Employers Archives

The Ghosting Phenomenon in Legal Recruiting: How to Prevent Candidate Disappearances

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Candidate ghosting is a growing issue in legal recruiting, as it is in many other industries. This phenomenon occurs when a job candidate who seemed interested and engaged suddenly goes silent without explanation, often before or after a scheduled interview or even after accepting a job offer. Ghosting can leave employers scrambling to fill positions and disrupt hiring timelines. As a full-service legal recruiting partner, Collier Legal Search understands the reasons behind ghosting and takes steps to prevent it. The Causes of Candidate Ghosting Ghosting can be incredibly frustrating for legal recruiters and employers, especially when dealing with candidates who were previously enthusiastic about the opportunity. Understanding the underlying causes of this behavior can provide insights into how to prevent it: Multiple Offers: In a competitive job market, top legal talent often applies for numerous roles simultaneously. Candidates who receive various offers may prioritize the offer that aligns most closely with their career goals or provides the most attractive compensation package. Lack of Communication or Transparency: When candidates feel they need to receive timely or precise information about the hiring process, they may lose interest or interpret it as a lack of enthusiasm from the firm. For legal professionals who value stability and clarity, any ambiguity in the hiring process can be off-putting, causing them to disappear. Fear of Conflict or Disappointment: Some candidates find rejecting a job offer complex or express disinterest in continuing the recruitment process. They may believe that silence is more accessible than potentially disappointing a recruiter or employer, thus opting to ghost rather than directly communicate their decision. Unanticipated Changes in Personal Circumstances: Life happens, and sometimes candidates face unexpected changes in their personal or professional lives that affect their availability or willingness to pursue a new job. These situations can include changes in family responsibilities, health issues, or sudden job offers from their current employer that prompt them to stay. The Impact of Ghosting on Legal Recruiting When candidates ghost, it can significantly disrupt the legal recruiting process, leading to: Delays in Hiring: Ghosting can lead to longer hiring timelines; as recruiters, we must restart the search to find another qualified candidate, which can delay critical projects or leave firms short-staffed. Wasted Resources: The time, money, and effort spent sourcing, screening, and interviewing candidates is a significant loss if a candidate ghosts, underscoring the urgency of addressing this issue.At Collier Legal Search, we minimize these setbacks and maintain a seamless recruiting experience. We implement best practices to reduce ghosting and keep candidates engaged throughout the hiring process. How Collier Legal Search Prevents Candidate Ghosting Build Strong Relationships from the Start One of the most effective ways we help to prevent ghosting is by developing a strong rapport with candidates. We get to know candidates’ motivations, career goals, and concerns. When candidates feel a personal connection with their recruiter, they are more likely to communicate openly, even if they decide to withdraw from the process. At Collier Legal Search, we prioritize a consultative approach. We invest time in understanding candidates’ aspirations and aligning them with the right legal firms. This personalized touch helps candidates feel more valued and less inclined to disengage. Communicate Regularly and Transparently Regular communication is vital to keeping candidates engaged. We update candidates frequently. Candidates will likely feel more engaged and confident knowing the following steps, timelines, and potential challenges. Transparency also extends to setting realistic expectations about the role, compensation, and work environment. When candidates clearly understand what to expect, they are less likely to experience surprises that may cause them to disengage and disappear. Streamline the Hiring Process A lengthy and complicated hiring process can cause candidates to lose interest, especially in a competitive legal market where some firms may move faster. Streamlining the hiring process, such as by reducing the number of interview rounds or combining steps where possible, can keep candidates more engaged. Our team will work closely with your firm to create efficient, thorough, expedited hiring processes, ensuring the best candidates remain enthusiastic and committed. Provide Feedback at Every Stage Candidates appreciate feedback, even if it’s not always positive. When we offer feedback after interviews or assessments, it shows that the candidate’s time and effort are valued. It also gives candidates insights into how they can improve, making them more likely to stay engaged with the process, even if the outcome isn’t guaranteed. Open and frequent communication with your team can help provide responses for the candidate and prevent ghosting. Establish a Backup Plan We will do everything possible to prevent ghosting and have a backup plan to mitigate its impact. We will utilize our established pipeline of qualified legal candidates to reinitiate the search if a candidate ghosts, saving you essential time and money. Conduct Post-Ghosting Follow-Up If a candidate does ghost, we will attempt to re-engage them. We will follow up and express continued interest in their candidacy, which can sometimes prompt a response. If a candidate replies with their reason for disengaging, we will provide valuable feedback that can be used to improve future recruiting efforts. Ghosting in the legal recruiting process is only partially avoidable, but proactive strategies and working with a seasoned legal recruiter can significantly reduce its frequency. At Collier Legal Search, we strive to foster strong candidate relationships, transparent communication, and efficient hiring processes that keep candidates engaged from start to finish. We can help you navigate the complexities of legal hiring and candidate ghosting. We ensure that every drive towards successful placement remains on course, helping law firms and legal departments build solid legal teams. Let us help you with the hiring process. Contact us.

