible setups aren’t the remedy. Without proper strategies to promote balance, lawyers may find themselves working harder at home than in the office.
Finding a firm that offers a better work-life balance isn’t straightforward. You must do your due diligence and focus on finding a firm with a favorable work and staffing pattern hinged on a strong value proposition. Legal recruiters with years of experience working with small, medium, and large firms can save you from the hassles of finding a firm that suits your unique needs.
Deployment of tech solutions to create work-life balance for associates is a necessity for all firms. Legal tech tools have streamlined workflows. They enable attorneys to automate various tasks, cutting down time, costs, and errors. However, a 2021 report revealed that law firms are not fully using the tech solutions they have already implemented.
Experienced legal recruiters at Astor Professional Search can provide the advice and support you need to make an informed decision when considering In-house vs. BigLaw counsel roles. We can also match you with the right law firm or company. Contact us to schedule an appointment.
Before leaving your law firm, you must first review and address legal agreements you entered. You must also notify the firm and your clients of your impending move. Burning bridges may ruin your career prospects. This is because an unethical exit tarnishes your reputation.
As a lawyer, you have fiduciary duties to clients and other associates in your law firm. Safeguarding client files and confidentiality during the move is critical. It builds your integrity, professionalism, and client loyalty. It’s also crucial to consult a legal recruiter before leaving. An experienced recruiter will provide you with valuable guidance and support for a hassle-free move.
At Astor Professional Search, we have a team of skilled legal recruiters consisting of former attorneys. We understand the profiles and work patterns of leading firms. We also know how crucial a lateral move can be to your career advancement. Our recruiters will try to understand you and your career goals to advise you on the best way to leave your law firm. Call us at (312) 781-9000 for more information on how we can help you.
The legal industry is still experiencing the ripple effects of the pandemic-era Great Resignation. Changes in work and power dynamics influenced many legal associates to rethink their careers. Legal professionals moving to a new law firm must strive to do it the right way.
As an attorney, you have fiduciary obligations to your fellow associates and clients. You must ensure that your contractual obligations to the firm and duties to clients are well organized before resigning from your law firm.
Here are some actionable tips for leaving your law firm without burning bridges:
Review agreements you might’ve entered while serving in your firm. That may include partnership, shareholder, and employment contracts. Carefully inspect agreements with clauses that may be affected by a departure. Some clauses of interest include notice timelines, shareholder buy-out requirements, non-vested retirement benefits, and financial implications. Handling these issues before departing averts many legal problems in the future.
Retaining top legal talent is a struggle for many firms, but leaving without informing the relevant parties is unprofessional and unethical. Based on the Rules of Professional Conduct, you should inform your firm of an impending departure. Additionally, you and your firm must notify the clients of an impending change in their legal representation. The notice must be timely and sufficient to enable a smooth transition regarding client issues, such as:
Legal practice rules require legal practitioners to maintain client confidentiality. In other words, you have a legal obligation to conceal all client information related to an active representation. You must remain loyal to clients and address conflicts of interest, even during your transition to a new firm.
ABA guidelines permit lawyers to disclose limited information about a client only if it resolves conflicts of interest arising from the move. The client information provided must not violate the attorney-client privilege. That information should include only the client identity, a summary of the legal matter, and whether the case is active or closed.
You must adhere to client confidentiality rules even in your new position. You must not share your clients’ information with your new colleagues unless you obtain written consent from the client.
In your position as a legal associate, you may experience signs that it’s time to start searching for a new law firm position. These signs include limited growth opportunities or a negative change in company culture. Whatever your reason for wanting a lateral move, it’s crucial to consult professional legal recruiters. Consulting a legal recruiter before leaving your law firm can help you in the following ways:
A legal recruiter understands the importance of moving without burning bridges. Most recruiters are former attorneys who have been in your shoes. They have experience in making a clean transition from one legal position to another.
A recruiter’s guidance can be of value, especially when handling the ethical and legal aspects of the move. The recruiter can guide you through the move and steps to take, including when to communicate the impending departure to clients. Furthermore, you’ll get guidance on how to solicit clients and what you can carry with you from your firm.
The legal market is constantly changing. Navigating this market in search of employment and growth opportunities can be tough. Legal recruiters can help you secure your dream position because they are market insiders with an extensive network. They are up-to-date with emerging trends, the top firms that are recruiting, and the in-demand skills. A seasoned recruiter can offer you valuable information that can aid your transition to a new legal role.
Legal recruiters also have access to opportunities that aren’t often available to the public. Most leading law firms prefer recruiting discreetly. Vacant positions in these firms aren’t always advertised publicly. Established recruiters have access to these positions and can match you with the right firm. That gives you a competitive edge at a time when law firms are struggling to find qualified associates.
Astor Professional Search is your go-to legal placement agency if you are considering leaving your law firm. We know that building a flourishing legal career requires alignment of personal and career profiles. Our focus is to know you and your career prospects to provide personalized legal placement services. We’ll leverage our experience and industry knowledge to help you make a clean move. Contact us to request an initial consultation with one of our reputable legal placement professionals.
It’s time to make a lateral move when you experience dissatisfaction in your current legal position. Signs you’re ready for a new legal role include feeling unengaged, needing a better work-life balance, and limited professional development opportunities. The ability to discern these signs can help you tell whether you need a move or you’re just experiencing the occasional tough times at work.
Advancing in the legal field requires careful evaluation of career goals. You must also develop an effective career plan. Moving to a new legal firm is not an easy task. Fortunately, you can make the transition less daunting by implementing the right tips and working closely with professional legal recruiters.
At Astor Professional Search, we take the time to understand your career goals. Our legal recruiters then match you with a firm that can help you grow. Call us at (312) 781-9000 to find out how we can help you secure a new legal role.
A growth-oriented legal professional endures experiences that trigger the desire to make a lateral move. These experiences include poor work-life balance and limited career development opportunities. Those are the factors contributing to the rebound in the lateral hiring market. In fact, the national lateral hiring increased by almost 25% in 2024.
