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Summer Staffing Checklist

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Some businesses experience a slowdown during the summer months, while others remain busy. Here is a summer staffing checklist to get you through the summer.   During the summer, partners and associates often sacrifice their vacations to client cases and litigation schedules, but the same is not necessarily true for legal support staff such as secretaries, receptionists, paralegals, and IT professionals. Individuals in these roles may stick to the traditional schedule of taking a summer vacation, regardless of what may be going on in the office. For firm management, it is important to anticipate that there may be gaps in the firm’s support network from June through September. Here are some tips on managing gaps in summer staffing: Create and finalize summer vacation schedules Remind workers of the firm’s vacation policy, including the required length of notice, if there is one. Whether your firm uses seniority or a first-come, first-served method to grant time off, be sure the process is consistent to avoid conflict or liability. Managers should create a vacation calendar and a backup list for everyone on the team in anticipation of summer absences. Identify gaps in coverage Speak with practice group managers and find out what the anticipated workload will be throughout the summer. Decide where current staff can step in and where extra help is needed. When in doubt, err on the side of caution and bring in the extra manpower! Adjustments can always be made later. Have vacationing staff members, attorneys and managers clearly outline the work that will need to be done in their absence. Waiting until the paralegal is already on the beach in Rio will result in aggravation, wasted time and errors in casework. Secure workers before you need them Now that you know exactly where the gaps are and what the nature of the work is, contact your HR department or a legal staffing firm as soon as possible to secure qualified temporary workers. Remember that many other firms and in-house legal departments will be facing the same challenges. While your firm won’t be responsible for payroll, taxes or benefits for temporary workers, consider some office perks such as free snacks and meals or a performance bonus to attract the most qualified prospects. Evaluate future needs The U.S. economy has been outperforming expectations in 2018, and this may translate into more work for law firms. If your firm has seen an uptick in solid business growth, it may be a good idea to retain the summer workers that truly shined. There is no rule that says temporary employees have to remain as such. They can easily be converted to full-time employees if both parties feel that the relationship is beneficial. Talk to the experts at Collier Legal Search if your firm needs summer legal professionals or long-term placements. We are 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.

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Personal Branding for Attorneys

Blogs, Candidates /

Personal branding can help you in many ways if you are seeking a new job.  What is a Personal Brand? In legal circles, everyone knows that there are lawyers whose reputations precede them: the attorney known for complex energy litigation, the must-have mediator for a construction matter or the fierce trial lawyer in the tan suit. Beyond skill, experience, and reputation, what do attorneys like this have in common? They have each crafted and maintained a personal brand.What, exactly, is a personal brand? To put it simply, it is the sum of your reputation, peer perceptions, characteristics and traits that make you different from any other lawyer. A personal brand includes not just your legal knowledge, but can also encompass qualities such as how eloquently you speak, your attitude towards clients and your philanthropic activities. Branding, unlike reputation, requires a strategic effort to position your skills. It isn’t something that happens overnight.Why is it important? As an associate, a lot of your brand may be tied to the brand and reputation of your firm. You may not have much control over your firm’s brand; however,  you can control your own. Benefits of creating a personal brand include: Focus – A good lawyer cannot be everything to every client. Knowing your area of expertise and honing in on your niche will focus your efforts on the matters that will build your career. More business – As your skill set and experience grows within your niche, it will attract more of the clients who need that set of services. Better opportunities – A more significant book of business and a more extensive professional network can lead to bigger and better opportunities outside your current firm. You know that your personal branding plan has been effective if a legal search firm seeks you out for your particular expertise! It belongs to you – You can take your personal brand with you, wherever you practice. How to Build Your Brand Determine your niche or specialized area of expertise. If you are early in your career and working a myriad of matters, pay keen attention to the cases that appeal to you and where your skill set shines.  It may take time to materialize, but create a clear idea of how you want to be seen or thought of as an attorney. Write it down, refer to it frequently and fine-tune it as needed. Align yourself with industry experts. Whether your selected niche is real estate, employment, or oil & gas, there are local and national industry groups. Join some of these trade groups and take advantage of the events, publications, and discussions. On the legal side, be active in your local and State Bar association industry or practice group. Cultivate relationships with a range of professionals connected to the industry. Share your expertise. Look for speaking opportunities or panel discussions. Speaking on a topic will showcase your expertise to a large group and also offers the opportunity for interaction.  Contribute articles and commentary on your niche to trade publications, newspapers, magazines and online forums. Contribute blog posts to industry forums, your firm’s blog, or start your legal blog. Submit for rankings. Attorneys are continually bombarded with ranking and listing opportunities throughout the year, each claiming to be the “premier” source for legal information. Select a few of the most reputable ones to pursue and prepare your submission. Depending on your firm, this may be handled individually, or through the firm’s marketing department. Polish your online presence. Update your LinkedIn bio to include your niche or area of specialty.  Add relevant industry designations or memberships. If your firm bio includes a section for casework, be sure that the cases in your specialty are listed first. Clean up your other social media posts to bring them in line with your personal brand. Talk to the experts at Collier Legal Search about the importance of personal branding and professional reputation. We are 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.