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The Legal Hiring Playbook

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Collier Legal Search helps you recruit top attorneys by streamlining the hiring process. We bring specialized expertise and an established network in the legal market to provide efficiency in building a winning team. Here’s the playbook on how we can help you efficiently attract and hire the best legal candidates: Huddle with Collier Legal Search We Specializes in Legal Recruiting: Our Collier Legal team includes attorneys who understand the intricacies of different legal practice areas. Our expertise will be essential in finding the right attorneys for specific roles. We’re constantly refining our recruitment playbook to target top attorneys in niche practice areas. A 20-Year Plus Track Record: With over 20 years of experience in placing top attorneys and legal staff, our reputation in the legal community is unmatched. Our founding partners are Houstonians with a vast Greater Houston legal community network. Clearly Define the Job Role and Expectations Create clear job description: Our recruiting team will scout top legal talent across top firms to identify your next star attorney. A precise and compelling job description can help us determine the skill sets needed for your new teammate. Include required legal experience and practice area expertise, specific skills (e.g., negotiation, litigation, drafting legal documents), personality traits and cultural fit (e.g., entrepreneurial, client-facing), and growth opportunities within the firm in your job description. Provide context on firm culture: Share insights on your firm’s values, work environment, and team dynamics so we can better match culturally aligned candidates. Set compensation expectations: Provide clear information on salary range, benefits, and other perks so we can screen candidates more effectively. Use Our Network to Draft the Best Team Leverage our passive candidate pool: We maintain a database of top attorneys who are open to new opportunities if you are getting ready for your next draft of seasoned attorneys. We can give you access to hard-to-reach talent. Let’s get a touchdown with a top attorney for your firm. Utilize their referral networks: We’ve created a special team to recruit top-tier attorneys with access to high-quality referrals from their networks. We will identify several high-caliber free agents in the legal market who would be an excellent fit for your firm. Streamline the Recruitment Process Let us handle sourcing and screening: We can manage the initial steps of the process, including sourcing candidates, and conducting preliminary interviews to save you time and ensure only qualified candidates reach you. Establish clear screening criteria: Provide us with key criteria for screening candidates, such as minimum experience levels, law school credentials, and relevant casework. We’ll present the role to candidates compellingly, emphasizing firm culture, growth opportunities, and the prestige of the work. Set up regular updates: We will provide updates to keep you informed so you are not overwhelmed by details. Let’s Tackle the Candidate Selection Together Review top candidates carefully: We’ve developed a clear game plan to recruit top-tier legal professionals. We will present you with the most qualified attorneys who are the best fit for your firm. Stay involved in key decisions: While we provide initial insights, ensure key decision-makers within your organization are part of the final interview process, assuring a cultural fit and long-term potential. Use behavioral and situational questions: During interviews, focus on questions that assess the candidate’s experience, leadership ability, and problem-solving skills. Competitive Offer and Negotiation Leverage our insights: We can provide valuable data on industry salary benchmarks and compensation trends to help you create a competitive offer that attracts top attorneys. Let us facilitate negotiations: When we’re in the red zone with final candidates, we will handle delicate negotiations regarding salary, benefits, and other employment terms, ensuring both parties feel satisfied with the final offer. Post-Placement Follow-Up Maintain communication: We will check in post-placement with your firm and the attorney to help ensure long-term satisfaction and success. A partnership that counts: Let’s build an ongoing relationship so that we understand your hiring needs and can make future recruitment more efficient. Consider Long-Term Retention Strategies Focus on development: Ensure you offer career development opportunities and support to retain top attorneys once they’re on board, reducing turnover and increasing loyalty. Partnering with Collier Legal Search ensures you’re equipped to recruit the best attorneys in the market while streamlining your hiring process. With over 20 years of specialized expertise and a deep network within the Greater Houston legal community, we take pride in connecting you with top-tier legal talent. From defining roles and expectations to leveraging our candidate pool and facilitating smooth negotiations, we’re here to help you build a winning legal team. Let’s work together! Contact us and ensure your firm gets the legal talent it needs to make a winning team—Trust Collier Legal Search to put you in the red zone with top candidates. Contact Us

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The Benefits of Hiring a Diverse Legal Team