“Is it time to start looking for a new law firm position?” That’s a question legal recruiters often get from many attorneys. Here are the top signs you’re ready for a new legal role:
A change in your firm’s working culture may make you consider a new legal position. The company’s goals evolve, new leadership emerges, and team dynamics change. But not all change aligns with our values and goals.
The firm that used to value you as an important team member now treats you as a mere fee earner. It overloads you with case files. Perhaps your firm has shifted from upholding a collaborative ethos to a competitive work culture. If you feel like your firm’s culture doesn’t align with your values, it’s time for a legal career change.
Your advancement in the legal sector depends on your firm’s steady growth. So, your firm must adapt to the ever-changing market demands. Your learning opportunities tend to become limited when there’s a downtrend in your firm’s client base or new cases. As a forward-thinking attorney, you need a progressive work environment. If you’re itching for growth, but your current firm doesn’t offer the opportunities, consider moving to another law firm.
Your firm may still not see your potential to make a mark in your field, even after achieving high-level professionalism and technological proficiency. Instead of tasking you with high-profile cases, it leaves you to handle mundane tasks. That can leave you feeling dissatisfied with your job. It robs you of the opportunity to make a real impact.
Many firms out there would welcome associates with new ideas and high expertise in their practice areas. If you’re struggling to establish a niche in your current position, a career move would be timely.
In 2021, surveyed lawyers reported that they struggle with burnout in their work 52% of the time. Many lawyers feel like their current positions don’t afford them time to focus on their personal lives. The COVID-19 pandemic prompted many firms to invest in technologies that enable flexible working arrangements. Most firms have maintained the flexible work arrangement post-pandemic. So, consider moving to a new firm if you’re facing a mounting workload with no time to cater to your personal projects.
Evaluating your career goals helps you plan how to advance your legal practice. You must know why it’s important for lawyers to create a career plan. A career plan allows you to set a clear milestone to work toward. As a result, you strive to upgrade your legal skills and maintain a high focus. Consider the following tips when evaluating career goals:
Short-term goals are those goals you plan to reach within a year. They require no extensive planning. An example of a short-term goal is completing an advanced legal course to enhance your knowledge in your practice area.
Long-term goals are those milestones that take years to achieve. They require proper planning and sustained effort. You may have a long-term goal to become a legal partner. Short-term goals often allow you to achieve your long-term goals.
To attain a professional goal as a lawyer, you must know the skills and proficiency level required for each specific goal. For example, advanced legal research skills are instrumental in achieving thought leadership and legal innovation. You must also author authoritative legal articles and network with other thought leaders. Achieving excellence in client advocacy, on the other hand, requires knowledge of diverse legal frameworks and strong pro bono influence.
Transitioning into a new legal role involves assuming a new position with unique duties. You become a new employee in a new legal firm. Such a shift can be difficult. The following tips can help streamline your transition:
You must know “why” you’re making the move. Is it to have a better work-life balance or to have more learning opportunities? Knowing the reason for moving helps you make informed decisions. It also keeps you motivated.
A new legal role will often demand new legal know-how and skills. It’s best to enroll in a legal course and certifications tailored to your target legal position. That could help you easily settle into the new role.
It’s advisable to expand your network in your legal area. You can do that by finding other associates who can introduce you to resourceful insiders in your field. You can also network by attending legal conferences, actively participating in online forums, and engaging in social media groups.
Update your resume so that it focuses on highlighting the skills and experience aligned to your new career path. Focus on the achievements and abilities that indicate your competency and qualification for the new job. Additionally, create a solid online presence to connect with legal recruiters for help with career transitions.
Are you ready for a new legal role? Astor Professional Search can help you make the switch. We take a personalized approach with each candidate to understand his or her unique career goals. Our legal recruiters track the transition progress, providing a memorable experience for the recruiting firm and the candidate. Contact us to speak with one of our representatives.
Top firms evaluate talent beyond a candidate’s law school. They search for attorney candidates who’ve excelled in their classes despite attending second- or third-tier law schools. These lower-level learning institutions usually produce graduates with on-demand legal skills that appeal to legal recruiters more than a graduate degree from top-tier law schools.
At Astor Professional Search, our team of legal recruiters understands what top firms look for when hiring. We provide valuable resume advice and interview tips to inform your job search plan. Our job search professionals maintain ongoing communications even after resume submission, creating an excellent hiring experience for you and the recruiting firm. Call us at (312) 781-9000 to schedule an appointment.
The prestigious law school you attended may not automatically open doors in the legal job market. Many top firms are looking past candidates’ alma maters. Their focus has shifted to attorney talent evaluation, rather than the law school a candidate attended.
Top law firms seek law graduates who’ve outclassed their peers to achieve academic excellence. They believe that such candidates are ambitious, focused, and hardworking. It doesn’t matter if they went to second- or third-class law schools.
Law firms prefer experience over school prestige due to the following reasons:
Top students from top-tier law schools often disregard associate positions at lesser-known firms. Their Ivy League statuses guarantee them positions in the most prestigious firms. The law schools’ “brand recognition” enables them to negotiate with prestigious law firms to offer full-time positions to summer law interns regardless of their performance, skills, or excellence in their field.
Additionally, Ivy League law schools opted out of ranking against their competitors, eliminating the need for students to strive for higher performance. Students don’t work hard when they know that summer internships and full-time job offers await. In such an uncompetitive environment, students don’t get the legal skills needed to handle the real-world pressures in the employment market.
The curricula offered in prestigious law schools only prepare students to become honored civil servants in the country’s legal system. They educate them to become respected public figures, such as US Supreme Court Justices or international law analysts. Their courses teach political theories, international law, and capital punishment, which are crucial in equipping students with knowledge to occupy such offices.
However, many law firms prefer law graduates skilled in specific practice areas, including real estate law, tort law, criminal trials, and litigation. In less prestigious schools, students compete for high performance and excellence. They learn topics and skills relevant to legal practice areas. That appeals to many law firms.
The preference for Ivy League graduates has declined among legal employers. Firms value skills and competence more than Ivy League law degrees. Today, employers take candidates through skill-based law firm hiring criteria. Such an approach in recruiting enables them to hire top talents with practical experience and skills that will contribute to their firms’ growth.