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5 Reasons to Use a Contract Attorney

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Firms of all sizes and specialties have taken advantage of the significant savings and profit potential of utilizing a contract attorney.  Here are five common scenarios. A contract attorney is licensed to practice law, but instead of working for a firm as a full-time employee, they work on an hourly, project, or temporary basis. They have earned their law degrees, passed the required bar exams, and can perform virtually any function of a full- time associate or in-house counsel. By enlisting a contract attorney through a placement agency, law firms can avoid risk and realize immediate efficiencies and cost reductions. The agency will handle all administrative matters and cover employment-related costs including insurance, taxes, benefits, and payroll. Furthermore, firms can bill the work done by a contract attorney at a partner’s rate, an associate’s rate, or any rate that has been agreed to. Firms of all sizes and specialties have taken advantage of the significant savings and profit potential of utilizing contract attorneys. Here are five common scenarios: 1)  To cover practice area gaps. If a client or prospective client requests legal services outside a firm’s areas of expertise, the firm can turn away the work or refer the client to a competitor. A third option is to utilize a contract attorney who specializes in the area the firm is lacking. Hiring a contract attorney with expertise in a niche area can help retain clients and strengthen a firm while maintaining quality and consistency. 2) To navigate absences and business cycles The use of contract attorneys can allow your firm to ramp up during peak busy periods or fill in gaps when key attorneys are on extended leave for health, personal, or other reasons. Engaging a contract attorney can increase manpower without the associated hiring costs if you have a sudden urgent matter and need additional help.  It also reduces the risk of potential unemployment costs. 3) To assess potential permanent staff A hiring mistake can be costly and time consuming for a law firm. Management can consider engaging a candidate as a contract attorney to ensure that a candidate is the right match for the firm and its clients. Once the firm has determined that the candidate is a good fit and that there is sufficient workflow, then the contract attorney can be converted to a permanent employee. 4) To grow the firm without adding associates Contract attorneys don’t need mentoring or development programs, 401K plans or other perks. They arrive fully versed in their area of law and ready to work. A contract attorney is a variable cost directly correlated to a firm’s needs. Whether it’s 10 hours of work or a flat fee arrangement, the firm only pays the agreed-upon price. 5) To handle document and research-intensive matters Some corporate, real estate and finance transactions can overwhelm even the largest of firms with the sheer volume of documents and research. Contract attorneys can provide a potential solution. A firm can contract junior attorneys to review thousands of documents or seasoned attorneys to handle motions, depositions, trials, and appeals. Once the project ends, and the work is completed, the firm incurs no additional labor costs. A contract attorney can be found through traditional recruiting channels, word of mouth, networking, or through placement agencies. Most agencies maintain a list of qualified candidates in specific practice areas and can help in securing appropriately-skilled, proven attorneys in specific practice areas or areas of expertise. The agency handles the screening process, verifies the attorney’s academic degrees and legal credentials, including admission to the bar, current good standing, past employment, and references. Payroll, employer-related taxes, benefits, and other HR matters are also handled by the agency since the contract attorney is their employee, not the law firms. Let Collier Legal Search help you locate your next contract attorney.

