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10 Evolving Skills That Lawyers Need in 2023

10 Evolving Skills That Lawyers Need in 2023

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The legal landscape is changing rapidly. Competition from alternative legal service providers, virtual law firms, and other sources means that law firms and lawyers must offer a variety of skills in addition to legal advice. The once-staid legal arena has become a competitive business that moves as quickly as the industries it serves. Law firms, attorneys, and support staff must be flexible, agile, and constantly evolving. Here are 10 evolving skills that lawyers need to be competitive in today’s market: Tech Proficiency Even tech-averse lawyers should learn the legal technology that drives most law firms. E-billing, contract management, e-discovery, and data management are all part of the day-to-day procedures of modern law offices. Beyond the practice, realizing the importance of rising technology trends is essential. Attorneys should be familiar with AI, blockchain, cryptocurrency, and cyber-security developments and the implications these technologies may have on their client’s businesses. Business Acumen Clients expect their attorneys to understand their businesses. The most valuable lawyers are proficient in law, accounting, finance, and business. They know how a client’s particular business or industry operates and its challenges. A lawyer with business acumen can provide knowledgeable advice that goes beyond legalities and considers the broader business implications. Marketing Even if a firm has a marketing department, successful lawyers take the initiative to market themselves. Identify your niche and personal brand – are you a commercial construction lawyer, a renewable energy specialist, or a fierce litigator? Personal marketing can include publishing articles, speaking at events, participating in panels, teaching, volunteering, and strategically using appropriate social media channels. Public Speaking Addressing clients, partners, the media, or a judge and jury are all instances of public speaking that a lawyer may encounter. Speaking clearly, concisely, and persuasively is a critical skill that anyone in the legal field should practice and perfect throughout their career. Ask a mentor to evaluate your public speaking abilities, watch instructional videos, sign up for classes, and practice as often as possible. Commercial Awareness Commercial awareness refers to identifying the news and developments that might affect your clients or the law firm where you work. Whether it’s a new industry regulation or the arrival of a competitor, attorneys should develop their commercial awareness by staying up-to-date with current affairs, business, politics, industry trends, and legal developments. Networking Effective networking involves more than attending an event and nursing a cocktail while making small talk. Cultivating a steady stream of potential clients, allies, and referrals is an invaluable skill. Make room in your schedule to attend professional events to meet new people. Take the time to make authentic connections and, most importantly, follow up. Crisis Management Lawyers are trained to take in large amounts of information and to think strategically. This makes them ideal to be at the forefront of managing a client’s crisis. In today’s media-centric environment, the company’s attorney addresses the press immediately after an emergency. Lawyers with crisis management and communications skills are in high demand, with some firms dedicating a practice group to the subject. Emotional Intelligence Emotional intelligence (EI) describes a person’s ability to identify, understand, manage, and harness their emotions and those of the people around them. Successful lawyers must empathize with clients, understand their needs, and handle high-pressure situations gracefully. They also need to work well with the firm’s attorneys, partners, and support staff. Develop your EI by listening to and supporting colleagues, offering constructive feedback, and helping to resolve conflicts. Adaptability The legal landscape constantly evolves with new regulations, innovations, competitors, and working methods. Firms need adaptable professionals who can keep pace with these changes and pivot their approach when necessary. Legal professionals should manage their reactions to new developments and be willing to learn and evolve. When the next workplace or industry change arises, embrace the shift instead of digging in your heels and sticking to “the old way.” If your firm is looking for outstanding legal candidates with relevant skill sets and qualities, Collier Legal can help. We can connect you with a large pool of Houston’s leading legal candidates to help you build and enhance your team. Our experienced staff can help you determine the availability of talent on the market and set your firm up for continued success. Contact us to learn more.

