Collier Legal Search

Author name: collierlegal

How to Increase Visibility for Attorneys

Blogs /

As Texas prepares to reopen for business, are you prepared? Here are a few tips to increase visibility for attorneys in an unknown market. As Governor Abbott begins to reopen Texas business, now is a good time for service providers such as attorneys to optimize their social media presence on LinkedIn, Facebook, and Twitter. The effects, while many immediately enhance credibility, often demonstrate legal “know-how,” and perhaps most importantly, increase visibility. Despite the C19 crisis and the already-realized effects on business, there are opportunities to grow your law practice and gain market share.  It is especially true now when many are working remotely and consistently online.  Review your social profiles as you will find many of your competitors are out there and highly visible — not just to their peers but also to potential clients. Keeping your information updated is vital for achieving growth in market share. The good news is that it’s not too late to become stronger in this area; and, much online activity is within your control to manage at little to no cost. The first step calls for you to evaluate how you appear on resources such as those listed. Plainly put:  it’s no longer sustainable for you to have a “slight” presence such as a bare-bones profile. In order to increase visibility, ask yourself the following questions: Have you been promoted recently? Is your title accurate? Do you have any unique skill sets, and are they included? Can a prospective client find you through a practice-area search without knowing your name? Are the details of your specific practice highlighted? Are details of your various licenses, accolades, accreditations, associations, and groups listed and linked to your profile? Have you had opinions published, and, if so – can your prospective clients link to those important decisions for review? Have you authored recent “white papers” or articles that may benefit your peers or clients? Do you serve as a volunteer or on the board for any professional associations or organizations? Often important details are unfortunately omitted. The 2nd step calls upon you to be “active” on social media. You may see your peers offering video discussions on the law and legal trends. The results are significant! Consider the numbers of eyes watching, and the volume of ears listening to these videos. Ask yourself how you can achieve similar results; take similar action. Though, it’s not just about others watching you. It’s about you watching, reading, liking, and, most importantly, linking to others—be them individuals, associations, or groups.  In this era, when personal interaction is highly limited, it is upon you to deliberately socially interact through social media. Make haste:  this can begin today! As attorneys, you went through a highly competitive law school program— harken back to those days and make no mistake:  your competition for a social media audience and, in turn, market share is intense and extreme. Evaluate yourself and then get proactive and increase visibility – it starts now; it starts while many are working remotely. Make lemonade out of lemons and capitalize on this crisis through social media strength! Should you need any recommendations on how to pursue immediate results, do not hesitate to call me—I am happy to assist you! Kay Kurtin Egger, Attorney, and Co-Founder:  COLLIER LEGAL SEARCH, LLC

How to Increase Visibility for Attorneys Read More »