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Legal Staffing in an Uncertain Economy

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Are you planning to grow your legal staffing team? Here are a few options to consider. Achieving sustainable growth in a shifting legal market is one of the biggest challenges faced by firm management. Some law firms increase the headcount in their practice groups to attract more clients. Other firms secure new clients before hiring more attorneys and support staff. This tricky balancing act is a dilemma that managing partners must carefully consider because having too much or not enough manpower at critical points can drain a firm’s time, talent and resources. By looking beyond the traditional hiring process, growth can be accomplished through a myriad of levels from temporary to permanent, short-term, project-based, hourly or even virtual – each with its merits. Successful firms will take advantage of and fully utilize all available avenues to secure the right legal staffing mix. Here are some things to consider when growing your base of legal talent: Temporary Whether your firm is trying to attract a huge client or confronted with a litigation project that your current manpower does not support, the most expedient solution is often temporary attorneys and support staff. Hiring temporary legal staffing is a solution that allows firms to take on new projects that would otherwise be too large for their regular team to manage alone. The recruiting agency, not the law firm, is the temp worker’s employer and is responsible for payroll expenses, paperwork, withholding taxes, unemployment and workers’ compensation insurance, healthcare and any other employee benefits. As a result, the cost of temp workers is often cheaper than hiring permanent employees with benefits. Law firms can often realize immediate profits with temporary legal staffing since the billable rate can be higher than the temp’s rate. Savvy businesses will incorporate temporary staff, not just during busy times, but as a fixed percentage of their workforce. Temp to Permanent From competence to culture, there are many aspects that can’t be gleaned from an interview or resume. Being able to test-drive a potential new hire can give both the firm and the employee an opportunity to evaluate if the match is a fit for both parties. Temporary to permanent employees are placed in the firm for a specific period, during which time all benefits, expenses, and liabilities are the responsibility of the recruiting company, not the law firm. At the end of the prescribed period, the firm has the option to hire the employee on a full-time basis with zero additional fees. Sometimes a partial fee is owed if the prescribed work-out period isn’t completed. Permanent Full-Time Hire In many circumstances, nothing less than a full-time, permanent employee will fit the bill. Staffing a new office, adding notable names to a practice group or taking on long-term projects may all warrant the hiring of full-time staff. A permanent employee with benefits is a considerable investment and firms should do everything possible to ensure that they will see a return on that investment. Enlisting the services of a reputable legal staffing firm will save considerable time and effort in the search for the right talent. When choosing a placement firm, be sure and evaluate their guarantees – Collier Legal Search offers the best in the business. Part-time or Flex-Time There are many compelling reasons for a firm, corporation, or another workplace to offer alternative work-time options. The crushing hours and tremendous workload are expected by law firm management, but more and more attorneys at all strata of the firm are questioning a culture of working long hours to the detriment of child-rearing, personal interests, pro bono advocacy, community involvement, and care for aging parents, to name a few. Offering part-time, flex-time or job-sharing options can keep valuable employees from taking their skills elsewhere and reduce career burnout. Virtual/Telecommute or Work-at-home Temp While not yet commonplace, the increased connectivity, technology, and cloud-based applications all point to an increased potential for utilizing the off-site talent that has been carefully screened and qualified. This option allows a staffing company the leeway to expand their search to find the candidates best suited for an assignment, regardless of location.

