Attracting the best law students is essential if you want to maintain a competitive edge. Distinguish your law firm from others if you’re going to broaden the talent pool you attract.
Recruiting and retaining young talent plays a vital role in establishing your law firm and attracting new clients. Since the top law firms provide qualified candidates with almost identical experiences, your firm needs to identify and implement creative sourcing strategies to recruit the best law students.
There are several ways to recruit new talent. Digital technology makes it easier to connect with young recruits outside your location. A qualified candidate from anywhere around the globe can be interviewed and relocated in no time.
Current employees can also be invaluable if your firm has a job opening. Remember to look through the resumés of previous recruits that you liked. They may still be looking for that perfect position. If you want to have a readily available stream of fresh talent, join programs at local law schools.
However, remember that ambitious legal students don’t want to work for any law firm. Young legal students are career-driven and demand the opportunity to work at a firm that aligns with their ethos and values.
Follow these tips to bring the best law students to your firm:
Emphasize your firm’s modern work approach
Law students are computer literate and are interested in digital law firms that are embracing innovative technologies. This allows them to use creative ways to get their work done faster and more efficiently.
Legal software and other web-based resources can help your law firm move forward, and this technology entices new law recruits.
Prioritize work flexibility
From before the recent COVID-19 pandemic and its lockdowns, a survey showed that 70% of legal professionals, including law school graduates, concur that flexibility and the ability to work remotely are important to them.
This is an incentive that can be a make or break for them when deciding which law firm to join. If you don’t already offer flexibility and remote work, make a serious effort to embrace them.
Highlight your successful cases
Applicants want to know they are joining a successful firm. A glance online when they are researching your company may not highlight your most successful cases to them.
Marketing practices allow you to define these cases and give them more visibility. Do this by using client testimonials, adding blog content about the topics you deal with, and pushing social media campaigns. In general, your website and social media can be valuable for recruitment purposes while also attracting new clients.
Demonstrate the causes you care about
A few decades ago, clients and cases were the main attraction for young recruits, but this does not apply to millennials. Top candidates today are driven by causes and are interested in your corporate social responsibility. Look for environmental and social causes to support and demonstrate your concern for these, even if you don’t have a formal corporate responsibility initiative in place yet.
Support organizations close to your heart through donations, gift-giving, or any other strategies that allow your firm to show its concern. Make sure recruits are aware of this by informing them in your recruitment message. Social media and website updates can also make recruits and clients aware of which causes are most meaningful to your firm.
Showcase your star talent to prove the importance of career development
Recruits are interested in having role models to aspire to and want to know there is room for growth at your firm. Show off your firm’s star talent at events, or make sure they are there to meet candidates at the interview.
When looking for a job, legal students are interested in career development, and they prefer legal firms where advancement opportunities and leadership roles are possible. Introducing recruits to your star talent shows them that you are interested in their growth and that career development is possible at your firm.
Provide mentorship opportunities
Career path coaching is also crucial to recent law graduates. Whether you have a mentorship program or not, you can still ensure the top legal candidates are assigned to other staff members, associates, or partners. Career path coaching can be done in a structured or unstructured mentorship program, but make sure recruits are aware of the opportunities for guidance offered at your firm.
The strategies for winning talented law recruits can also be implemented to retain talent. These values and practices that make your law firm unique need to be upheld, and they are your secret weapon to retaining legal talent.
Your values and ethos can entice potential hires. These are also the characteristics that ensure you have the best team to compete with other law firms and provide a constant flow of new clients to your legal firm.