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Legal Workforce Challenges During COVID-19

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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

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COVID-19 Special Announcement

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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)   

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Recruiting & Retention in a Candidate-Driven Market

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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

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Switching Firms? Steps You Should Know

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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.

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Legal Network for Contacts, Clients & Candidates

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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.

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Implementing Temp to Perm successfully

Blogs, Candidates, Employers /

Utilizing a temp to perm hiring opportunity is resourceful. Temporary or contract workers are a valuable source of talent for law firms and hiring from temp to perm position can be resourceful. A temporary or contract worker can fill in short term vacancies, such as when an associate or paralegal is off on maternity or medical leave, they can bring in expertise on a particular practice area, and they can be hired to handle volume increases related to new casework. Lawyers, in particular, are uniquely suited to temporary or contract work because they are trained to quickly analyze a situation and act accordingly. In contrast to temporary or contract workers,  a “temp to perm” employee is brought on to work for a predetermined period, during which time the firm decides whether to offer a permanent position to the employee. With the failure risk as high as 50% for new hires, temp to perm has gained popularity among hiring managers as a way to reduce the risk of a bad hire. Benefits to law firms include: Enables partners time to observe attorneys and legal support staff to see if they are a fit for the firm’s workload and culture. Avoids wrongful termination and unemployment costs – With a temp to perm arrangement, there’s not a guarantee that the position will become permanent. Therefore, the employee is not eligible to claim wrongful termination or file an unemployment claim against the law firm. Reduces the cost of administration and benefits, since these are all covered by the staffing agency until the worker becomes a full-time employee of the law firm. Here are some things law firms should consider when implementing a temp to perm hiring strategy: Pick a reasonable timeframe for a temp to perm trial period. Too long and the candidate may pass up your firm. Too short and you won’t get a good idea of the fit. Confirm the time period with the staffing service and have them explain this to the employee prior to their start, so everyone is clear of the guidelines. Treat temp to perm workers just as you would a permanent employee, providing them with the support, training or resources they may need to perform their duties. Introduce them to the partners, associates and support staff that they will be working with. Include temp to perm workers in firm-wide initiatives such as training and team building. This will give them the opportunity to demonstrate their skills and align with the firm’s culture. Have a transparent process in place to ensure that the firm is being fair. If the firm exhibits a constant cycle of letting workers go before they reach permanent status, the firm’s reputation will suffer, and it will be increasingly difficult to attract quality candidates. If there are any issues, ask the staffing service in to deliver the information. Until the worker becomes a permanent employee of the firm, the staffing service can manage the temporary employee for you. Full-Service Legal Staffing You Can Depend On Collier Legal Search is a full-service legal staffing company that specializes in placing well-credentialed partners, associates and legal professionals at every level in law firms and corporations. Our experience in the industry and our unique approach to building our candidate database consistently delivers results that clients can depend on. We are committed to maximizing success for our clients and our candidates.  Contact us at 832-239-5253 to give us the opportunity to work with you.

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Grow Your Firm in 2019

Blogs, Companies /

Adding a legal staffing firm can help grow your firm. After a year of robust growth, many law firms are uncertain about what the coming year will hold. The increasingly fast pace of business, whip-lashing market movements and overall volatility has left many firm partners and managers scratching their heads about their 2019 hiring plans. Adding a legal staffing firm to your business strategy can help control expenses and manage unpredictable staffing needs. Whether your firm anticipates just a few specific hires or a sizeable contingent of contract attorneys, here are some ways that a staffing company can help you grow your firm while controlling the budget: Reduce the Cost of Hiring The cost of recruitment can exceed thousands, if not tens of thousands of dollars per employee. Much of that expense is the time that can’t be billed to clients because they are consumed with discussing the opening, placing advertising, screening, interviewing, re-interviewing, background checking – and then repeating the entire process over again. A legal search and staffing firm can return these billable hours to the firm by allowing the partners to focus on the business of law. Reduce Training and Onboarding Costs Training and onboarding are expensive and time-consuming endeavors. By employing attorneys who have already been identified as skilled and qualified for your firm’s particular needs, you can significantly reduce training costs and improve productivity. Some staffing firms can even create a tailored orientation and training program for new hires. Build Up or Scale Down Quickly For law firms, a complex case can suddenly necessitate additional attorneys and support staff. Conversely, when a significant case ends, there may not be enough work to go around. Through regular communication with your staffing partner and strategic use of contract attorneys and support staff, these transitions can be made smoothly. Control Benefits and Administrative Costs Benefits can cost 25% – 30% over payroll expenses. For workers contracted and paid through a staffing firm, those expenses fall to the staffing firm and not the law office. By utilizing temporary staff instead of direct hires,  you can transfer the costs associated with processing and administering payroll from your organization to the staffing firm. Protect Existing Staff from Burnout Many law firms have “down-sized” and “right-sized” to the point that associates and legal support staff are pushed to the limit. Partners expect staff to produce more with fewer resources. Additional contract attorneys will help your staff avoid burnout, reduce the cost of defects, avoid productivity losses, and limit turnover expense. Damage Control A bad hire can cost you several times the employee’s annual salary. A temporary employee can be vetted to see if they fit the corporate culture before making a final permanent hiring decision. Prevent Unemployment Claims Contract attorneys and staff are technically employed by the staffing partner—not the law firm. Consequently, any unemployment claims won’t reflect on the firm. Collier Legal Search is a full-service legal staffing company that specializes in placing well-credentialed partners, associates and legal professionals at every level in law firms and corporations. Our experience in the industry and a unique approach to building our candidate database will deliver dependable results. Let us help you grow your firm in 2019.  Contact us at 832-239-5253.