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Law Firms Flock to Houston

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Here are some of the most notable moves and acquisitions from law firms. Houston is currently the fourth largest city in the country and is on track to bypass Chicago for third by 2025. Houston has a growing and diverse population, a global energy hub, 25 Fortune 500 companies, and the world’s largest medical center. It is a lucrative and active legal market, and nobody wants to be left out. In recent years, the city has seen an influx of law firms entering the Houston market. Some outside law firms lure partners, attorneys, support staff and entire practice groups from locally established firms; others buy out or merge with existing practice, renaming the firm but leaving the staff intact. All of this activity results in a high-stakes game of musical chairs for Houston’s legal talent. For well-connected, proven and experienced attorneys and support staff, opportunities can arise whenever a new firm moves in – whether at the new legal firm itself or at a local firm that lost key staff to the newcomer. Here is a look at some of the notable moves and acquisitions of the past 18 months: Orrick Herrington & Sutcliffe, a 150-year old global firm based in San Francisco, entered the Houston market in January 2016. The powerhouse firm pulled 20 partners from approximately a half dozen local firms. The Houston office is the firm’s 25th worldwide and will expand its energy & infrastructure, Latin America, litigation and IP, and public finance practices. Polsinelli, a Kansas City, Missouri-based firm, opened in March 2016 after acquiring Houston-based IP law firm Novak Druce Connolly Bove + Quigg and its 14 attorneys. Polsinelli’s move into Houston was driven in large part by the presence of the Texas medical center. The acquisition supports the firm’s focus on the region’s biotech, medical device, software, engineering, and healthcare industries. Bradley Arant Boult Cummings, based in Alabama, opened its first Southwest location in Houston in October 2016 to serve construction and energy clients. The incoming firm lured away from a longtime partner from Coats Rose who took with him another partner, six attorneys, three secretaries, and two paralegals. The Houston location brings the total number of Bradley offices to nine. Kelley Drye & Warren, based in NY, merged with the environmental litigation boutique, Jackson, Gilmour & Dobbs, in December 2016. The merger brought fourteen local attorneys under the Kelley Drye umbrella. Through its new Texas presence, Kelley Drye intends to strengthen its energy practice and grow its national presence. Holman Fenwick Willan, based in London, merged with the energy and maritime firm Legge Farrow Kimmitt McGrath & Brown after several years of collaboration. The Houston office opened in January 2017 and established the firm’s first office in the USA. According to the firm’s website, Houston is a key touchpoint for several of the firm’s chosen sectors, including energy, marine, and insurance. Gibson Dunn & Crutcher, a 1,300-lawyer firm from Los Angeles, opened a Houston office in March 2017 to expand its energy practice. Initially, Gibson Dunn lured away two top local energy lawyers: a partner from Latham Watkins and another from an energy company. Then, in April, six Baker Botts partners left their firm to join the new office. We keep the pulse on the growth of Houston law firms. Let Collier Legal Search help you expand your legal staff as you grow.

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A Legal Recruiter Relationship is Important

Blogs, Candidates /

One missed call from a legal recruiter could be costing you money! The phone rings, you answer and it’s a legal recruiter…UGH! You are so busy – but, if your first reaction is to end the call. STOP AND THINK ABOUT IT. Good recruiters are your spotlights onto the marketplace, they are loaded with information and that information costs you nothing! Even if you are happy with your current position and have no intention of leaving, staying abreast of superlative “HOT” opportunities at all times, is purely beneficial to you.  Obviously, when a recruiter is a talented professional, they are making quality matches.  If those matches lead to you, it could literally be invaluable to your career, income or lifestyle. So, TAKE THE CALL!! (or else set up a convenient time to talk) It’s a 2-way street Allow the recruiter to learn about you, but you mirror that effort as well.  How long has the legal recruiter been in the industry?  Are they protecting you, the candidate, in a confidential manner?  What is the process?  Evaluate the communication skills of the recruiter and listen – to learn whether or not they care about making intelligent, quality matches.  Make sure the recruiter will not waste your time. At Collier Legal Search, our company motto is “to waste no one’s time” – because, quite simply, it’s bad for business.  We thrive on providing a service so seamless that it produces quality placements and endless referrals.Gain Valuable Information Just as accurate, timely and useful information can make or break the outcome of a case, the same applies to your career.  An experienced recruiter knows what’s going on in the market locally, regionally, and nationally and will share that information with you.  They have their finger on the pulse of the legal market and can tell you who is moving, hiring, opening up in Houston, the most competitive salary and benefits packages, evolving vertical markets, and shifts in the legal landscape.  They conduct extensive research, continually update their information and are very well connected. Career Planning Speaking to a recruiter and building that relationship as early as possible in your career can help put your career on the path you want.  Whether your goals are to make partner eventually, to work for a multinational firm, to work in-house, or to retire early, you will be able to turn to your recruiter for general guidance regarding your career development.  When opportunities match your goals, your recruiter will assist you in pursuing the position.  Keep in mind that a job search can often take up to a year or longer, so don’t wait until you are ready to leave your current firm to reach out to a legal recruiter. Networking Powerhouse We live and work in a highly connected world where who you know (and who they know) is very important.  Professional legal recruiters are established as some of the most valuable fixtures in the legal community.  So, become part of that powerful, though a private network. Confidentiality Interested in speaking with a recruiter, but worried about your current employer finding out?  A good professional search consultant provides a thorough service while fiercely protecting the candidate’s confidentiality.  Discretion is key to their business success, and legal recruiters will not submit your information to any potential employer without your authorization.  If you have any concerns about confidentiality, your recruiter should be able to explain exactly how and when your information will be shared. Full-Service Legal Staffing You Can Depend On If you are ready to start developing a professional relationship with a trusted advisor, contact a consultant at Collier Legal Search to find out how we can help you attain your career goals. 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, inside knowledge of all law firms and unique vast network all work together to deliver top results. We are committed to maximizing success for our clients and our candidates.  Contact us at 832-239-5253 and let us go to work for you.  Or, next time we phone you, TAKE THE CALL!