Managing a Remote Legal Team

Blogs, bussines, Candidates, Companies, Employers /

The world economy has come to a near standstill in the wake of the coronavirus pandemic. Here are some tips on managing a remote legal team through coronavirus.   Businesses and schools are shuttered. Companies in every industry face challenges on all fronts including managing a remote legal team through coronavirus.  Law firms are no exception. Some firms anticipate a slowdown in business, while others are swamped with a surge of clients who need legal advice at this critical time. With the stay-at-home order, many firm partners are suddenly in charge of a remote workforce with little preparation. Here are some considerations when dealing with an unexpected remote legal team: Set Realistic Expectations The current situation is unprecedented, and nobody knows what the new normal will be.  Courts are operating on different schedules, client priorities have changed, and deadlines have been pushed back indefinitely. Health concerns and other unusual circumstances can also make it difficult for employees to carry out their usual tasks. In light of the current situation, the management team should identify and focus on the critical near-term objectives of the firm. Evaluate the Firm’s Technology During and after the pandemic, technology may dictate the ultimate survival of a business. Firms that have not embraced technology may have difficulty connecting staff members to clients or critical projects. Many firms already have a VPN (Virtual Private Network). However, if the entire firm is working remotely on the VPN, there may not be enough capacity to handle the new load. Work with your IT department on required licenses and procedures, as well as security considerations. Recognize Obstacles Unlike a well-planned work-from-home schedule, the Coronavirus has thrown households into lockdown with little preparation. Working parents may be sharing computers, office space, and bandwidth with kids who are now home-schooling. Managers should identify specific issues that need to be addressed during this crisis. Does the employee have a dedicated laptop for work? If not, can the firm provide laptops or wifi hotspots? Can tasks be completed at different hours to accommodate childcare and home-schooling conflicts? Keep Communication Lines Open Communicate company updates and policies promptly, clearly, and in a calm manner. Utilize as many platforms as possible to relay new messages to everyone in the firm—update company websites, blogs, and outgoing communication to inform clients of how their casework will be handled. To touch base with employees, managers can utilize a variety of video conferencing platforms. Be Mindful of Mental Health Even under the best circumstances, attorneys have high levels of depression, alcoholism, and addiction. Financial worries, stress, and extended isolation may exacerbate underlying problems. If your firm doesn’t have an EAP, the American Bar Association has a resource page available for managing a remote legal team: Collier Legal Search is a full-service legal staffing company. We place well-credentialed partners, associates, and legal professionals at every level in law firms and corporations. Our experience, connections, and unique approach to building our candidate database deliver consistent results. We are committed to the success of our clients and our candidates.  Let us know if we can assist in finding a legal remote workforce. Contact us at 832-239-5253.

Managing a Remote Legal Team Read More »

Managing Through COVID-19 for Legal Candidates

Blogs, Candidates /

Our Collier Legal Search team is continuing to support for help managing through COVID-19 crisis. The lingering effects have been economically devastating, including within the legal marketplace. While some of our CLS friends have been successfully working remotely, many have not been as fortunate. Some have been laid off; some have been furloughed. Many fear layoffs in the future. Plainly stated, this is an ominous time. We encourage you to overcome fear by preparedness: actions can be taken now to optimize your employability. Communicate consistently with your legal recruiter. Schedule a recurring, weekly phone call from you to your legal recruiter. Not only does your phone call remind him/her that you desire to remain on the top of a placement “list,” but also consistent communications further mutual rapport and trust. Update your resume. Ensure your legal recruiter has the most updated version of your resume. Include salary/pay history and references. Recognize the trends and be open-minded. Often in an economic downturn, “hiring freezes” take hold. Consider that even if companies/law firms are consequently unable to directly-hire a new employee, they often have available budgetary dollars for temporary and temp-to-hire labor. We understand many of you ultimately seek full-time employment; onboarding as a temporary laborer can be the means to get that permanent position. Consider salary conservatism. You likely know that many of our customers/law firms have cut salaries across the board, up to 50%! When sharing your salary/pay history with your legal recruiter, you may discuss the idea of requesting lower pay in your next position. Such a consideration demonstrates your knowledge of economics, your empathy, and, most importantly, it proves your leap of faith in the future. Ask your legal recruiter more about the companies/law firms where he/she is presenting you and whether this may be an appropriate consideration. Ask your legal recruiter how this is handled and communicated to the company/law firm where he/she is presenting you. Push your comfort zone. We have yet to learn how the legal employment landscape will change, given the C-19 crisis. Perhaps many will continue to work remotely. Perhaps some will perform multiple functions for the first time. Be flexible; let your legal recruiter know you are willing and able to wear many hats. Don’t wait another day to begin these steps! Remain steadfast in your efforts to be proactive. Following these steps will ensure you are doing what you need to do to remain at the top of your legal recruiter’s placement list! At Collier Legal Search, we have been working nonstop throughout this crisis and are helping firms with managing through COVID-19 so they can be prepared for the busy times ahead. We always strive to keep your best interests in mind and offer our consultation to you 24/7. Stay connected with us for opportunities as they come available. Additionally, if you have a friend or family member in need of professional employment guidance, contact us and we will do our best to help. In the meantime, please remain healthy and safe at home. Very truly yours, Kay Kurtin Egger, Attorney, and Co-Founder of Collier Legal Search, LLC kay@collierlegal.com