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CARBON CAPTURE

Carbon Capture is Big Business for Law Firms

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The Growing Business of Carbon Capture Carbon capture, utilization, and storage (CCUS) have become a prominent factor in reducing emissions globally. CCUS technologies capture CO2 at sources like industrial facilities and power plants or remove it from the atmosphere. The captured CO2 is then stored offshore or underground or used to enhance products like concrete. Companies worldwide, including some of the most prominent names in the energy industry, are committing to aggressive targets for net zero emissions that rely on CCUS technology. These companies invest billions of dollars in their CCUS efforts and will need skilled legal guidance to navigate this complex new terrain. Carbon Capture Brings More Legal Work The path for any developing technology or industry is fraught with legal concerns – both predictable and unexpected. CCUS is no exception. Carbon capture developers, investors, and off-takers face complex business and legal issues. Law firms with clients in the oil & gas, chemical, industrial, manufacturing, power generation, gas transportation, or processing industries will likely see increased requests for guidance around CCUS matters. Savvy law firms are responding by launching or building their Energy or Environmental Practice Groups to include CCUS specialists. Take A Multi-Disciplinary Approach No single attorney can handle the scope of work involved in the CCUS space. From tax and governance matters to contract and patent concerns, a law firm needs a skilled team of attorneys to offer a collaborative approach. Clients need legal advice on everything from carbon credit trading, contracts, permitting, and real estate issues to financing and construction. A multi-disciplinary approach could include attorneys in the following areas of expertise:  Policy and RegulationLocal, national, and international policies on carbon capture are constantly evolving and sometimes at odds with each other. Companies depend on legal counsel to keep their CCUS projects compliant with the latest regulations. Law firms can assist with the following:● Developing ESG strategies related to net zero emission ● Navigating carbon offset credits and emissions accounting● Advising on federal and state carbon capture incentives● Adhering to federal and state environmental regulations● Guidance on environmental impact analysis, permitting, and compliance● Monetizing carbon capture tax credits (45Q of the Internal Revenue Code) Contracts & AgreementsCarbon Capture contracts must be written to protect against the “what if’s” and the unknowns in this burgeoning industry. Because the industry is so new, there are no standard contracts as there are in real estate or employment. CCUS-related contracts include:● Contracts involving carbon sequestration and utilization● CO2 purchase and sale agreements● CO2 transport agreements and storage monitoring agreements● Engineering, procurement, and construction (EPC) contracts Project FinanceCCUS projects differ from typical clean energy deals such as wind and solar. Because of risk factors, there are unique lending and investing issues. Sophisticated guidance and innovative finance structures are critical to getting CCUS projects. ● Financing  – tax equity, debt, sale-leasebacks● Intercreditor, security, and equity contribution agreements● Public-private investment initiatives Permitting Geological storage of CO2 in the United States is regulated under the Safe Drinking Water Act and the Underground Injection Control (UIC) Program. There are minimum requirements for permitting, operating, and decommissioning CO2 storage projects, but many issues are left to individual states to regulate directly. Navigating this web of national and state regulations requires knowledgeable and experienced legal advisors who can assist with permitting.● Compliance and permitting under the Safe Drinking Water Act’s Underground Injection Control (UIC) program.● Advice on federal and state regulatory matters relating to carbon sequestration● Securing pore space rights IP Protection CCUS patent filings have steadily increased in recent years. Several technologies are currently in use, with many more in development by large companies, entrepreneurs, and scientists. The potential for disruptive technologies to emerge from this arena is very high. CCUS innovators will need legal assistance to protect their intellectual property.● Domestic and international patent procurement● Patent litigation Government RelationsWith the vast amounts of money, resources, and effort directed at CCUS projects, a shift in policy could be beneficial or catastrophic to the CCUS industry. Companies in the CCUS industry need more than just transactional and litigation work. They often turn to their law firms to protect their interests at the state and federal levels by: ● Developing advocacy strategies and messaging● Drafting legislation and analyzing proposed rules Partner With Collier Legal to Strengthen Your Carbon Capture Focus If your firm is looking for CCUS-experienced candidates to strengthen your Energy or Environmental Practice Groups, Collier Legal Search can help. We’ll connect you with legal professionals with experience in a wide range of CCUS matters so you can proactively address issues for your clients. As a team we have over 100 years legal recruiting experience and can immediately support your strategic growth plan. Contact our professionals today with any questions about our placement services.

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Legal Workforce Return to the Office