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Legal Hiring Trends / 4th Quarter Outlook

Blogs, Candidates, Employers /

As job growth outpaces the rest of the nation, here is the local legal outlook and legal hiring trends in Texas. According to the fall figures released by the Dallas Fed, 2018 Texas job growth outpaced the rest of the nation, rising to 1st place, up from 9th in 2017. The hot local economy has also impacted the legal arena with law firms setting up shop and expanding operations in Texas at a frenzied pace. Dozens of firms opened offices in Houston between 2001 and 2018, lured by the strong economy, the high-profile energy sector and the growing list of corporate headquarters. Some of the fastest-growing practice areas in Texas include energy, corporate, real estate, international, employment, environmental, and immigration law. This explosion in law firms has created a frenetic lateral market and a near-constant churn in support staff. The growth has brought several recruiting and legal hiring trends into the forefront: Higher compensation To recruit candidates and improve retention rates, employers are increasing the starting salaries for attorneys. Some law firms seek tenured associates with proven track records; others are taking the opposite approach and recruiting attorneys with two to three years of experience and offering training. Amped up Benefits While salary will always be one of the top considerations, more firms are finding that attractive benefits and perks package can tip the balances in their favor. Some of the less traditional benefits and perks include holistic health and wellness programs, gender-neutral family leave, work-from-home options and paid volunteer hours. Focus on Firm Culture Large law firms are seeing Millennials leave to work at smaller law firms with a better work-life balance. Diversity, community service and how associates are treated are all essential aspects of firm culture. Personality Profiles Degrees and experience are essential, however, hiring managers must also determine whether someone will thrive in the organization’s culture. Hiring the right fit can dramatically reduce turnover and increase productivity, translating into higher profits for the firm. Personality assessments are becoming more common to gauge interpersonal skills and emotional intelligence. Tech-Savvy Support Paralegals who can perform multiple duties are in high demand since they can deliver some of the work traditionally handled by associates. Hybrid paralegal/legal secretary roles are more common as clerical responsibilities have become streamlined by technology. Non Lawyer Professionals To remain competitive and innovative, many law firms have realized that they must operate more like a business. Non-lawyer professionals are increasingly hired to handle key marketing and development operations. Some new positions in law firms include chief talent officer, chief pricing strategist, director of practice management and director of business development. Staffing Flexibility Even in a booming market, successful law firms must be flexible and agile. Many are turning to legal staffing firms to quickly scale up talent when projects demand and then reduce when the project is completed. Temporary hires can also be thoroughly evaluated for personality and skill before making a permanent, and expensive, final offer. This option allows firms to increase manpower without increasing payroll expenses. 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 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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Preparing for Your Year-End Performance Review