Managing Through COVID-19 for Legal Candidates Read More »

Legal Workforce Challenges During COVID-19

Blogs, Employers /

Are you having legal workforce challenges during COVID-19? Here are a few ways Collier Legal Search can help. During these challenging times, we are beginning to see our law firm clients make plans for long-term business sustainability. For many firms, they are working remotely 100% of the time. Some have “essential” business to do on-site and have therefore allowed key employees to return. Still, other firms are beginning to either furlough employees and/or RIFs are beginning to take place. Conservatism taking hold in all instances, we had some creative ideas to possibly assist you during this COVID-19 era. WORKING REMOTELY – SPECIAL PROJECTS/ASSIGNMENTS Many of our law firm clients have employees working remotely. For some, it has been a challenge. Other firms are accustomed to the idea of remote work.  For example, Collier Legal often employs project attorneys on document review assignments; these same legal professionals consistently work remotely. Transparency and accountability are key throughout this process. Consider the use of one of our legal professionals to perform any task you need to have completed. We have legal professionals set up to do any kind of task including: Document Review/Production Work Medical Document Summaries (RN Paralegals, Etc.) E-Filing Matters Briefing Work/Research and Writing Deposition Summaries Transcription Legal Editing/RedliningYes Due Diligence Support and More We will tailor the assignment and rates to fit your situation bearing in mind the economic and workforce challenges of the C-19 era. REDUCTION – IN – FORCE Consider that your RIFd employees are often very informed about your clients and your practice. You have trained them; you have invested in them; your employees have worked hard. But for recent events, these employees would be consistently producing at your law office. Production leads to billings, which leads to invoicing then collections— all of it keeps the business of law going. The business decision to cut overhead through a Reduction-In-Force is understandable. These are difficult times. It’s unfortunate for everyone involved because these same employees are often more than just “overhead.” Consider as part of your business plan, that Collier Legal can help through our payroll service. If you need to cut overhead but would like to keep your trained employees active, then we can help design a payroll solution for you. It may even work out so that you can charge your clients a bit less per hour, for now – should that be something you want to offer. Regardless, we will assuredly try to assist any employee you may be downsizing. Please do not hesitate to give my contact information to anyone who may need help during a RIF. NO MATTER THE LEGAL WORKFORCE CHALLENGES your law practice may be facing, Collier Legal wants to support you and your team in a way that we can. We commit to being as economical as possible while not sacrificing our level of service. Please do not hesitate to reach out at any time, day or night. Kay Egger, Founder

Legal Workforce Challenges During COVID-19 Read More »

COVID-19 Special Announcement

Blogs /

To Our Valued Clients and Business Partners: Collier Legal Search continues to stay informed of the events surrounding the global outbreak of the Coronavirus (COVID-19) and monitor the impact. Our first priority is the health and safety of our employees, clients, and business partners. We are prepared to continue our operations throughout the duration of this public health situation. We will be fully operational remotely in the event our office must close. During this time, our staff will continue to be able to assist you with existing or new hiring needs.  Our goal is to adapt while maintaining best practices and solutions. Our leadership will also be available to respond to your hiring needs and to take proactive steps as necessary and appropriate. We will continue to provide updates and further information through email updates or on our website at collierlegal.com. We will monitor the Pandemic closely and keep you all updated. In the interim, if we can be of assistance, please contact Kay Egger at (832) 239-5218 (Office) or email kay@collierlegal.com. We are grateful for your continued loyalty and confidence in Collier Legal Search. Wishing you and yours both safety and good health in these challenging times! Kellie Collier & Kay Egger Stay up today on COVID-19 Updates and Announcements through these sources: World Health Organization Center for Disease Control (CDC)   

COVID-19 Special Announcement Read More »