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Many professional services companies, including law firms, are transitioning their workforce to return to the office. For example, Amazon, Apple, and JPMorgan have all instated return-to-work policies in recent months. As a law firm, your business may benefit from similar policies. On-site working legal professionals, such as attorneys and paralegals, tend to advance their skills faster than their hybrid or remote counterparts. The office provides an optimal environment for efficient onboarding and maximum employee support. Legal professionals returning to the workplace may view this shift as a valuable benefit. Enacting in-office work policies and finding qualified legal candidates can help build an efficient, collaborative workplace to boost employee satisfaction and performance. Value of In-Person Working Many law firms are considering the benefits of returning to an in-person work environment post-pandemic. Although remote work has become the norm for many industries, law firms may find that in-office policies promote ease of onboarding, mentorship availability, and skills training that legal candidates seek. Onboarding Ease Returning to an in-person work environment offers several advantages for law firms, including streamlined onboarding for new hires. When employees are present in the office, it’s easier for them to interact with colleagues and gain a more comprehensive understanding of the firm’s culture, values, and operations. In-person onboarding fosters stronger relationships and a greater sense of community among employees. These benefits can lead to higher job satisfaction, better employee retention, and increased productivity for legal firms. By providing an optimal environment for onboarding, your firm can foster long-term success for your employees and the organization. Mentor and Trainer Availability Having mentors and trainers readily available and approachable is crucial for employee growth and development, particularly in the legal industry. When experienced attorneys and legal team supervisors are accessible to answer questions and offer guidance in person, newer team members can learn more quickly and effectively. Approachable mentors and trainers help your firm foster a continuous learning culture, increasing job satisfaction and retention. With this approach, your team leaders can build a more skilled and motivated workforce, translating to better client solutions and law firm growth. Productivity & Growth Productivity and growth are essential for law firms to stay competitive and succeed in the shifting legal industry. In-office strategies encouraging productivity, such as face-to-face meetings, tracking KPI metrics, and sharing regular feedback, can help your firm keep employees focused and motivated. You can promote growth through ongoing learning opportunities and career development at the office to help team members advance their skills in specific areas of law, such as ESG. Offering in-house CLEs or other training and mentorship can help your employees build their expertise, take on new clients, and promote growth for the organization. This is especially important for attorneys on a path to partnership. Collaboration, Top-Down A top-down approach to collaboration is essential for legal firms looking to foster teamwork and drive better outcomes for clients. This collaboration structure also helps ensure everyone is on the same page and working towards the same objectives. A top-down approach to collaboration is particularly effective in an in-person work environment, where team members can interact face-to-face and build strong relationships. Being physically present in the office allows for more spontaneous conversations and informal interactions, leading to more effective collaboration and stronger camaraderie among team members. On-site collaborative tools and technologies, like digital whiteboards, can facilitate communication and information sharing. This helps team members stay connected and productive even when working on different projects. Grow Your Legal Team with Collier Legal Search Collier Legal Search provides legal staffing assistance for law firms seeking to build a strong legal team in the current return-to-work environment. Our experienced recruiters specialize in identifying and attracting qualified legal talent, from entry-level associates to established partners. With a comprehensive understanding of the challenges and possibilities in today’s legal job market, we can guide you throughout the recruitment process and help you find your next hire. Contact us today to discover how we can help you cultivate a more competitive legal team.

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Mid-Market Law Attracts Big Talent

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In the current lateral attorney recruiting climate, mid-market and smaller law firms just may have an edge. What Mid-Market and Smaller Law Firms Can Offer Specific perks are offered to lawyers at mid-market and smaller law firms. These benefits continue to attract top talent. Rate Flexibility While Developing Client Base While new 2023 data shows that many large law firms are raising rates by about 10%, lawyers at mid-market or smaller firms often have rate flexibility in keeping with their current and prospective client expectations. Streamlined, Fast Conflict Checking Process New client business is vital to perpetuating any law practice. Conflicts must clear completely before a client can be taken on for representation. At large law firms, the conflict-check process can take a very long time due to the number of matters being handled both domestically and internationally. Smaller law firms can accurately breeze through the conflicts-checking process in a timely manner, paving a clear path to representation while growing market share. Career Development Support and Planning At smaller firms, employees often receive personally tailored career development and planning. At some firms, dedicated hours during the work week are provided to attorneys who may seek real training on how to grow their client base. Also, many mid-size firms engage in strategic workforce planning to ensure a seamless transition when an employee moves or retires. Strategic planning at a smaller firm also means that employees enjoy an open career path with many opportunities for growth both horizontally and vertically. Hands-On Client Matters, From the Boardroom to the Courtroom At smaller firms, less experienced attorneys can often step away from the in-box/out-box daily tasks and are invited to participate in active client representation. Opportunities in both the board and courtrooms can come quickly for these aspiring advocates. WANT TO LEARN MORE ABOUT LAW FIRM PLATFORM DIFFERENCES AND APPROACHES TO THE LAW PRACTICE BUSINESS? Contact our veteran legal recruiting team to learn more. Kay Kurtin Egger, Attorney & Co-Founder of COLLIER LEGAL SEARCH, LLC

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Veteran Legal Recruiters Make Good Hires