The key areas legal employers check beyond candidates’ law degrees include:
If you’re a legal practitioner seeking a lateral move, a recruiting firm will be more interested in assessing your previous on-the-job training. This assessment helps the recruiter determine your skill level in undertaking your job description and duties. Whether you got your law degree from a prestigious school or a second-class institution isn’t important. Your level of training is the object of focus.
Gaining experience from a reputed law firm or an attorney with good credentials and a law background is an added advantage. Firms value training or experience gained outside a law firm, including:
You should critically think about the legal area you want to pursue. Your choice affects your employment and career development prospects.
Let’s assume you’ve worked as a corporate lawyer for three years. You now want to switch to litigation because it’s more interesting, enjoyable, and manageable. In such a case, it can be challenging to get employment as a litigator. It may mark the start of a declining legal career.
Litigation is one of the legal areas that requires a lot of business for one to thrive. Switching to a new practice area slows down your career. A recruiting firm won’t hire you because it deems your newcomer status a business risk. The chances of getting a job and staying employed in a top law firm are low.
The high attrition rate in the legal world is a challenge for law firms. Employers are looking for candidates who can work for them for many years. Some new associates appreciate their new positions, form warm work relationships, and become happy and productive. Others tend to leave after a few years of employment.
If you have a history of getting hired and staying with a firm for years, a recruiter views that as stability. You’re likely to be hired, especially if the employer intends to offer employee training and onboarding.
Many legal practitioners work in specific practice areas and earn a good reputation among other attorneys. For such popular lawyers, the law schools they attended are less important to employers. A stellar reputation shows that you’re a professional with an excellent work ethic and determination in your career.
A recruiting firm is likely to hire an attorney with a good reputation. With such a valuable addition to its workforce, the firm can leverage the attorney’s popularity in the legal community to further its goals. It’s not unusual to hear a prestigious firm hiring a lawyer from a second-tier law school after seeing the attorney’s vehemence and passion when driving motions and legal arguments in court.
In the competitive legal space, recruiting firms focus more on evaluating candidates’ skills than on the law schools they attended. Law graduates and associates can use a strong lawyer portfolio to showcase their career stories to employers. You can create an online portfolio that includes:
An online lawyer’s portfolio will increase your chances of getting noticed by hiring managers and legal recruiters.
The two most common lawyers’ portfolios include:
A law school graduate portfolio shows your academic credentials and achievements. A resume is a crucial feature in the portfolio. It informs employers of your professional background, legal skills, and academic history.
How you organize your resume can make or break your employment opportunities. Besides understanding what should appear on a lawyer’s resume, you must also know how to write a professional cover letter. Your law school graduate portfolio should also contain internship experience at various legal firms, legal writing samples, academic documents, and academic achievements, honors, or awards.
Creating a law school graduate portfolio is not enough. You must also know how to organize a job search after law school to stand out from other candidates in the job market.
This portfolio shows your career path and the skills you’ve acquired over time. It enables you to attract clients. It also makes it easy for you to make a lateral move. This type of portfolio is more important than your alma mater. It details your reputation, career stability, years of experience, and ability to stick to a legal position for a long time. Many law firms place more value on these factors than an Ivy League law degree.
A lawyer’s portfolio also includes a resume detailing your work experience and success rate in litigating cases. The resume must also include case summaries and key outcomes, career achievements, awards, and honors.
Besides a strong lawyer portfolio, effective networking for legal professionals is instrumental in securing your dream legal job or making a lateral move. Networking enables you to keep up with industry trends and identify opportunities. You can network with other associates, partners, or employers by engaging in online legal forums and attending conferences. You can also leverage social media to create your professional profile and connect with other legal professionals.
Are you a fresh law school graduate, seasoned attorney, or partner looking for an open position in a reputable law firm? Astor Professional Search is your trusted partner in your job search journey. We know a one-size-fits-all approach doesn’t work when helping candidates get their preferred placements. We take a personalized approach to match you with a firm where you can thrive. Contact us to learn more about our legal recruiting solutions.
Law firms struggle to find qualified associates because of high competition for top talents, an increasingly limited pool of qualified candidates, and a growing demand for legal professionals skilled in specific practice areas. Law schools have also contributed to the existing talent crisis. The curriculum and law courses offered by most law schools don’t prepare law students for the realities that await them in the legal sector. Consequently, potential hires fresh from law schools may lack the legal skills and qualifications to meet market demands.
Is your law firm struggling to find qualified associates? Astor Professional Search can alleviate the hassle of associate recruiting. We tailor our legal recruiting solutions to match your needs. Call us at (312) 781-9000 to speak with one of our experienced legal placement professionals.
The demand for legal services is high. Associate hiring is on the rebound after seeing an 11.5% decline in lateral hiring in 2022. Many legal entities are flooding employment markets searching for top lawyers. Thus, law firms must withstand stiff competition to find qualified attorney candidates to fill on-demand practice areas. Law firms face the following challenges when looking for qualified associates:
The skyrocketing demand for legal services has created a disparity in the supply and demand for skilled talent. New practice areas crop up all the time, and they all need placements. Thus, the current legal employment landscape is a candidates’ market.
Only firms that can appeal to the candidates’ wants and needs will secure top talent. This presents vast opportunities for candidates looking for first-time placements or those looking to make lateral moves to advance their careers.
The competition for top talent has compelled law firms to focus more on due diligence to know the qualities candidates possess before conducting interviews. Partners looking to join new firms should know the tips for partners considering a lateral move to improve their chances of securing their desired roles in reputed firms.
Do only large firms hire associate attorneys? Associate recruiting isn’t only limited to large legal firms. Even small and mid-sized entities hire associates, although their roles may differ. Regardless of size, law firms find it hard to identify the best candidates to fill vacancies in specific practice areas. The inability to find the “perfect” candidates and the mismatch between what candidates expect and what firms offer only exacerbates the situation.
For example, a legal recruiter may find a candidate with the right qualifications, but the candidate may not like the firm’s ethos or culture. Conversely, a candidate may prefer working in a firm because of the opportunities, but the firm may not hire that candidate because the skills don’t suit its long-term goals.