Recruiting & Retention in a Candidate-Driven Market

Blogs /

Recruiting and retention in a candidate-driven market can be challenging. Here are some tips that can help.  It’s a challenging time for hiring partners. Law firms of all sizes and specialties are struggling to attract and keep talent. A strong recruiting and retention strategy can help firms attract candidates, reduce turnover, and stay competitive in today’s legal environment in a candidate-driven market. Recruiting and retention should be seen as two sides of the same coin.  Recruiting Recruiting is the multi-step process of getting the right people to join the firm. The goal is to find workers who will propel the firm forward and share its culture and values. Strategic recruiting doesn’t just fill empty desks. A solid plan anticipates new trends, identifies critical skills, and keeps the firm ahead of the competition. Key steps of a strategic recruiting plan in a candidate-driven market include: Assessing the talent that the firm needs now and in the future. The practice groups and staffing mix should match the firm’s goals. The required experience and skills should be updated regularly. If the firm is hiring from old job descriptions, it won’t attract the kind of people it needs right now. Sourcing candidates from a wide net of options. Internal, external, and outsourced talent should be included in the candidate pipeline.  Screening potential employees which include interviews, skills tests, background checks, and other processes that eliminate unqualified or poorly matched candidates.  Selecting the best candidates and making an offer. Stay on top of compensation and benefits trends to ensure that the firm’s offer is competitive.                   These steps need to happen very quickly, or the best hires will move to the next opportunity. Hiring a staffing professional can streamline the process and free up time and resources for day-to-day business.  Retention Once talent is on board, it is critical to protect the firm’s investment. Aspects that increase retention include:  Opportunities for Growth and Advancement: From the very first interview, candidates should have a clear vision of their career path within the firm. Employees are more likely to stay with a firm that has a defined career path.  Interesting and challenging work: An endless cycle of doc review and due diligence will discourage bright legal minds. Hiring temporary legal staff to handle tedious duties will allow associates to develop their skills and focus on more substantial projects.  Work-Life Balance: Today’s employees don’t want to work to the point of burnout. In addition to developing their careers, they want to spend time with friends and family. They also want to contribute to the community. Firms that offer flexible hours, volunteer time, or the option to work from home will attract and retain higher caliber employees.   Collier Legal Search is a full-service legal staffing company. We place well-credentialed partners, associates, and legal professionals at every level in law firms and corporations. With unemployment at an all-time low and a candidate-driven market, let us help build a legal team so that you can focus on your business growth. Contact us at 832-239-5253.2020 h

Recruiting & Retention in a Candidate-Driven Market Read More »

Switching Firms? Steps You Should Know

Blogs /

Have you considered these steps when switching firms? Lawyers have many reasons for switching firms. Some are not happy with their current situation; others want to move up the ladder. For associates, the peak period for making an initial move is between years two through five. A typical lawyer may move two to four times before becoming a partner. A well-planned lateral move can offer more income, better opportunities, and a broader skill-set. For an associate, it often takes at least three months from sending out resumes to the start date with a new firm. It can take much longer for partners, counsel, and in-house attorneys. If you are considering switching firms next year, start as soon as possible because each of the following steps in the lateral move process can take several weeks: Do Your Research – Make sure the firms you target make sense for your career path. Send Out Resumes – Update your resume and tailor your cover letter for each firm you are approaching. Follow the submission instructions (electronic or paper) for your target firms. Screening Interview – Some firms respond to a candidate’s submission immediately. Other firms may take a few weeks or longer to set up a screening interview. Full Round of Interviews – If the screening interview goes well, a firm will ask the candidate back for a full round of interviews. Be prepared to discuss your legal career with various partners. Final Round of Interviews – Some firms hold three rounds of interviews to ensure that all key partners are involved. Firm Makes Offer – Partners meet and decide if they will make an offer. Accept the Offer – If you receive a written offer letter, respond within 7-14 days. Background Checks & Conflicts – After you accept an offer, the firm will conduct background and conflict checks. It can take a long time to go through every case you’ve handled during your career. Give Notice – Wait for the new firm to confirm the background checks and conflicts checks are complete before you let your current employer know that you are leaving. Reference Checks – The new firm may contact references during the vetting process, or after you’ve confirmed your start date. Set a Start Date – Most firms will want you to start within a reasonable time frame. Now isn’t the time to let them know about a two-week vacation you have scheduled. Keep in mind that all of this needs to happen discreetly, as you are billing hours and handling casework at your current firm. Consider working with a recruiter if you are switching firms as we can juggle and optimize the timing of the process. An experienced professional can help with any stage of the process and maximize your chances of getting an offer.