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Hiring the right employee is crucial to any business’s success, but time constraints and a lack of screening and evaluation procedures can result in a risky hire. Veteran legal recruiters, such as those working at Collier Legal Search, LLC, are highly specialized in helping legal teams source the best candidates. They use their industry knowledge to evaluate potential hires and identify warning signs that may not be obvious to the untrained eye. Why Legal Teams Make Bad Hires Legal teams sometimes make bad recruitment choices due to a lack of proper screening and evaluation processes. Often this is due to a lack of time available for the full vetting process. As the result, legal hires may be based heavily on credentials without enough regard for environmental fit and long-term potential for success. Process is Rushed to Get New Hire Working Integrating a new hire into a position can take up to 12 months. If you need a role filled immediately and don’t have anyone in the pipeline, you may rush the process without adequately vetting the candidate. No Time to Interview Potential Candidates Rushed decisions occur when your firm needs to fill a role quickly and needs more resources for pre-screening interviewees to find the best fit. Partnering with a legal recruiter helps you screen and evaluate candidates before you interview them. This reduces the time you spend interviewing since you only have to meet with the best talent for the role. It is ideal to know your legal recruiter and, more importantly, ensure your legal recruiter knows you, your legal team, and your business environment well. Candidate Pool Isn’t Large Enough Another challenge a legal team’s hiring managers face is an ever-shrinking, solid candidate pool. This may occur due to a lack of job postings, inadequate online presence, not targeting the right audience, or insufficient networking opportunities. Your legal recruiter should be able to handle all of these matters for you. The Risk of Making Bad Hires Hiring a risky candidate may be costly, and the losses may add up with the sunk time invested in onboarding, orientation, and training and the lack of productivity. A bad hire can additionally demoralize your team and harm your team’s reputation, leading to a loss of clients. High Turnover Rate According to the ABA, law firms saw a turnover rate of 23.2% for associates in 2021. A 2019 Gallup poll reported that replacing an employee costs about one-half to two times their annual salary. With high turnover, your firm pays more in recruiting and hiring expenses. You may also experience decreased productivity due to unfinished projects or disjointed client representation. Wrong Fit for Your Firm’s Culture Company culture can impact your firm’s success and increase employee retention. In a 2019 survey by Glassdoor, 22% of respondents stated that company culture was the single biggest influence on job satisfaction. Looking for candidates who apply for the job to make a difference rather than just for a paycheck is crucial. A candidate whose principles and work ethic do not align with your firm’s values can adversely impact staff engagement, lower productivity, and waste resources. Time and Money Wasted Hiring candidates without top-level qualifications can be costly. Onboarding and training a new employee can cost thousands and can take months until they are fully productive. If your candidate does not work out, that is money wasted that you could have reinvested in your brand. Advantages of Hiring A Legal Recruiting Firm Working with a recruiting firm helps you simplify the hiring process and choose the right candidate the first time. Collier Legal Search’s veteran team ensures you speak with qualified candidates to fill open positions. Recruiters are in the Business of Hiring The Collier Legal Search team has entered its 20th year of service out of our Houston, TX, office. Our staff has over a century of combined experience in the legal industry. They can match your firm’s needs with the qualifications of available applicants and proactively recruit candidates based on your firm’s specifications. Produce Qualified Candidates Our recruiting firm has access to a vast pool of applicants to help you identify qualified individuals for the role. We have a thorough understanding of the legal sector and can introduce you to candidates who may not be actively seeking employment but are a suitable match for the role. Reduce the Time Required for the Hiring Process The Collier Legal Search team screens resumes and applications to save time. We pre-select and pre-interview the most qualified candidates, allowing your firm to focus on interviewing the most promising potential hires. Hire Qualified Staff With Collier Legal Search Collier Legal Search is a Texas-based legal recruiting firm with over a century of experience in the legal staffing industry. We have the candidate network and skills to find the right hires to help your firm thrive. Contact our legal recruiting team to start the hiring process and find top-quality candidates.

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Strategic Workforce Planning for 2023