Candidates’ needs, expectations, and preferences have changed. The younger generation dominates the legal job market. Such candidates want careers with a work-life balance and career development opportunities. They prefer roles that give them a sense of purpose along with better financial compensation. Satisfying these expectations and needs while meeting the demands of the legal sector becomes a problem for a legal entity with a conservative culture.
Law schools are partly to blame for the legal skills crisis. There are increasing concerns about their failure to produce competent and skilled law graduates. But why aren’t law schools channeling out qualified graduates to fill the existing vacancies in the legal market?
According to a survey by LexisNexis, 95% of recruiting partners say that recently graduated law students lack the necessary practical skills during recruitment. Surprisingly, graduates also agree with the recruiting partners. Up to 87% of graduates feel the U.S. legal education system needs changes to prepare students to meet the industry’s demands.
The education provided is highly steeped in legal theories, ignoring the importance of equipping students with real-life professional skills that can help them advance their careers. Most law professors have little to no practical experience. They mainly concentrate on generating law review articles that only lawyers conversant with legal jargon can understand.
Such a curriculum doesn’t provide students with what they need to kick-start their careers. Some practical skills required by legal entities that law schools tend to overlook include:
The ineffective curriculum by law schools could explain why the legal practice is increasingly losing its appeal. The rate of law school applications has declined by 44.9% since the 2008 financial bubble.
The number of candidate attorneys with unsatisfactory LSAT scores is also increasing. That signals gaps in the education system because students aren’t knowledgeable enough to excel in state bar exams. The below-par performances make finding qualified associates a huge problem for law firms and corporate legal departments.
High lawyer turnover is a top concern among many legal entities. About 56% of law firms agree that they struggle to retain top talent, particularly in areas such as cybersecurity and operational efficiency. Law firms can’t fully shield themselves against the impacts of the ever-changing market dynamics. They can, however, keep up with the latest attorney hiring trends and retention strategies to minimize turnover rates. Some of these strategies include:
Before the pandemic, a salary rise or bonus was enough to convince an employee who wanted to leave a firm to stay. The COVID-19 pandemic illuminated various pain points among legal associates, with high burnout rates being a major problem.
Currently, financial incentives aren’t enough to change an employee’s decision to quit. Law firms must provide all-rounded development opportunities to attract and keep their legal associates motivated. Lawyers want firms that care for their mental health, physical well-being, career development, and upskilling.
One way a law firm can show its new and existing employees that it cares is by providing career development sessions at least once a month. These monthly sessions will help workers understand the available career paths within the firm. Workers may stay longer if the firm has a well-planned career path.
Law entities striving to achieve high talent retention rates must give employees more control over how and where they work. A 2022 survey found that 44% of lawyers would leave their current employer to another employer offering a remote working arrangement.
Technological advances have disrupted recruitment processes across many sectors, including the legal industry. By leveraging technological solutions, entities can bolster their recruiting efficiency and improve the accuracy with which they identify and attract top talents.
New tech, such as Artificial Intelligence (AI) and machine learning, have revolutionized various law firm recruitment processes, including candidate sourcing and screening. These tools also provide valuable predictive analytics that help firms find ideal candidates to fill specific positions.
Top legal talents leave the job market within a short time. Firms with a long and involving interview process may lose qualified candidates to competitors. Law firms must invest in technological tools that make the interview process fast, efficient, and transparent. These tools include those that facilitate:
By leveraging these tech solutions, law firms don’t have to schedule physical interviews with candidates. Instead, they can assess candidates remotely, increasing the efficiency of the hiring process.
Legal work involves a lot of documents, making it difficult for lawyers to complete their duties on time. Attorneys might skip proofreading due to the many documents they usually draft and review. With rising burnout rates influencing candidate placement choices, only firms with the right technologies to automate various administrative and management tasks can retain their top talents.
The new generation of associates prefer working for law firms that give them a sense of purpose. So, your firm must communicate how its work makes a difference in the world during the hiring and onboarding process. That allows new hires to feel and believe they are part of something bigger than themselves.
You can rely on Astor Professional Search if you are a law firm looking for a qualified associate. We understand that a one-size-fits-all approach doesn’t cut when searching for an employee to fill a specific role. Our legal recruiting agents are former lawyers who know the challenges you face when recruiting. They will listen to your needs and tailor the search to match you with your ideal candidate. Contact us today to schedule an appointment.
Essential tech skills for lawyers include proficiency in virtual communication, data analysis, online legal research, and case management. Technology has transformed the practice of law, from how lawyers communicate with each other and engage with clients to how they perform research and prepare legal documents. It has streamlined and added efficiency to everyday tasks. Attorney candidates who want to remain competitive in the current tech-driven legal sector must have the required tech skills and know the top legal software.
Are you an attorney candidate looking to join a leading law firm? Legal recruiters at Astor Professional Search know the essential tech skills required to thrive in the legal industry. Call us at (312) 781-9000 to speak to one of our legal placement professionals today.
There are several essential tech skills lawyers should have in the digital age:
The COVID-19 pandemic forced many legal firms to move to remote working environments. Many firms have maintained remote working or a hybrid arrangement post-pandemic. But, what skills are employers looking for in legal candidates to ensure they maintain high productivity levels in remote environments?
Many firms have added “competency in using digital communication and collaboration technologies” as a prerequisite for attorney candidates to ensure teams remain engaged, motivated, and collaborative. So, you must have the knack for using:
Tech has revolutionized how lawyers conduct legal research. Today, research happens online. Many resources with huge quantities of legal data are available online. Attorneys can obtain crucial data related to their practice areas from these resources.
Attorney candidates who seek to differentiate themselves from the crowd must know where to find and how to use online research platforms. Some examples of these platforms are legal database research engines, legal dictionaries, and federal- and state-level legislative websites.
Technological innovations have enabled legal professionals to shift from traditional paper-based discovery to electronic discovery systems. Today, eDiscovery is the norm. Thus, the technologies enabling the organization and analysis of digital discovery documents will continue proliferating in the legal community. Besides mastering eDiscovery processes, you must know how to leverage electronic devices to monitor representation, conduct document reviews, and manage projects.
