How Law Firms Can Attract And Retain Talent During A Skill Shortage

Along with most other sectors, law firms are struggling to attract and retain talented solicitors, legal executives, and support staff. In 2021, London-based law firms advertised more than 2,300 jobs for associates. However, a spokesperson for BCL Legal Recruitment, told the Financial Times that firms were “struggling to fill their vacancies because they are competing for the same people . . . There is a huge shortage of talent in the market right now.”

In an attempt to dissuade solicitors from leaving to join rival firms, some US firms are offering retention bonuses of up to £250,000. But although (some) Magic Circle and US law firms have the funds to pay six-figure salaries to graduates and ramp up partner bonuses in order to retain staff, small and medium size practices must rely on more creative strategies to attract new employees and keep the ones they already have.

Below are some non-financial incentives law firms can employ to counter the current skill-shortage challenge.

Flexible working

The pandemic accelerated the move to home working and most law firms now can offer full-time home working or a hybrid home/office option. For working parents, the choice to work from home a few days per week dramatically enhances their work/life balance. Other flexible working options to consider include job-sharing, condensed hours, and flexible starting and finishing times.

Top tip – If you offer full or part-time home working remember that data protection and cyber security compliance must be observed both in and outside the office. Therefore, ensure affected employees have secure access to the network, a place where they can review files and talk to clients without others hearing, and do not use personal devices for work communications.

You also need to set up policies and procedures to ensure remote employees can be adequately supervised and their work reviewed by a senior solicitor, can update their skills, and access legal research material.

Well-defined career paths and a mentoring programme

Newly qualified solicitors and associates often have to work long hours to meet billing targets. This combined with demanding clients, partner expectations, and meeting regulatory requirements can make for a high stress workday and ultimately lead to burnout. The more control a person has over their workload and the ability to see a clear career trajectory can mitigate feelings of being overwhelmed.

Setting up development plans so new recruits can see where they will be in two, five, and ten years will encourage talented employees to stick with your firm. In addition, providing a mentorship programme so those wanting to advance can access advice and support will ensure employees feel confident that they can achieve their commercial ambitions.

It’s the little things that matter

Most of us know intuitively that no amount of money compensates for a lack of appreciation or a toxic work environment. As the saying goes, people do not leave their job, they leave manager. Therefore, if you want to attract and retain the best staff your firm’s partners and managers need to be singing from the same hymn sheet when it comes to workplace culture.

Top tip – One of the best ways to track your firm’s workplace environment and culture is to have every employee who leaves the organisation attend an exit interview. Ensure the interviewer asks questions that draw out what the employee’s relationship with their direct report was like, staff morale, and whether they were subjected to or witnessed bullying or discrimination.

Aside from insisting on everyone in the firm treating people with respect, using good manners, and giving constructive criticism, small gestures such as providing food when people are required to work late, or giving those who have worked hard on a particular project movie tickets or a gift basket are inexpensive ways that you can regularly let employees know that they are valued and play an essential part in the overall success of the business.

Concluding comments

The above is a small selection of things you can do to make your law firm more attractive to talented employees. If you are unsure as to whether or not your firm is an attractive place to work, organise a work culture audit and ask your existing staff what they like about working for your firm and how things could be made even better.

Clients do not come first. Employees come first. If you take care of your employees, they will take care of your clients – Richard Branson.

Albion Legal provides a range of added value products and services, from bespoke employment disputes insurance cover through to white-labelled HR software. To discuss any points in the above article or to find out how we can help your business, please phone 0113 2471 717 or email our team.