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As 2022 comes to a close, law firms are examining their staffing needs for the coming year. The past year has been tumultuous, with low unemployment, high inflation, and the lingering effects of the Great Resignation hindering law office recruitment efforts. With evolving workplace needs and changing employment prospects, all law firms should formulate a strategic workforce plan to ensure they have the best legal staff for their corporate needs. The last few years have seen the rise of strategic workforce planning methods to handle the ever-changing market, including best practices for finding and retaining top talent. Developing a strategic workforce plan can help your law firm ensure you have the ideal staff for your needs. For the best legal staffing services, contact Collier Legal. We can support your workforce planning strategy by connecting you with highly qualified candidates to fill employment gaps at your firm. What is Strategic Workforce Planning? Strategic workforce planning is creating and adapting a staffing plan that adapts to the ever-changing needs of your organization. This process analyzes your existing workforce and strategizes what your organization will need regarding ability and staffing numbers in the future.  Simply put, strategic workforce planning ensures that you have the correct number of employees at the right time, with the proper skill set, so your company is successful in the near and long term. Why is Strategic Workforce Planning Important? Strategic workforce planning can help your organization prepare for whatever comes your way in the future. The COVID-19 pandemic and the resulting economic aftershocks were unexpected for many businesses, and they took a hit when their staffing was less than ideal for the changing economic climate. A strategic workforce plan helps you be prepared for the future by: Building a lean, talented, and focused staff Improving retention rates Building a solid corporate foundation Boosting your daily productivity Ensuring you have covered any potential knowledge or skills gaps Developing a Strategic Workforce Plan Developing a strategic workforce plan looks at an organization’s current staff. It accurately forecasts what steps and staffing needs will be required to attract and retain talent successfully. These plans ensure that the company can remain effective and grow in unforeseen situations. Staying dynamic and flexible in response to work disruptions caused by internal or external issues, from staffing shortages to economic headwinds, is necessary in the modern working world. By planning, law firms can prevent setbacks and maintain growth trajectories with minimal interference. Developing a strategic workforce plan considers predictions on issues employees might have. This includes extended leave and seasonal or periodic needs that might necessitate staff expansion, such as holiday business booms or employee vacations during school holidays. Your plan should also account for external factors like inflation, changes in legal requirements, and current unemployment figures. These issues will affect your law firm’s ability to hire top talent and change the number of employees your firm needs.  Analyze Current Workforce – Skill Sets and Skill GapsAny strategic workforce plan begins with a comprehensive analysis of your current workforce. Your organization must understand your employees’ skills, where you may need further training and development, and where you may be over or understaffed. Conducting a current workforce analysis lets you define growth objectives, prepare for disruptions, and plan recruiting and retention strategies for your firm. Define Growth Objectives To understand what kind of workforce you need to build, you must have clear, actionable growth objectives. Define your firm’s top growth objectives, such as acquiring new clients or expanding your current offices. Then, break down the staffing needs these goals will require. For example, if you focus on diversifying your employee pool, you may want to work with candidates with experience in social governance. Be Prepared for Disruptions Strategic workforce planning includes preparing for potential staffing disruptions. Sickness, retirement, resignations, or family obligations can cause these disruptions. You can create a staffing plan by understanding which disruptions your firm may need to prepare for. For example, you can work with a recruiting firm to line up candidates when a top performer makes a lateral move to another organization. Plan a Recruiting Strategy Your recruiting strategy should be growth-focused. It should detail what skills and knowledge your team needs to reach your growth objectives. Planning the strategy involves: Establishing a baseline budget for new hires and existing staff Identifying gaps in the skills and abilities of your workforce Creating a recruiting strategy that includes how you will find talent, including advertising in the professional press, hiring headhunters, or connecting Collier Legal Setting a timeline to find, screen, interview, and hire the staff you need Retention of Talent StrategyBeyond simply finding great staff, a strategic workforce plan must include a talent retention strategy. Designing a comprehensive plan to keep the talent you have is vital for planning for your future staff needs, including a mentoring system, competitive salary increases, generous benefits, and a healthy work-life balance. Execute PlanTo implement an effective workforce planning strategy, you must execute the elements of your plan. Begin recruiting to expand your candidate pool and start training and professional development programs for existing employees. Work with an experienced legal staffing firm to find qualified candidates to interview, so you have a pipeline of contacts ready when needed. Evaluate Results to Adjust for a Future PlanYou should constantly perform workforce planning with periodic reviews to track the plan’s progress, respond to new developments, and adapt to your law firm’s changing needs. These actions help the workforce plan stay relevant and effective for your organization and allow you to learn from past recruiting efforts, perfecting future iterations. Retention of Talent Retaining talent must be a top concern in your firm’s strategic workforce plan. While firms like Collier Legal can help you find the best talent, you must also have a retention plan to keep employees content and motivated to work for your firm. It costs nearly $4,700 to hire a new employee, and it takes several weeks to perform their position efficiently. Instead of spending thousands on hiring new employees, you can take steps to retain talent already at your firm. Steps to Talent Retention Your