Technology has changed the practice of law. Legal processes and documents are now handled and accessible online. For instance, law books are now online databases, lawyers maintain correspondence with clients through smartphones, and legal contract documents are now available in digital versions. Simply put, technology has simplified everyday legal tasks and streamlined their performance.
There’s a collective fear that tech innovations, such as Artificial Intelligence (AI) and machine learning, will replace human workers. You don’t have to worry about that. This is because tech leaders in the legal field continue to refine automation tools and find ways to strike a balance between automated and manual, human-based tasks.
AI-powered automation systems help optimize, streamline, and improve attorneys’ everyday tasks. AI can handle processes like predicting case models, case analysis, automated legal research, and document management and reviews.
Another upside to AI-driven legal systems is that they eliminate risks and human-based errors. AI may not replace lawyers, but attorney candidates who can use AI tools can replace their counterparts who can’t.
Apart from document reviews, AI also enables automation of other legal processes, including:
Young attorney candidates have reported that they prefer remote and hybrid working environments. They desire to work for firms that provide the tech tools to support their work. Law firms must avail the tech tools that enable younger legal professionals to work with enhanced efficiency. Doing that will enable law firms to appeal to the attorney candidates joining the legal industry.
Technology is also changing how firms recruit and interview candidates. But, what role does technology play in legal recruiting? AI-driven solutions can streamline the recruiting process and even eliminate unconscious bias. Still, candidates must know what should appear on a lawyer’s resume to increase their chances of getting hired.
Client preferences and needs have changed. Today, clients expect their lawyers to provide faster and cheaper services without compromising quality. New legal technologies enable attorneys to satisfy clients’ ever-changing needs by personalizing services for enhanced consumer experiences.
Tech helps create positive experiences by providing tools that facilitate timely responses to clients’ queries. AI-driven research software and automated text generation, for instance, allow attorneys to provide clients with timely updates on their cases. Additionally, clients no longer have to wait for long hours on processes like contracts or document reviews. Automation enables lawyers to save time on such tasks. They can dedicate their free time to strengthening client relationships.
Integrating tech tools and solutions in your legal practice is no longer an option, but a need. Lawyers or legal firms that lag behind risk losing business.
In 2012, the American Bar Association (ABA) revised its Model Rule 1.1 on technological competence. The Comment requires attorneys to keep up with new laws and trends in legal practice, including the upsides and downsides of relevant technologies. Consequently, most of the state bar associations have included technological proficiency as a policy in their “legal professional conduct” rules.
With so many tech tools on the market, you might wonder: “What is the best law firm software?” Every attorney should know the following legal software and tools:
PMS facilitates the performance of many tasks, from tracking case timelines and handling billing to coordinating schedules and organizing client information. It allows you to manage all these processes from a single platform. It reduces administrative work, minimizes errors, and saves time.
RunSensible is a highly reputed PMS, suitable for solo practitioners and small and mid-sized firms. It features an easy-to-use user interface (UI), powerful integration capabilities, and customizable workflows. This legal software facilitates seamless case management, built-in CRM for client relationships, and automated billing and invoicing.
Other reliable PMS software includes PracticePanther and Clio Manage. These tools offer robust suites of features, including but not limited to secure client communication protocols, document management, billing, and calendaring.
Flexible working hours and work-from-home arrangements have become more common. Therefore, you must have effective communication and collaboration software to ensure your team members are always updated on a project’s progress to meet deadlines and stay abreast with the workload.
Firms must deploy video conferencing software like Zoom or Microsoft Teams to manage cases and teams remotely. Video conferencing enables direct, real-time video conversations. Video communications are quicker and more insightful than emails, text messages, or online chats. If you can see whoever you’re talking to, it becomes easier to interpret information based on other cues, such as facial expressions.
A critical part of your job as a legal professional is researching information to build your case. Since research can usurp much time, reliable research tools offer quicker access to information.
FastCase is a legal research software that partners with 80+ national, state, and county bar associations to offer reliable definitions and legal information. It enables lawyers to access resourceful legal journals, handbooks, statutes, and case law precedents. Other AI-powered legal research tools you may consider include WestLaw and Arguminer.
The legal practice involves a lot of paperwork. Copies can quickly pile into stacks, increasing the risk of losing crucial case documents. With a document management tool, lawyers can easily store, organize, manage, and update existing documents in real time.
The software enables centralized file storage, automated text updates, and advanced searches for quicker document retrievals. One file management tool is LawCloud, a web-based management platform with integrated Office 365.
Besides document organization, your file management software must have scanning technology that can digitize documents, convert them into searchable PDFs, and file them automatically. When considering a scanning tool, find one with an in-built Optical Character Recognition (OCR) feature that can convert documents into editable texts.
Legal recruiters at Astor Professional Search are available round-the-clock to answer questions regarding essential tech skills that may give you an edge in the legal job market. Our representatives will strive to know your strengths, weaknesses, personality, and interests to advise you on the skills you need to advance your career. Leveraging our candidate-centric approach and vast network in the Illinois legal market, we can match you with the right law firm. Contact us today to schedule an appointment.
Knowing why employers ghost attorney candidates in Chicago, Illinois, can help you manage your expectations and focus on acing your next interview. Common reasons employers fail to give attorney candidates a follow-up call during the interview process include finding a more qualified candidate, applying for the job late, and not graduating from their preferred law schools. Some employers may also ghost candidates who they feel are likely to move to another firm after a short time.
An effective means to avoid or reduce the odds of getting ghosted by a prospective employer is to partner with legal recruiters. They understand the hassle of job hunting in the legal market and the resulting frustration when a firm doesn’t respond. They will carefully examine your needs, interests, and concerns to personalize their services. They will then find the most ideal job placement for you.
Astor Professional Search is your trusted recruiter for unparalleled legal recruiting solutions. Our team of legal recruiters comprises former attorneys who’ve been in your shoes. They have the experience and network to connect you with job openings that suit your career goals. Call us today at (312) 781-9000.