Switching Firms? Steps You Should Know Read More »

‘Tis the Season for Lateral Moves

Employers /

‘Tis the season for holiday parties, bonuses, and promotions! After the festivities, law firms face the predictable wave of departures or lateral moves that mark the start of each year. Although associates leave throughout the year for a myriad of reasons, lateral moves surge in January. Here are some of the top reasons associates leave and what firms can do to improve employee retention:   Firm Culture Company culture can make or break a firm’s ability to retain associates. Engaged and happy employees will lead to employee retention. Employee retention leads to productivity which will give your company a leg up on the competition. What firms can do: Positive company culture doesn’t just happen. First, strive to hire attorneys and support staff who fit the firm’s particular culture. Then leadership needs to make a dedicated and consistent effort to foster a positive atmosphere that keeps workers engaged. Quality of Experience Attorneys want to grow and flex their abilities by performing substantive work. If rewarding work is not mixed in with the grind of routine tasks, associates may be tempted by competing firms offering more challenges. What firms can do: If associates have opportunities to grow their skills, it can help avoid burnout on mundane tasks. Consider bringing in legal assistance to handle some routine work and allow associates to tackle more challenging projects. Long-term Goals Some attorneys will relentlessly pursue Partnership, and others want a viable career outside the partner track. If an associate isn’t sure about their future at the firm, they may look for a long-term option elsewhere. What firms can do: Clearly communicate the path to partnership. If that is not the intended goal of the associate, let them know what other positions and promotions they can attain. Development Many employees feel that they need continually to develop their skills and expertise. Associates who feel stagnant or pigeon-holed will be easily swayed by another firm that offers valuable training and career-expanding experiences. What firms can do: Invest in meaningful and regular training for associates. This will make them more valuable to the firm and foster a sense of loyalty. Mentoring is also effective in developing associates. Compensation Associates should understand their compensation and the requirements for raises and bonuses. Associates and laterals should also be treated equally to avoid resentment over pay discrepancies. What firms can do: Firms must communicate their bonus structure clearly and openly. If a firm rewards significant extra work, the criteria should be clear. To avoid the January exodus, some firms have replaced year-end bonuses with monthly or quarterly payments. Implementing these tips may help address future lateral moves or departures and increase overall retention. In the meantime, if you are faced with unexpected associate openings in the new year, contact the professionals at Collier to find out how we can help with all of your legal staffing challenges.

‘Tis the Season for Lateral Moves Read More »