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What’s Ahead For Law Firms in 2019

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Here’s what to expect for law firms in 2019. 2018 was the best year in a decade for revenue growth, and U.S. law firms can expect to see another year of steady growth in 2019, according to a recent report from Citi Private Bank’s Law Firm Group. The report, based on surveys of nearly 200 American law firms,  found that revenues grew an average of 6.3 percent in the first three quarters of 2018, far exceeding the growth rate from the same period of the previous year. Most of the revenue increases were at firms occupying the largest and smallest ends of the spectrum, with mid-sized firms being squeezed. The report anticipates the following shifts to the legal landscape in the coming months: Even more consolidation in the middle 2018 was the busiest year on record for law firm mergers, and 2019 will likely see a lot of activity among mid-sized firms. The mergers will probably be larger firms acquiring mid-sized firms as well as mid-sized firms seeking merger partners. Right-sizing may finally be paying off – After several years of right-sizing their practices, streamlining operations, consolidating duties and developing new revenue streams, many firms are reaping the rewards with increases in revenue growth and a more agile staff. Firms will continue to explore ways of maximizing potential through innovative staffing. The majority of firms reported that they planned to increase their temporary/contract personnel and two-thirds said they would increase their ranks of permanent low-cost employees. Partner retirements require better succession planning –  With more baby boomers retiring, law firms need to anticipate the challenges caused by the departures. Firms must proactively transition the client relationships or risk losing clients to other law firms. The more a firm engages with a client before a partner retires, the more likely it is that the client will remain with the firm. Many firms incentivize this transition and tie retirement benefits to the successful development of their former clients. Evolving skills and characteristics of associates The skills and attributes demanded of today’s associates go beyond strong technical skills, but also include the need to be business-minded, creative thinkers, with project management skills. Most law firms are seeking candidates who are entrepreneurial and commercially savvy, and able to integrate technology into the delivery of legal services. Changing aspirations of associates A surprising percentage of associates no longer aspire to be equity partners. Instead, many would prefer to pursue an array of different career and lifestyle alternatives. Ironically,  the possibility of achieving equity partner is likely to increase over the next few years as retirement numbers outpace hires. More alternative fee arrangements The shift toward alternative fee arrangements (AFAs) is growing at a rapid pace and is primarily driven by client demand. In 2017, survey respondents reported that AFA represented nearly 19 percent of firm revenue and the number continues to increase. Looking forward, law firm leaders believe the shift towards AFAs will continue with zero survey respondents anticipating a fall in AFA usage. Firms will continue to maximize the use of contract attorneys, legal support staff and technology to deliver competitively priced services to clients. To see the full report, click here.

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Etiquette of Leaving a Law Firm