Ghosting is often synonymous with romantic dates. However, that has changed over the years. This phenomenon has become more common in the job search sector. Law firms and corporations ghost attorney candidates by choosing not to follow up with the candidates after interviews. One might term it a tug-of-war between two generations (employers and Gen-Z candidates), fueled by disparities in attitudes and beliefs.
Attorney candidates also ghost employers. In fact, ghosting during the interview process is more rampant with younger-generation candidates. Ghosting among young jobseekers is fueled by their “need to be in charge of their careers.” While Gen-Z’ers form the largest portion of no-show candidates, millennials and baby boomers may also default on interviews.
Besides the need to take charge of their careers, other factors that compel candidates to stand up would-be bosses include:
The behavior of the younger jobseekers to “ghost” employers fuels a collective sentiment among employers that Gen Z’ers candidates aren’t committed and reliable professionals. Firms are often on the receiving end of candidates’ “ghosting” practices, experiencing the financial loss of implementing the recruiting process and not securing the right candidate. As a result, most decide to “ghost” candidates by not showing up for interviews or responding to them after interviews. More than 40% of job applicants have reported being ghosted by a potential employer, particularly during the interview phase.
Job hunting in the legal field is a tough exercise. Only a handful of applicants receive a follow-up call due to the stiff competition in this sector. A law firm may invite only three candidates for an interview despite receiving more than 300 job applications. So, don’t be discouraged if you’re left out. Your qualifications may have met the firm’s high standards, but you were not its ideal candidate.
Some common reasons recruiting law firms fail to follow up with attorney candidates include:
A law firm will likely receive hundreds of applications after advertising a vacant position. The odds are that some applicants will be better qualified and more suited for the job than you. Perhaps they went to a more prestigious law school, have focused their practice on a specific area, or have a higher experience level than you.
Getting ghosted by a potential employer is frustrating, but all is not lost. You can better your chances of securing a job next time by working with legal placement professionals. They likely know how candidates stand out in a competitive job market. They will focus on your skills, experience, and interests to match you with the firm looking for someone like you.
Some recruiting firms have a narrow list of prestigious law schools where they expect to hire attorney candidates. So, they will only consider attorney candidates from specific law schools. That’s a highly restrictive requirement, and there’s not much you can do about it.
Even so, there are ways to overcome such attorney job search challenges. For example, topping the class in your law school is enough to meet the thresholds. Additionally, if you’re highly qualified for a specific legal position or targeting a less crowded field, you may get past the “best law school rejection” standards.
Sometimes, a law firm may fail to give you a follow-up call because you submitted your application past the deadline. Many law firms will rarely factor in new applicants once the interviewing process commences due to the high number of applicants.
Engaging with a law firm early on is the key to landing a legal position. Most firms start interacting with applicants at an early stage. You want to be one of the earliest applicants, lest you miss your chance of securing the position.
Like any other business, law firms suffer financial losses from high employee turnover. So, they will only focus on interviewing attorney candidates who intend to work and advance their careers in their firms.
Employees with high “flight risks” are a concern to law firms looking for candidates who can provide stability and consistency to clients. If your employment history is filled with constant shifts from one firm to another, a firm will likely turn down your application.
Other law firms may be reluctant to hire attorney candidates from prestigious law schools. Some applicants from these legal institutions feel too good for their prospective employers. Their level of intelligence evokes a feeling of entitlement and the likelihood of causing trouble or negatively disrupting a firm’s work culture.
Some candidates from these “too good” law schools don’t have the patience to stay with a firm long-term, or tend to change the workplace to fit their needs or wants. A law firm is unlikely to follow up with an attorney candidate if it notices the candidate’s grandiosity.
Being “ghosted” can leave you confused about your career prospects in the legal industry. Properly handling no response from employers as an attorney can help you manage your expectations and remain focused. The following tips can prove helpful if a potential employer ghosts you:
Take the initiative to follow up if an interviewer doesn’t contact you after the interview. You can do that by sending an appreciative email or message, expressing gratitude for their time and any other aspect that connected the two of you. You might also text the recruiter if you have his or her contact information. Otherwise, a handwritten “thank-you” note would suffice, as it expresses your gratitude and makes a good impression on the recruiting team.
Instead of pursuing an interviewer, it’s best to network and build relationships with other associate lawyers at the firm. You can befriend them on social media and ask them about the requirements or qualifications that their firm looks for in candidates. Leverage the conversation to find out what might have limited you in the recruiting process.
Preparing and practicing for interviews is a great way to recover from being “ghosted.” It also enables you to get ready for the next interview. Being “ghosted” can be demoralizing and dent one’s confidence. Thus, familiarizing yourself with the common interview prep questions for attorneys can remind you of your strengths, skills, and qualifications. Doing that improves your response ability and coping skills after being ghosted in the future.
You should also know the best questions to ask a law firm in an interview. That demonstrates to recruiters that you’re interested in the law firm and the job position. Asking the right questions also gives you valuable insights into the role and the company’s culture.
The easiest way to avoid being “ghosted” is to seek the services of a legal recruiting agency. Reputed recruiters have teams of former lawyers who understand the challenges candidates face during the application process. They’ll focus on learning your strengths, interests, experience, and career prospects to tailor their services to your needs. They will then match you with a firm looking for someone with your talents.
The legal placement team at Astor Professional Search leverages its recruiting experience and vast network to match attorney candidates with their preferred law firms and corporations. Contact us for personalized legal placement services. We are available 24 hours a day, 7 days a week.
All law firms hire associate attorneys, including large, midsize, small firms, and even solo practitioners. However, large firms support large-scale operations, so they often hire more associates than other firms. Factors that make firms take in associates include client-base expansion, branching into different practice areas, and increased workflow. Law firms consider excellent academic records, great interpersonal skills, commercial awareness, and technical competencies when recruiting an associate attorney.
Call (312) 781-9000 to schedule a consultation with legal recruiters at Astor Professional Search if you need to hire associate attorneys or are looking for law firms hiring associate attorneys.