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Lateral Partner Move

Lateral Partner Move

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Lateral partner moves occur when law firm partners seek a new position, typically with another organization. While a lateral move may benefit the person moving jobs, it can sometimes leave your law firm with a gap both in revenue stream and in headcount. Learn why partners make lateral moves and how you can work with Collier Legal Search to find a qualified replacement candidate. Why Make a Lateral Partner Move? There are many reasons a partner in a law firm might make a lateral move. Common reasons for partners to leave their current position include: Long-term client portfolio growth and rate and retention of client base. Moving to a new firm might create better rates, leading to better client portfolios and networking opportunities.  Improved infrastructure. A new firm may offer a proven, stable structure with strong support systems and people in place. Current work culture. If the work culture at a partner’s current position isn’t the right fit, they may leave to find a more suitable culture fit for improved mental well-being and increased productivity. Growth opportunities. A new firm may provide better growth opportunities than the current firm regarding advancement or personal fulfillment. A better work-life balance. While work-life balance can be difficult for lawyers, the firm culture, location of the firm, and any family commitments can impact that balance. While work-life balance looks different for each person, a firm that offers better opportunities to achieve that balance will help with long-term mental health and work satisfaction. Growth in Texas Over the past several years, Texas has gained national attention for its quickly rising population. Making a lateral move to a firm in Texas could create new opportunities for lawyers for the following reasons: Job opportunities due to business growth. The Texas hiring market shows no signs of slowing down. Firms are hiring partners in many areas including litigation, banking and financial services, capital markets, intellectual property, health care, and bankruptcy. Lack of state income tax. Texas has no state income tax, so partners who move can expect to keep a higher portion of their pay. High-paying jobs. Texas also offers plenty of jobs with higher salaries. Relatively lower cost of living. Depending on the partner’s current location, Texas offers a lower living cost than many other metro areas. Retention Retention is a significant factor in lateral partner moves. Between April 2021 and 2022, top law firms hired nearly 404 lateral partners. When a partner leaves your firm and you begin searching for a new candidate, consider the following factors to attract and retain top talent: Offer performance-based raises. Present a work culture that makes lawyers feel included and visible and ensures they will be treated in a friendly and respectful manner. Make clear opportunities for career progression, advancement, and professional growth. Focus on the social governance factors by hiring and cultivating a diverse gender, race, and ethnicity workforce. Interviewing with Due Diligence When interviewing for a lateral partner move, it’s wise to adopt an organized due diligence approach for the process. Beyond gathering information about work product, clients, and rates, due diligence may also include focusing on specific aspects of the move, exploring competing interests of the candidate’s former law firm, and recognizing appropriate transition steps. What to Focus On When interviewing, due diligence includes focusing on key issues for your law firm and the partner candidate. Obtain information from the candidate regarding reasons for their move and job history. This data can help you determine if they are a good fit for your firm. During the interview, ascertain the candidate’s skill set, personality, and client experience. Discuss their future goals to assess their development potential. Consider economic and profitability questions such as what salary and benefits they expect and how their addition to your firm may boost or hinder profitability. Competing Interests Due diligence during the interview process also includes addressing competing interests and the ethics of bringing on the lateral partner. Consider issues such as: Both law firm’s operating agreements Pre-departure/incoming notice to clients Pre-departure solicitation of clients, colleagues, or staff Joint notices and ballots have been sent to clients Appropriate Transition Steps Due diligence can mean taking the appropriate steps to transition a new partner into your law firm and supporting them in taking proper transitional actions at their former firm. For example, plan for a length of transition and start date that honors their prior commitments with the other firm and inform their colleagues. Announce their hiring early at your firm so staff can prepare for a new addition. Collier Legal Search Can Help Navigate a Partner Lateral Move If a partner at your firm makes a lateral move, work with Collier Legal Search to navigate the change. We offer legal recruiting services that can match you with skilled candidates that can step in and help your firm as you make the transition to a new partner or fill the role permanently. Contact Collier Legal Search to learn more about our recruiting process and how we can help you along the way.

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Collier Blog - Staffing Challenges 2022 Part 2