Legal Network for Contacts, Clients & Candidates

Blogs /

How are you growing your legal network? Build your legal network! This mantra is drummed into attorneys from law school onward. Associates dutifully attend events and collect business cards. Back at the office, they send out “friend” requests and consider their network built. Established attorneys tend to stick with the same circle of contacts for years, sometimes decades. Although LinkedIn and Facebook allow us to connect with hundreds, if not thousands of people, they are not dependable networks. Online connections can’t replace the personal contact needed for lasting professional relationships. Benefits Stronger business relationships – Meeting your contacts in person is more powerful than communicating through social media. Stay on top of industry trends – Direct communication with your peers is the best way to exchange ideas and learn about business or employment trends. Build your niche – Consistently attending the right events will help to get your name and face known. You can then build your reputation as a helpful expert in a specific area. More client referrals – If you are sincere in your efforts to help, and generous with your knowledge, you will be top of mind when opportunities arise. Solve a dilemma – A diverse network can answer unusual questions, or point you in the right direction. Find new hires – If your firm is looking for talent, networking can help fill the candidate pipeline. Tips Start by giving – If you lead with the intent to get something from other people right away, your efforts will fall flat. Take the time to listen, ask meaningful questions, and share useful knowledge. Mix and mingle – Don’t stick together with familiar faces at an event. Not only do you lose opportunities to meet new people, but a tight-knit group appears unapproachable. Be a matchmaker – Not in the romantic sense, of course! Connect your contacts with each other and help grow their networks. Set targets you can meet – Connect with one person each week, have lunch with prospective clients twice a month, or attend an event once a quarter. Targets Internally Most people don’t think about networking within their company.  The truth is, knowing people at all levels of your firm is critical in developing your career and establishing a strong legal network. Make an effort to grow entry-level to executive relationships. Legal Network Arena Take advantage of CLE programs, events, and specialized groups offered by your local and State Bar Association. Branch outside of your practice area to meet lawyers in other specialties. Join organizations such as The Association of Corporate Counsel. ACC is a global community of more than 40,000 in-house counsel that provides resources and networking opportunities. Meet legal recruiters. A recruiter should be part of your network at all times. Good legal recruiters have extensive connections and knowledge about current trends and the state of the market. Industry & Trade Legal Network Whether it’s banking, energy, construction, or healthcare, trade, or industry groups are representing your niche and should be added to your legal network. Community & Social Building your legal network is not completed merely through the workplace. Valuable contacts are made on the sidelines of a little league game, at church, or through volunteer projects. Full-Service Legal Staffing You Can Depend On Collier Legal is a full-service legal staffing company.  We place well-credentialed partners, associates, and legal professionals at every level in law firms and corporations. Our experience, connections, and unique approach to building our candidate database deliver consistent results. We are committed to the success of our clients and our candidates. Find out what we can do for you. Contact us at 832-239-5253.

Legal Network for Contacts, Clients & Candidates Read More »

2019 Law Firm HR Trends

Companies, Employers /

2019 is shaping up to be a solid year for law firms, according to midyear reports compiled by Wells Fargo, Thomson Reuters, and Citi Private Bank. Here are some 2019 law firm HR trends that will likely carry into 2020: Firm Challenges The Multi-Generational Workforce – Today the typical law firm has four generations of employees. This law firm HR trend can be a challenge. HR must balance a generation gap of more than 50 years. These differences include attitude, culture, and expectations. Inter-Firm Poaching – Finding skilled legal professionals is at an all-time high. Some firms poach a senior attorney or two. Other firms may plunder an entire practice group. It is more important than ever to have effective retention programs. Growing Practice Areas Cybersecurity – There is an increased demand for attorneys who specialize in cybersecurity. Blockchain technology, data privacy regulations, and heightened security measures are contributing to this law firm HR trend. E-Discovery – The paper trail is now the data trail. Corporations must navigate an ocean of ESI to locate and preserve information. Experienced E-discovery attorneys will continue to be in high demand. Cannabis Legalization – Cannabis is now legal in over half the U.S. Law firms must stay current on state and federal enforcement policies. Green Law – Environmental law or green law is a growing practice area. Many law firms are establishing sub-practices in fair trade, renewable energy, green building, and climate change. In-Demand Candidates Tech-Savvy Legal Support Staff – Legal professionals at all levels need strong computer skills. Litigation experience, document management, and E-discovery experience are in demand. This law firm HR trend is important to run a law firm. Lateral Hires – Many firms use lateral hires to grow practice areas. Consider enlisting professional help to attract quality attorneys. Temporary or Project Professionals – The majority of major law firms now use temporary or project attorneys. These qualified workers are cost-effective and help firms meet fluctuating caseloads. Changing Compensation Packages Money Matters – Money is often the first thing a candidate will consider. Law firms need to make sure salaries are competitive. Offering bonuses is also attractive to candidates. Other financial perks might include student debt repayment, retirement savings plans, and profit-sharing programs. Continued Development – Millennial workers want a defined career path and development opportunities. For older workers and support staff, continued training will maintain the firm’s competitiveness. Work-Life Balance – The legal profession is known for high rates of burnout. Some of the most requested items in compensation packages have to do with work-life balance: flexible hours, alternative work arrangements, telecommuting, part-time work, phased retirement, temporary leave, or compressed schedules.

2019 Law Firm HR Trends Read More »