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Are you ready for your performance review? A proactive approach before, during and after your performance review can keep your career moving in the right direction. It’s that time of year when associates meet with senior attorneys, partners or management committees to discuss their performance over the past twelve months. The results of this review can impact salary raises, bonuses, mobility in the firm and prospects. Depending on the size and practice of the firm, annual reviews may be conducted by attorneys in your department, by managing partner(s) or by committee. Attorneys you’ve worked with throughout the year will fill out detailed evaluations of your performance, and the reviewing attorneys or partners will go through them with you. Some firms ask attorneys to submit a self-evaluation before their performance review. A proactive approach before, during and after your performance review can keep your career moving in the right direction. Before the performance review It’s important to know how you will be evaluated. Non-billing criteria can include relationships with attorneys and staff, ability to meet deadlines, willingness to take on work, written and oral skills, pro bono work, and administrative functions just to name a few.  Find out which of these matters the most to your firm prior to your performance review. Look back at your calendar, time entries, client lists, expense reports or any other records to refresh your memory about work completed. If you have a report from your last evaluation, be sure to review the information. In addition to your billable hours, you should keep accurate records of the following: New clients, you brought to the firm as well as new matters for existing clients. Other matters you handled such as recruiting, administrative work, articles or speeches, pro bono, etc. The positive feedback you received. Write down comments made about your work, whether it’s from partners, colleagues, clients, or support staff. Record exact quotes and the date, and save hard copies of complimentary emails and letters. Know your worth. Keep an eye on the market for your position, practice area or industry. A well connected legal recruiter can tell you what the going rate is for your position and the state of the legal market in your area. Keep all of this support material in a binder and take it to your evaluation meeting. During the performance review The immediate goal is to survive the review with poise and dignity! When you hear criticism, don’t whine, complain, challenge, or get defensive. Part of the process is to see how you handle negative comments and it may be one of the toughest challenges you face. Stay calm, respectful and responsive no matter what is said. Refer to your support materials when necessary and make it clear that you want to improve as an attorney. Positive comments will tell you what has made an impression with attorneys in your firm. Be humble about praise and build on it. After the performance review If you receive a written report, review it carefully to make sure the information matches your recollection of the meeting. If there are discrepancies, send a respectful email requesting clarification. If the performance review was oral, immediately write a memo summarizing what was said, and your understanding of how you need to improve. As difficult as it may be, seek out people who criticized you in their evaluations, and thank them. If you believe you were given an unfairly negative evaluation of your work or your prospects, it may be time to consider looking outside your current firm. Conversely, if you received glowing reviews but no raise in pay or position, you may want to find out if you are fairly compensated. Talking to an experienced legal recruiter may help you find out if there are better options available to you. 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. Contact us at 832-239-5253 to give us the opportunity to work with you.

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Preparing Your Firm for the Holiday Season

