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Boutique Recruiting Firms Bring Big Results

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Is your firm or legal department seeking specific expertise to handle post-coronavirus-related work? Industry and business experts anticipate high demand for certain practice areas and a surge in specific types of cases including: Litigation disputes regarding contractual obligations Insurance-related disputes Bankruptcy/insolvency HR disputes Boutique recruiting firms may offer the best solutions to finding the right talent in the current environment. The nation is still grappling with physical and logistical restrictions forced by the pandemic. Offices are in varying states of reopening, and the job market remains uncertain. From interviews to onboarding, social distancing has changed many aspects of recruiting and hiring. A smaller legal staffing firm can react quickly and adapt to the shifting landscape. Here are some areas where a smaller staffing firm has an advantage over large corporations: Agile and Flexible Smaller staffing firms do not have layers of bureaucracy or corporate directives from out-of-state headquarters. Unlike large staffing agencies, smaller boutique recruiting firms do not pass projects or candidates through numerous departments. Decision-makers are local, and they act on information quickly. With their smaller, more experienced staff, boutique firms are agile enough to recruit, screen, and place candidates without waiting for executive decisions or administrative assistance. Single Point of Contact When working with a smaller staffing firm, customers and candidates are more likely to deal directly with a single point of contact. With many people working remotely or on staggered office schedules, finding the correct contact person at a large staffing organization can be a daunting task. Smaller firms emphasize relationship-building over quantity and quotas. Professionals at a smaller firm will have a personally vested interest in learning more about their customers and in the long-term success of every placement. Better Candidate Pool Staffing firms, as an ethical rule, do not recruit candidates from their clients. A large firm may have a long and impressive client list. However, that list represents all of the places that are off-limits to new searches. Therefore, there is an impact on their pool of candidates and recruiting strategies. Smaller firms may not have a Fortune 500 list of clients, but they have much greater flexibility in approaching potential new hires. In-depth Knowledge The right placement is not just about finding someone with the right skills and experience. It is critical to partner with a staffing professional who understands the firm’s culture, personalities, and specialized needs. The current situation is unique because law firms and legal departments need to find talent that can start immediately, work remotely, and succeed with minimal training. Large staffing firms do not typically focus on this type of profile. A smaller staffing firm will take the time to learn the finer details and find a candidate that is the best fit. 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 that clients can depend on. 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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GAINING MOMENTUM INTO Q3

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Summer has arrived and the end of Q2 approaches. People are slowly returning to newly reopened workplaces. Law firms are no exception. While safety protocols have changed to embrace social/work distancing, strategic business planning has some of our clients gaining real momentum into Q3. These last few weeks, we have had meaningful conversations with known law firm leaders. We have sought their opinions and predictions on emerging, stronghold practice areas in the coming months. Certainly, bankruptcy and employment law practices are continuing to strengthen. Accordingly, we have been effectively recruiting legal personnel in these areas of practice. At the same time, we have listened to what practice leaders believe will be significant focus areas in Q3, Q4, and 2021: litigation (both commercial and insurance-driven), wealth preservation & tax management, and finance (secured transactions) are practices gaining serious momentum. Preparation being essential for production, this strange era has given our Collier Legal Search team an unprecedented opportunity to become more consultative, more informed than ever before. Throughout this crisis and as always, our goal remains the same: to be a valuable resource for our clients. As to our existing needs, CLS consistently aspires to react swiftly in an effort to meet our client expectations regardless of the practice area. At the same time, we strive to be extremely proactive, aligning our recruiting and placement services to predicted growth areas. HOW TO STRIKE THE BALANCE OF TIME VS. CONSERVATISM Balancing time against conservatism is perhaps more important today than ever before. By posting open positions online, some of our clients have sought to save on recruiter fees hoping to take advantage of what is perceived to be a surplus of available manpower. This is one of those situations where we might say, “be careful what you wish for.” As a result, these same clients face a time-sucking “Mount Everest” of applicant paperwork to review. Many applicants have little to no skills required in the position. On a rare occasion, the right hire is identified in the stockpile. More often though, the right applicant is still employed and very likely he/she has never seen the online job opening. The question is whether it is the best use of your time to sort through the hoard of the resumes in hopes of finding the right hire? Or, is your time better used elsewhere? At Collier Legal Search, we are sensitive to the community’s call for conservatism. Our clients only owe a fee if they hire one of our applicants. In many circumstances, our fees are deeply discounted. As importantly, we are sensitive to the value of time. Our service ensures that your time is always protected to optimize production. Stay productive entering Q3. Let us take on the project of building your winning team. To learn about how we have continued to build our applicant pool during this crisis, please contact Kay Egger at 832-239-5218.

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Building Your Personal Law Practice Image

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As Texas prepares to reopen for business, it may the best time to evaluate your personal law practice image for competitive positioning in the marketplace. As businesses begin to reopen, many workers are returning to a “new normal.” Social distancing and travel concerns mean that networking events, conferences, and professional gatherings may not return to their previous formats. Instead, video meetings, streaming, social media, and other platforms have exploded since the beginning of the pandemic. These popular platforms are entertaining, but they are also valuable professional tools. For the legal professional, this “new normal” is an excellent opportunity to develop your personal image, reinvent your professional reputation, and develop new skills. Whether you are returning to your previous job or looking for a new one, here are some ways to stay ahead of the game: Define Your Image, Define Your Practice Strengths Set aside some dedicated time to focus on your personal brand. Analyze your skillset, unique strengths, and the qualities that differentiate you from others. Even in the same law firm, two attorneys from one practice group can have very different brands. One may be known for meticulous detail, another for an aggressive defense. Create a mission statement of one or two sentences that encompass the words and values that you’d like people to associate with you. Having a clear personal brand gives you more control over your reputation and your career. Do an Image Makeover: Checklist A brand audit involves gathering information, opinions, and feedback that others associate with you. If your firm does regular performance reviews, revisit them to find out which characteristics stand out. Google yourself to see what prospects, clients, and potential employers can learn about you. Was your last published article five years ago? Do your social media posts align with your brand? If there is anything that doesn’t reinforce your personal brand, consider updating, changing, or deleting it. Refresh Your Bios Has your firm bio remained unchanged since you first started there eight years ago? Most firms have a specific template for attorney bios, so there may not be much room for creativity. You can make sure the information is accurate and current. Is the list of representative matters up to date? Does it reflect the kind of business you want to attract? Unlike firm profiles, your LinkedIn bio belongs to you. Use the opportunity to craft a bio that matches your brand. Promote Your Attorney Image This step in the branding process is where many professionals balk. Now that you have a clearly stated brand, you must go out and aggressively promote it! It’s essential to begin communicating your brand to your peers, customers, employers, and prospects. Blogging is a great, and often free, way to showcase your knowledge and thought leadership. Publishing articles or commentary in trade pubs, LinkedIn, Twitter, even email newsletters, are other common platforms. Learn New Skills Lawyers have never been early adopters of technology. Becoming proficient in popular digital platforms will immediately set you apart from the competition. Do you know how-to video blog (vlog)? Can you set up a Zoom or Microsoft Team meeting? Many of these platforms will become part of the mainstream business world. New ones are sure to follow. Consult With Career Experts A staffing professional can be a valuable ally in creating your personal brand. They know the industry landscape and the importance of standing apart from the crowd. If you are in the market for a new job, a staffing expert can tell you what skillsets and requirements employers want. 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. Find out what we can do for you. Contact us at 832-239-5253.

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How to Increase Visibility for Attorneys

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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

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Managing a Remote Legal Team

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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.

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Managing Through COVID-19 for Legal Candidates

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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

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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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