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In today’s increasingly globalized and interconnected world, diversity within the workplace has become more important than ever, particularly in the legal sector. Law firms prioritizing diversity and inclusion create a more dynamic and ethical work environment and gain a competitive edge that significantly enhances their capabilities and reputation. These are the benefits of hiring a diverse legal team. Improved Problem-Solving & Decision Making Diverse Perspectives A legal team composed of individuals from varying backgrounds, experiences, and viewpoints may help to broaden the scope of legal analyses. Resulting legal strategies may “out-edge” those offered by a more homogenous group. For example, having team members who understand different cultural norms can help craft arguments that resonate with diverse juries. Enhanced Creativity When different perspectives converge, creativity flourishes. Thanks to the wide range of ideas and approaches available, a diverse legal team is more likely to generate innovative solutions to complex legal problems. This can lead to more effective litigation, negotiation, and client counseling strategies. Reduced Biases Unconscious biases can severely impede a team’s effectiveness. Diverse teams are less likely to fall into these traps, ensuring more balanced and fair decision-making processes. This balance is especially critical in the legal field, where the stakes are high, and the repercussions of biased decisions can be severe. Enhanced Client Relationships Better Understanding of Clients Clients come from all walks of life, and a diverse legal team is better equipped to relate to and understand a varied clientele’s unique needs and backgrounds. This deeper understanding leads to stronger and more meaningful client relationships. For instance, a lawyer who speaks the same language as a client can build rapport and trust more quickly. Increased Trust Trust is a foundational element in any client-lawyer relationship. Clients are more likely to trust a firm that visibly represents the diversity of the community it serves. This trust translates into long-term loyalty and positive word-of-mouth referrals, which are invaluable in the legal industry. Improved Client Satisfaction Tailoring legal services to meet the specific needs of diverse clients results in higher satisfaction. A diverse team can offer perspectives and solutions that resonate with clients from different cultural and social backgrounds. This personalized approach ensures that clients feel heard and valued. Stronger Reputation and Brand Attract Top Talent Legal teams committed to diversity stand out in the competitive job market. They attract a broader and more qualified pool of legal professionals eager to work in an inclusive and progressive environment. This talent pool includes individuals who bring unique skills, such as multilingual abilities or specialized knowledge of international law. Enhanced Employer Brand A reputation for diversity and inclusion makes a law firm more appealing to potential employees, clients, and partners. It signals a forward-thinking and socially responsible organization, which can lead to strategic partnerships and collaborations that further enhance the firm’s capabilities. Positive Public Image A diverse legal team demonstrates a genuine commitment to equality and social justice in an age where corporate social responsibility is increasingly scrutinized. This positive public image can enhance the firm’s standing within the legal community and beyond. Legal Compliance Mitigating Risks A diverse legal team is better positioned to identify potential legal and compliance issues that may be absent in a more homogenous group. This proactive approach reduces the risk of costly legal challenges. For example, understanding the nuances of employment law in different jurisdictions can help prevent compliance breaches. Understanding Diverse Communities Navigating different communities’ cultural and legal nuances requires a deep understanding of those communities. A diverse legal team can provide this insight, ensuring more effective and culturally sensitive legal services. This understanding is crucial in areas like immigration law, where cultural context can significantly impact case outcomes. Additional Benefits Access to New Markets A diverse legal team can open doors to new markets and communities, expanding the firm’s client base and driving growth. This expansion can be particularly beneficial in a globalized economy where legal needs cross borders and cultures. For instance, a team with expertise in international trade law can attract clients involved in cross-border transactions. Community Engagement A diverse firm is better positioned to participate in community outreach and diversity initiatives. This engagement strengthens the firm’s local presence and reinforces its commitment to social responsibility. Active community involvement can lead to networking opportunities and referrals. In an industry where every detail counts, hiring a diverse legal team is not just a good idea; it’s a strategic imperative. Our extensive talent pool includes top legal professionals from various backgrounds and experiences. We leverage our network to find candidates who bring diverse perspectives and skills to your team. Let Collier Legal Search help find and recruit the right talent for your firm. With over 20 years of experience representing top legal candidates, our expertise ensures that you find the best candidates who meet your qualifications and contribute to a diverse and inclusive workplace.