Staffing Challenges 2022 Part II

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In an effort to retain employees and create a positive culture, employers find themselves with some staffing challenges. Because business must continue, employers are finding new solutions to keep the workflow going. Developing a strong relationship with a qualified staffing firm will aid in employee retention and create the culture you and your employees seek. Explore these ways to keep your organization staffed with competent, qualified workers no matter the circumstances. Problems Employers Face While building a positive work culture and accommodating employees and their families are excellent approaches, there are economic realities of running a business that companies face. You may encounter issues as you balance meeting your employees’ needs and completing your firm’s work accurately and on time. Business Needs to Keep Running If your organization works year-round, there will be times when it is challenging to keep the doors open and accommodate your employees. Major holidays, summer and winter school vacation seasons, and spring break will be times every employee wants to spend with their family. Hiring seasonal staff when your core employees want to be with their families offers an excellent solution to keeping your firm running efficiently. Employees Need Time Off Your employees will need time off unexpectedly. Family emergencies crop up, particularly when employees have children. While employers want to be flexible and accommodating, these unexpected days off can drain productivity and efficiency. Drafting an accommodative policy that still allows work to finish on time will be a sensitive process. Filling in the Gaps with a Staffing Agency One way to ensure that your company accommodates all employees, particularly those with families, is to fill in gaps with a staffing agency. The agency will dispatch competent, qualified workers to fill in for your regular employees when they take vacations or have family emergencies. While you could try to do this independently, using a staffing agency offers a streamlined experience for solving your staffing challenges. Find Permanent or Temporary Staff Not only can Collier Legal Search help with your ongoing staffing needs, but we can also provide temporary staff giving you the flexibility to have a compassionate leave policy while protecting your business and keeping workflows running smoothly. Keep Business Running With temporary workers, your business will function efficiently without disruptions while also keeping your workers happy. Temporary workers can cover unexpected gaps and times when many workers with children will be out, like major holidays or school vacations. Save Time and Money Searching for and vetting workers can be time-consuming. Without replacement staff, you may experience a costly drop in productivity. A staffing agency can source top-performing talent quickly, allowing your business to function seamlessly and without disruption. Develop a Relationship with a Staffing Firm The more you work with a staffing firm, the better they can fulfill your staffing needs. Building a relationship with a staffing firm allows them to understand your business, anticipate your staffing needs, and prepare workers who will match your needs. Knowledgeable About Your Business If you build a relationship with a staffing firm, they can learn the nature of your business and anticipate cycles when you might need extra help. This familiarity can help them have appropriate candidates ready to step in when needed. A staffing firm can work with you when you need temporary staff to cover employee vacations or personal days. Can Best Fulfill Your Staffing Needs If you have a relationship with a staffing agency, they can find the perfect workers for your organization. They will know what type of worker you prefer, what sort of experience and knowledge you demand, and send repeat candidates to your organization as substitutes. The more you work with one staffing firm, the better they can meet the needs of your staffing challenges. Saves You Time Sifting Through Applications Time spent sifting through applications is time you could spend doing more profitable activities. A staffing agency relieves that pressure and provides capable workers who can seamlessly replace your existing staff. With a staffing firm, you don’t need to conduct time-consuming interviews or go through pages of applications; instead, you receive qualified staff on demand. Always Prepared with Possible Candidates if Needed Unexpected absences happen, particularly if you have staff with children. Sudden absences can take a toll on your company and put you in a bind, unable to find a qualified temporary replacement. A staffing firm can have someone on standby, and your employee can be replaced on short notice, allowing them to deal with their emergency and for your company to still meet deadlines. How Collier Legal Search Can Help Collier Legal Search is a recruiting firm that offers solutions for your staffing needs. We can provide qualified legal administrators, IT professionals, attorneys at law, law firm partners, legal support professionals, and office personnel for your company when you need them. Our pool of qualified temporary workers can save you time and money while offering uninterrupted service to your clients with skilled, experienced workers. Contact Collier Legal Search today to find qualified professionals to build your team and improve efficiency at your law firm.

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Staffing Challenges

Staffing Challenges 2022 Part I

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As children return to school in the fall, parents adjust to new routines and a different work-life balance. Once the school year continues, many employees have demands on their time outside of work. Companies must anticipate these staffing challenges and prepare to remain efficient for scheduled and unexpected absences. Ensuring your organization is prepared for employee absences is crucial. You can protect your company from staff shortages by attracting and retaining top talent and building relationships with a firm like Collier Legal Search. Retention of Top Talent 2022 has seen an overall shortage of workers in several fields, but the need for qualified workers is essential in the legal profession. Hiring and maintaining top talent is crucial to your organization’s success. Beyond finding and hiring these top achievers, you need to understand what will help them stay at your organization long-term and what factors might make them leave your organization. Top Concerns for Employers Studies have shown that an employee’s relationship with their bosses or supervisors is key to employee retention. Employees who feel respected and valued tend to stay in their positions longer. Treating your employees respectfully and having staff coverage for necessary family-related absences should be a priority. Flexibility For Family Needs A study by McKinsey found that a shared sense of community and empathetic feelings of togetherness were common at workplaces with high retention rates. Part of this feeling of community is an intuitive understanding of family needs. Companies that are flexible and accommodating of employees with families are more likely to keep them. Flexible Schedules The post-Covid work-from-home era has prompted a rise in flexible schedules. Many parents need flexibility regarding working hours to keep up with short-notice school closings or daycare staffing issues. Remain approachable for your employees to communicate personal scheduling demands. If temporary labor is an option to maintain production, consider calling a company like Collier Legal Search. Creating a Positive Culture Workplace culture has an enormous impact on your organization. According to a 2017 Gallup report, only 33% of American workers feel engaged at work. This low engagement results from poor workplace cultures where employees don’t feel valued or recognized. To combat these issues and retain talent, you must build a positive company culture by understanding your employees and implementing practices that meet their needs and combat this staffing challenge. Having a Supportive Culture Leads To Retention A supportive culture makes employees feel comfortable and at home in your organization. This culture includes: ● Treating employees as friends ● Offering kindness and understanding when someone is struggling ● Focusing on the meaning of the work ● Forgiving mistakes ● Sharing constructive criticism ● Embracing values like integrity, trust, gratitude, and respect Properly Recognize Employee Performance Beyond ensuring employees are supported and understood when they fail, companies must adequately recognize success. Proper recognition must be meaningful and tailored to the employee. Some employees like a quiet chat full of praise; others prefer public recognition. Offering distinction tailored to your employee’s preferences reinforces your company’s understanding and supportive nature. Know Employees Needs Anticipating the needs of your employees is a necessary part of fostering a community and a positive culture. Needs like respect, recognition, and understanding are universal, but a truly collaborative company will also cater to the individual needs of employees. Knowing all the people in your organization will help you know what they need as individuals and help you understand how to meet their needs. Accommodate for Employee Needs Employees want to be understood and appreciated. Each individual will have their own needs, and how willing an employer will go to accommodate that will affect employee retention. If an employee has children, this will be particularly true. Your organization should take steps to accommodate the specific needs of employees and their families, such as offering time off for family sick leave or flexible schedules. How Collier Legal Search Can Help Collier Legal Search, LLC is a legal recruiting firm with nearly 20 years of consistent, top service. For law firm clients, our veteran lawyer placement team specializes in recruitment and placement of all levels of attorneys, from equity partners to associates. Our legal staffing team works on hiring needs for paralegals, legal administrators, legal accounting professionals and more.  For company clients, we work on all legal departmental hires. Should you  need temporary coverage, our pool of qualified legal professionals can offer uninterrupted work production. Contact Collier Legal Search today to find qualified professionals to build your team and improve efficiency at your law firm.