Blogs, Candidates /

Are you planning on leaving your firm in the coming year? Here are etiquette of leaving a law firm.  The era of spending an entire career at one law firm is mostly gone. In today’s volatile legal job market, associates, partners, and legal support staff regularly switch firms for a myriad of reasons. Whether it’s a lateral move, a promotion, or a career change, maintaining professionalism when you quit is critically important to your reputation and prospects. The following are some things to consider if you are leaving your current law firm without burning bridges or committing ethical violations: BEFORE YOU GIVE NOTICE WHEN LEAVING A LAW FIRM Review the partnership agreement – Partners should carefully check their partnership agreement for any notice requirements, penalties or possible forfeitures. Time your notice and departure to minimize any penalties and accommodate needs. Complete the conflicts check – Conflicts clearance often takes much longer than anticipated. Most job offers are contingent upon the completion of conflicts checks so wait until everything has been cleared or waived before you give notice to your current firm. You don’t want to end up in limbo between the firms! Determine how much time you will give – The minimum notice for any professional is two weeks, however many attorneys give much more time. It is advisable to have everything you want to take with you in your possession before actually giving notice. HOW TO GIVE NOTICE Keep it quiet – Do not discuss your move with coworkers, clients or support staff until you give formal notice to management. Resign in Person – Always resign face-to-face and in private. Do not leave a voicemail, e-mail or text, unless there are extenuating circumstances. Friday afternoons have always been favored since all parties have the weekend to process the news and there is less time for the office rumor mill to get started. The first person you should inform is your immediate superior. After you have spoken with him/her, find out if there are others in management you need to speak with directly. Follow up with a letter of resignation. Inform colleagues – After you have notified management, let your colleagues know about your impending move. Depending on your office size and culture, you can tell them directly, by email or any other communication. Refrain from airing any complaints. HANDLING CLIENTS After an attorney has decided to join a new law firm, he/she has an ethical obligation to inform current clients of the departure. However, it is entirely up to those clients to decide whether they will follow the attorney to the new firm or continue to be represented by attorneys at the current firm. To avoid any breach of ethics: A notice should be limited to clients whose matters you are actively involved with at the time of the announcement. You should not urge the client to sever its relationship with the firm but may indicate your willingness and ability to continue responsibility for the matters upon which you are currently working. It must be made clear that the client has the ultimate right to decide who will complete or continue the matters. Keep complete copies of communications to ensure a clear and accurate record in the event of any claim of impropriety. Full-Service Legal Staffing You Can Depend On Collier Legal Search is a full-service legal staffing company that specializes in placing well-credentialed partners, associates and legal professionals at every level in law firms and corporations. Our experience in the industry and a unique approach to building our candidate database consistently delivers results. We are committed to maximizing success for our clients and our candidates. If you are planning to leave your law firm this year, we would love the opportunity to work with you. Contact us at 832-239-5253.

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Benefits of Hiring a Project Attorney

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Going to trial? Here’s how a project attorney can help. Much has been written about the use of a project attorney to maximize billing profits and minimize overhead expenses for law firms. Many firms use project attorneys to take on some of the day-to-day operations and smaller tasks to free up the time of staff attorneys and partners for higher profit activities. However, the versatility of project attorneys should not be overlooked in the case of trials. A major trial is a Herculean task, and even relatively simple cases can involve thousands of pages of documents, multiple witnesses and countless hours of preparation.  Consider the benefits of having the extra-legal talent for the following aspects of going to trial: Trial Prep The period leading up to a major hearing or trial can be overwhelming.  This phase of litigation is extremely time-consuming and often more detail-oriented than many lawyers tend to anticipate.  The deadlines get progressively tighter, and numerous details need to be settled at this stage. A project lawyer, brought in at the outset, can help with discovery, preparing witness questions and exhibit lists, trial briefs, jury instructions, anticipating evidentiary issues or objections, and any other preparations required for the upcoming trial. 2nd Chair Co-Council If the firm has a major case that is too big for one attorney to try alone or if the first chair attorney doesn’t have extensive jury trial experience, a qualified project attorney can guide the process from start to finish. A contract second chair attorney can help implement the trial strategy, offer support and ensure that everything runs smoothly throughout the trial. Fieldwork and Court Appearances Being in two places at the same time is impossible, but attorneys are often required to do just that. Required activities such as taking depositions can often consume entire days of valuable time that could be spent on higher-return activities. A project attorney can handle depositions, conduct interviews, and site visits, appear for routine court hearings, defend a deposition or represent clients at a settlement. Litigation Support Staff Document-intensive litigation can overwhelm a law firm’s daily operations. Furthermore, the increase in client communication prior to a trial can consume significant amounts of an attorney’s time and resources. Temporary paralegals, legal assistants or legal secretaries hired specifically for trial-related work can keep the documents organized, the parties informed, and the case running smoothly and on deadline. Office Support Sometimes a trial consumes the time and attention of the law firm’s entire staff and pulls resources away from day-to-day operations. Everything from billing to marketing to client communications can suffer. Hiring legal office support staff for the duration of the trial can minimize the disorganization and fallout when the trial concludes, and business must return to normal. Full-Service Legal Staffing You Can Depend On Collier Legal Search is a full-service legal staffing company that specializes in placing well-credentialed partners, associates and legal professionals at every level in law firms and corporations. Our experience in the industry and unique approach to building our candidate database consistently delivers results that clients can depend on. We are committed to maximizing success for our clients and our candidates. Contact us at 832-239-5253 to give us the opportunity to work with you in hiring a project attorney.

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