Being a law firm associate means working for the law firm, but that doesn’t mean you are a shareholder or the firm’s partner. Anyone who meets the minimum requirements set by the Illinois State can become an associate. As an associate, you gain experience by interacting with clients, learning to perform legal work, and manage cases.
Being an associate comes with high-performance expectations, working for an extended number of hours and specializing in a specific niche. You also get an opportunity to get competitive compensation and career and professional development. Associate hiring is on the rebound at the moment. Some of the roles and responsibilities you will be expected to perform when you start working as an associate attorney include but are not limited to the following:
One of the key responsibilities of a law firm associate is drafting legal documents, such as motions, pleadings, contracts, briefs, and discovery requests. These documents should follow the correct format and structure, as how you prepare them directly affects the case outcome.
Although most firm owners prefer meeting and communicating with their clients in person, associates can sometimes participate in briefings and meetings. They can also handle less complex matters, such as assisting clients with document filing and updating them on their case progress.
Associates act as the professional backbone of many law firms and are expected to handle legal cases and perform legal research. This includes spending a significant amount of time researching local regulations and all legal precedents relevant to the client’s case.
Conducting due diligence is an integral part of the legal process, especially when dealing with company mergers, acquisitions, and real estate transactions. Associates must investigate, review, and analyze different documents and records to check for liabilities, risks, and legal implications of the decision.
Beginner associates do not actively participate in court proceedings. Those with at least three years of experience can, however, participate in court proceedings. Associates can appear in court during motion hearings, status conferences, and pre-trial hearings. They can also participate in depositions and settlement conferences.
Associates must manage their time well and meet their client’s deadlines. If working with paralegals and legal assistants, they can delegate tasks to focus on more important tasks. They also ensure accurate billing and maintain the overall financial health of the law firm.
All law firms have needs to meet. The needs may, however, vary based on their operations, scale, and resources. The key things that differentiate large firm needs from smaller firm needs include.
Because of their size, large firms require more resources and state-of-the-art infrastructure. They support robust systems and use ERP and CRM tools to support their large workforce. They use high-end IT infrastructure with cloud solutions, cybersecurity, and advanced data management tools. They also have specialized departments like HR, legal, marketing, IT, and finance to perform specific tasks.
On the other hand, smaller firms feature scalable infrastructure and may not require the installation of high-end software. They, instead, use off-the-shelf software. Employees working in these firms may work in cross-function roles. For example, you might be working on contracts today and conducting market research tomorrow.
Big firms deal with many clients and use advanced accounting systems to manage their finances. Their accounting system supports advanced financial management tools that prepare budget forecasts and detailed reports, while ensuring that all regulatory measures are complied with. They also have better risk management tools and can acquire funds through equity markets, bonds, and large-scale loans.
Smaller firms don’t use advanced accounting systems, as they operate with smaller budgets. Because of their smaller cash flows, they have limited access to loans and only rely on personal financing and credit cards.
Large firms market their services differently compared to small firms. Large firms, for example, focus on building national and global brands, while small firms focus on the local market. Large firms have different teams responsible for public relations, advertising, and digital marketing. They also support sales teams and distribution channels to manage their broader market.
Smaller firms operate with limited budgets and usually leverage word of mouth to market their services. In some instances, they use social media and digital marketing. Additionally, their sales team covers all the aspects of the sales process.
Big law firms hire people with specific skill sets to work in various departments. They also offer continuous professional development programs and career progression strategies to ensure their employees meet the changing demands. Employees in these firms also get better benefits, such as healthcare and retirement plans.
Unlike larger firms, smaller law firms work with a small number of employees, as they don’t have many departments. Their HR process is also less formal and is managed by the owners or a small managerial team. Working in these firms also means you get limited benefits, as the firm operates with minimal resources.
Law firms are quite selective when looking to hire associate attorneys. They ensure they are working with an associate with good personal traits, a wide range of technical skills, and the right academic qualifications. The most common skills employers consider when choosing associate attorneys in Chicago, Illinois, include:
Law firms looking for associate attorneys ensure they have selected those with strong academic credentials and who graduated from a recognized law school. Potential associate attorneys looking to join large firms should focus on getting good grades and sharpening their skills in legal research and review. These qualities show the law firm that you can handle complex legal research using traditional and modern tools. Besides gaining these highly sought-after skills, working with attorney recruiters can maximize your chances of securing a position in your preferred law firm.
You can get experience through internships, judicial clerkships, and internships. Having this experience shows that you can apply legal theory to real-world situations. Note that some law firms only hire associates with specific experience, such as corporate law, litigation, tax, intellectual property, or real estate.
You will likely stand out in a competitive legal job market if you work well in teams and communicate effectively with clients and other attorneys. A good attorney should be able to build a strong relationship with the clients and network well with other legal firms and business communities.
Most law firms hire associates who are dedicated, diligent, and detail-oriented. To become an associate lawyer, you must have a strong work ethic and be able to work on tight deadlines. You must also exhibit professionalism and integrity while handling clients’ cases.
Nowadays, law firms prefer working with tech-proficient associate attorneys. You should, therefore, know how to use technology tools, such as e-discovery tools, document management systems, and case management software. Knowledge of these tools helps associates improve efficiency and effectively manage heavy workloads.
All law firms have their work ethics and values, which may vary depending on their needs. When looking out for an associate attorney, they ensure they have selected one whose work ethics align with their values. They also choose an associate who can easily adapt to the client’s changing demands, firm priorities, and legal strategies.
While it’s essential to work with an associate who understands the law, law firms prefer someone who can contribute to the business by taking ownership of the case, handling additional responsibilities, and proposing solutions to existing problems. Law firms value candidates who can demonstrate legal expertise and contribute to the company’s growth.
Are you looking for an associate attorney job in Chicago, Illinois? Don’t struggle alone. Our legal recruiters at Astor Professional Search will connect you with a law firm looking for candidates that match your profile. We will walk with you throughout the job search and placement process. Contact us today for personalized and dedicated job placement services
Professionals, employers, and recruiters are increasingly leveraging social media platforms to find work or to recruit inside and outside Illinois. Using social media for legal recruiting is cost-effective, expands your reach, allows you to learn more about prospective hires, and facilitates networking. It also increases the likelihood of hiring people who are already familiar with your brand and are a good fit for your firm’s culture.