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Are you preparing your firm for the holiday season? Here are some ways to maintain productivity through the holiday season and beyond. The holiday season will be here in a matter of weeks. For law firm management, it can be a challenging and stressful time. Some law firms experience a slowdown in December, whereas others are busier than usual in the final weeks as they strive to make year-end deadlines. In addition to the myriad duties that must be handled to close out the year, predictable concerns usually arise that can impact the profitability of the firm. For a law practice, productivity almost always comes down to the billable hour. Here are some ways to maintain productivity through the holiday season and beyond: Maintain an Accurate Vacation Calendar Vacations are an important and critical way for your legal team to recharge their batteries. Allowing and encouraging attorneys and support staff to take their earned time off will reduce burnout and result in a healthier, productive workplace. It is critical to keep track of who will be out, what they are working on and how the work will be covered. The earlier a vacation schedule is finalized, the easier it will be to identify problem areas and plan for them. Remind staff which days the office will be closed and communicate the firm’s policy regarding vacation requests. Use Collaborative Tools Multiple attorneys and support staff may work on a document which needs to be revised several times. During these collaborative efforts, communication can break down; attachments are emailed back and forth, someone works on the wrong version or the email thread is difficult to follow. This can be even more problematic during the holidays when key people are out of the office or on different schedules. Consider using collaborative tools that allow parties to simultaneously work on documents online via the cloud.  Whether it’s a platform designed for business use or one specifically for the legal field, working in the cloud allows multiple people to work on the same document from anywhere in the world, without wasting precious time with the arduous back-and-forth of email. Take Advantage of Holiday Networking Opportunities The season of celebration and festivities means that partners and associates are attending various holiday parties and events with clients, prospects and other industry professionals. Remind staff that their attendance at these events is still an extension of their professional representation of the firm. While holiday parties can be a recipe for disaster and embarrassment, they can also be excellent opportunities to build client relationships, meet potential new prospects, and network in a relaxed and festive environment. Bring in Extra Help An attorney on vacation translates into fewer billable hours for the firm. During the holidays, this impact on the bottom line can be significant. Part-time or temporary associates and support staff can cover the workload and maintain profitability. The temporary attorney’s work can be billed out at the normal firm rate, without the costly salary, benefits and tax implications of a full-time hire. The strategic use of temporary legal staffing can help your firm remain productive throughout the holiday season and beyond. Let us know how Collier Legal Search can help keep your team productive during the holidays. We have contract attorneys ready and available.

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Boost Your Firm’s Productivity in 2018

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Are you looking to boost your firm’s productivity in 2018? Here are a few easy ways. In today’s competitive market, law firms have learned to work harder for every dollar they earn. Most firms have already cut costs and diversified services to improve profitability. Maximizing productivity on every level is another way to streamline operations and benefit the bottom line. Everyone in the firm gets 24 hours each day. How those hours are spent determines firm productivity which translates directly to profitability. Here are some simple ways to recapture valuable time that may currently be wasted: Assign the right person for the job A law firm’s biggest productivity killer is using attorneys for tasks that don’t earn revenue. If lawyers are answering phones and sorting their mail, the firm is flushing money down the drain. The same can be said for law firm associates who are spending hours on document review; instead, consider utilizing far less costly project personnel like temporary attorneys or other legal professionals to work hourly on this kind of volume-driven work. Automate one thing There are many software programs on the market that help law firms become more efficient with various tasks from administrative functions to research to case management.  Select one area to automate in 2018. For example, if the firm still utilizes a manual billing process then it’s highly likely that time and money is being wasted. Manual billing systems are cumbersome, time-consuming, and prone to errors. Speed up the computers A slow computer can add seconds or minutes to every single task, not to mention frustration and agitation. Those few seconds here and there across the firm can add up over the course of the year. Reclaim lost time by speeding up every computer in the firm. Uninstall programs that aren’t being used.  Run the Windows Disk Cleanup tool to create more free space on the hard drive. Disable programs that aren’t needed at startup since those programs run in the background all day, slowing computers down. A few minutes here and there may not seem like much, but it can add up over the year and across the firm. Reduce meeting times Are all of the firm’s regularly scheduled meetings necessary? Do they drag on longer than needed? Every minute spent in an unproductive meeting is time wasted. Consider eliminating some meetings, limiting them to less than one hour and sticking to the time limit, or switching to some online meetings. Cloud-based collaboration tools can eliminate some meetings. Implement daily “Uninterrupted Time” for attorneys Many lawyers feel that they are most productive late at night or on weekends. It’s during these times that they can fully focus on a project because they are not distracted by ringing phones, administrative tasks, or other staff members. Stress the importance of at least an hour of daily uninterrupted time for billable work. During this time, the attorney should not answer calls or emails or be interrupted by coworkers. Provide food Energy is essential to a productive workday. If your attorneys are low on energy or hungry, they will be less productive or may spend more time than necessary trying to find something to eat. Stock the office with easy to eat light meals or energy and protein-rich snacks foods to help stave off the midday crash. It may also serve to increase productive time in the office if staff members occasionally stay in instead of leaving for lunch. At Collier Legal Search, we understand that your time is valuable. Contact us today and let us help with your firm’s temporary and permanent staffing needs.

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