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Interest rates and legal recruiting

Interest Rates Effect on Businesses and Legal Recruiting

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With interest rates and inflation rising, you may wonder how this financial uncertainty will affect your business. As interest rates rise, so does the need for qualified legal professionals. Rising interest rates affect businesses and legal recruiting by increasing the demand for legal professionals, highlighting the importance of developing relationships with a legal staffing firm. Learn more about our country’s current financial state and how interest rate increases may affect your business, so you can determine how to protect your company and hire employees who will provide the most benefit to your business during these uncertain times. What is the Current Financial Situation? The Federal Reserve recently raised its target federal funds rate by .75% to compensate for the runaway inflation that currently plagues the country. The current inflation rate exceeds financial analyst predictions, rising 8.6% this May, the fastest pace since 1981. Surging gas, food, and energy prices are the main culprits contributing to this rise. The outlook for the supply chain looks grim as well. Much of this trouble relates to the Covid-19 pandemic, which has slowed down or completely interrupted product movement at nearly every stage of the supply chain. Factories thought to be too big to fail had to close their doors permanently, and shipping delays abound due to port and railway closures. During the pandemic layoffs, many qualified employees lost their jobs as companies downsized to stay afloat. As the country slowly returns to normalcy, many businesses face worker shortages. Amid the shifting recruiting and hiring landscape, the legal industry has emerged busier than ever, with more employers seeking qualified workers to rebuild and grow their firms. Effect on Small and Midsize Businesses Interest rate hikes impact businesses of all sizes, particularly small and midsize companies that generally operate with a narrower profit margin. Since higher interest rates generally lead to higher business costs, companies with already thin profit margins may find it challenging to grow their business. When operating on narrow margins, outsourcing for staffing needs may seem like an unnecessary expense. However, working with a qualified staffing firm allows you to spend time focused on your business. At the same time, a legal recruiting firm sifts through resumes and vets potential candidates, saving time better spent on your business’ productivity. In such a tight hiring market, developing a relationship with a legal recruiting firm saves money and increases profits in the long run. What Industries Are Most Affected? High-interest rates affect businesses in every sector, but industrial and manufacturing companies and commercial real estate companies seem to be particularly hard hit by these higher rates. The commercial real estate industry has suffered due to Covid-lockdowns and the move to remote work. In contrast, the manufacturing and industrial industries have seen significant supply chain and transportation issues. Conversely, some businesses are discovering that the shortage of workers in the wake of the Covid-19 pandemic is opening up new and exciting possibilities. The legal industry, for example, saw a general downsizing during the pandemic but has proved that it can survive even the worst financial conditions. Now, law offices across the country are returning to work with a vengeance and actively hiring swarms of new employees. Many law offices use experienced law recruiting firms like Collier Legal to find the best employees on the market. Why Choose Collier Legal? As the need for experienced legal staff increases, developing a relationship with a credible staffing agency will streamline your hiring process and ensure you recruit the best talent for your law firm. At Collier Legal, we help you find the best legal talent for your business. With over one hundred years of combined experience, our staff has a reputation for excellence in finding and matching candidates to legal firms of every size. Sifting through resumes to find the right person for your company can be challenging and time-consuming. Let us help you with the recruiting process. Call us today or fill out a contact form online to get started.

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