The strategies for effectively using social media to recruit legal talent include choosing the right platform, updating well-thought-out content, and incorporating legal recruiting into your overall social media strategy. You should also regularly monitor and evaluate your social media recruitment to determine its effectiveness and areas that require polishing.
At Astor Professional Search, we explore all options, including social media, to send you candidates that perfectly match your hiring needs. Call us at (312) 781-9000 whenever you need to hire new candidates.
Social media has undoubtedly become an integral part of business operations, from branding to selling to customer experience. Hiring is no different. That said, HR teams, especially in fields like law, are not particularly trained nor incentivized to use social media tools for hiring. At most, some will post job openings on hiring sites like LinkedIn and Indeed, with no further promotion on social media.
Heading into the future, law firms and legal recruiters must pay more attention to social media as a recruitment platform. Using social media for recruitment advertising and hiring has the following benefits:
Fast and affordable are two words bound to get a recruiter’s attention. A newspaper ad will cost you, and so will using an online recruitment site. Posting jobs on your social media platforms won’t cost you anything. Sites like Facebook and Instagram can bill you per click for advertising, but the fees are a fraction of what you would pay for newspaper space.
Additionally, social media can deliver enough traction to bring in candidates with desired qualities in hours. This fast-tracks the recruitment process for lawyers, allowing you to get a healthy pool of qualified candidates quickly.
Traditional job applications don’t allow for much interaction between candidates and recruiters. The online space has immense real estate, and the recruitment process can allow for a much broader information exchange.
One trend towards this is recruiters asking for more outside of academic and professional qualifications. By allowing candidates to share hobbies, interests, and volunteer experiences, recruiters get a more comprehensive look into a candidate’s identity. More professional and personal information makes it easier for recruiters to find hires who will excel at the role and fit into an organization’s culture.
Similarly, recruiters have the chance to look at applicants’ social media activity and profile to learn more about candidates. This is one way to conduct online vetting, as long as their social media is an authentic representation of who they are.
Social media recruiting will attract both passive and active jobseekers. Passive jobseekers are unlikely to see job ads in the newspaper job ad section. They also are unlikely to log into job sites. However, if they are social media users, they will see advertised roles on social media. They will take the necessary steps should an ad pick their interest. This broader reach of candidates is always a plus for recruiters.
Social media allows recruiters and HR professionals to connect and network. With time, effective networking for legal professionals becomes an invaluable channel for referring qualified candidates, discussing hiring trends, and sharing industry news.
Social media recruitment allows candidates to look into a company. This includes its culture, values, available benefits, and so on. This is useful in attracting hires, particularly younger jobseekers and well-matched candidates.
By placing job ads on social media, answering questions online, and showing who you are as a firm, you increase your chances of getting a wider group of qualified, interested candidates, already familiar with your brand. This means you have applications from people who know who you are and are keen on joining your team.
Traditional job adverts are restrictive in terms of how much you can communicate. For example, a newspaper ad will highlight the job description, but say nothing about a company’s culture.
Social media doesn’t have these restrictions. As such, your recruitment communications can include white papers on LinkedIn, videos on YouTube, and infographics on Instagram and Facebook. This allows your firm to tell candidates as much as you need them to know. For example, you can have your job description and include a video to show your CSR activities or photos to show your office space and work culture. Sometimes, it’s these details that push candidates in your direction, as opposed to applying for a job with your competitor.
Once you decide to take the plunge and get into social media recruitment, among the key things to decide on are platforms. The following considerations will help you identify the best social media platform for your legal recruitment strategy.
The main social media platforms are LinkedIn, X, YouTube, Facebook, and Instagram.
LinkedIn remains king when it comes to recruitment matters across the board. According to the American Bar Association, 83% of law firms are on LinkedIn. This makes it a fertile ground for legal professionals to conduct job searches. Facebook and X follow closely.
This is not to say you should steer clear of the other platforms. You can use Instagram and even TikTok to show your firm’s personality, within reason. The primary consideration is to understand your targeted candidate. If you are looking for seasoned attorneys or partners, LinkedIn should be your go-to. However, for entry-level attorneys and pupils, Facebook, Instagram, and TikTok are worth considering alongside LinkedIn.
Budget and expertise are paramount when thinking about how to recruit legal executives on social media. The platform you use might require some financing. Similarly, all platforms will require some expertise.
So, ask yourself who will be handling the recruitment account or posts. Do you have a social media person, or is it someone from IT or the HR team? If there is not much expertise within the firm, then keep things as simple as possible with simpler platforms like LinkedIn and Facebook.
Similarly, some platforms like Facebook and Instagram will charge you a small fee for advertising. Familiarize yourself with these fees and whether they are within your recruitment budget.
Just like other tools employed in business, social media hiring must be done properly for it to be effective.
While you might want to appeal to a younger crop of employees, your content must match who you are as a firm. Showing company culture is important, but your social media posts should be a reflection of your firm and should agree with the content on your website and online profiles.
Similarly, be keen to address jobseekers’ main concerns. The primary ones are typically salary packages, work-life balance, job security, growth prospects, and inclusivity. Whenever your chosen platform doesn’t allow you to give complete information, use hashtags and links to route interested applicants to your website or a platform that gives enough room to communicate.
Social media for legal recruiting should be part of your overall social media strategy. This is important on three fronts.
One is that it avoids the pitfall of only making a social media post when vacancies fall open. The second is that it works towards your overall branding and marketing strategy. The third is that it helps keep your audience engaged. You want your audience to keep returning to your page and sharing your content. As such, you have more eyes on job adverts when you post.
Collect and analyze metrics for shares, likes, comments, questions, and applications from social media. Doing that will give you insights into the effectiveness of your social media recruitment and how to streamline your online hiring processes.
If you have questions on recruitment or need help finding good hires, we are the people to contact. Busy law firms don’t need to sift through hundreds of ill-fitting candidates. Our job is to do the vetting and send you a few names for consideration: quality over quantity. Contact us at Astor Professional Search for more information.