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Managing a Remote Legal Team

Blogs, bussines, Candidates, Companies, Employers / collierlegal

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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Legal Workforce Challenges During COVID-19

Blogs, Employers / collierlegal

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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‘Tis the Season for Lateral Moves

Employers / collierlegal

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

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2019 Law Firm HR Trends

Companies, Employers / collierlegal

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

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Contract Attorneys Can Help You to the Finish Line

Employers / collierlegal

The fourth-quarter is right around the corner and contract attorneys might be a great bet for getting to the finish line. From last-minute projects to planning for the new year, fourth-quarter can one of the busiest time of year. Like clockwork, law firms across the U.S. begin a flurry of year-end activities as attorneys are wrapping up projects. Administrative staff are billing and collecting to improve the bottom line. Partners are evaluating associates and planning for the new year. During this hectic time, the business must continue to run smoothly. Contract attorneys or contract legal staff can help your firm finish the year strong and lay the foundation for a successful year to come. Race to the Finish During the fourth quarter, many law firms kick into high gear. Attorneys push hard to finish projects and tie up loose ends. Finishing complicated matters on a tight deadline can be a struggle without extra resources. Consider hiring experienced professionals for a few days or a few weeks. Document review specialists, project attorneys, and legal support staff can step in quickly and help your team get more projects finished and billed. Attorney Evaluations Associate evaluations are a Q4 law firm tradition. Consider using the evaluation process to identify weaknesses or gaps in the firm’s current practice areas. A specialized contract attorney can strengthen a practice group. A temporary project team can create a whole new area of expertise for the firm. Got a rainmaker or a high producer? It’s a smart business strategy to cut the time they spend on low revenue activities so they can focus on more profitable matters. Setting Budgets and Fee Structures Establishing the firm’s fee structure for the following year is a critical activity. Simply raising hourly rates is no longer the standard practice. Profit margins for law firms are shrinking as more clients demand alternative fee structures. Factor contract or project attorneys into the budget to gain flexibility in the firm’s billing options. Try Before You Buy Many new hires do not work out. Some don’t have the skill level required, and others don’t fit the firm’s culture. Bring on temp-to-hire contract attorneys during Q4 and see if they are a good match before making a permanent offer. By the new year, both the candidate and the firm should know if it is a good fit. Calm the Holiday Madness Deadlines, client obligations, holiday events, family activities. Workplace stress levels can soar during the holidays. Keep the firm running smoothly and reduce the stress load by evaluating where help is needed. Contract attorneys can ease the burden on permanent employees and reduce burnout.

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HELPING SUMMER ASSOCIATES | Why It’s Important.

Candidates, Employers / collierlegal

Helping summer associates is a smart career move. As an attorney, grueling hours and heavy workloads are the norm, and there is precious little time left for other activities. The onslaught of eager summer associates milling around the office for 8-10 weeks may seem like an unwelcome distraction for busy attorneys. However, it may be a prime opportunity to go the extra mile and show your leadership, mentoring, and management skills. Nearly every professional relationship will play a part in the success of your future practice, from the paralegal to the managing partner. By interacting and helping summer associates, you can impact your future success. Some may go on to become coworkers, opposing counsel or part of a major client’s in-house team. Summer associate programs are intended to give law students a taste of what it is like to work at a real law firm. The program allows firms to evaluate the skills, work ethic, and cultural fit of the students for permanent positions after graduation from law school. Depending on your firm’s specific program for summer associates, there may be several opportunities to assist. A typical summer associate program might involve roles for hiring/recruiting committee members, supervising attorneys, mentors, and social programming. Firm Committees – Many firms have committees for hiring, recruiting, or diversity. Joining one of these committees will show firm leadership that you are interested in driving the future talent of the organization, and are willing to invest your time and effort in the firm’s success. Joining one of these groups is also a great way to work with others in the firm that are outside your practice area. Supervising Attorney – Summer associates are not yet admitted to the bar; therefore, their work is completed under the supervision of firm attorneys. While law school teaches students about the intellectual aspects of the law, summer associates have little knowledge about the applications in real-world scenarios. Acting as a supervising attorney can hone your management skills as you guide the students’ efforts and supervise their work. Mentor – Mentoring is a valuable part of the summer associate’s experience and should go beyond giving instructions and feedback. A true mentor will guide, educate, and assist the student in several facets of law firm life, including culture, professionalism, skills, and relationships. Years into their careers, many attorneys still remember a mentor that truly made a difference in their lives. Social Activities – Summer associate programs usually include a variety of social outings and gatherings to provide opportunities to mix and mingle with firm partners and associates. Helping summer associates network will sharpen your networking and business development skills as well. By taking a proactive role in your firm’s summer associate program, you can gain valuable allies both below and above your position. You will differentiate yourself from associates who avoid added responsibilities. Partners will understand that you are a team player with initiative and a vested interest in the future success of the firm.

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Litigation is Increasing and Project Attorneys Can Help

Employers / collierlegal

Litigation is increasing in every practice area. New filings daily in both state and federal courts. Project attorneys can lessen the load. In 2019, law firms and corporate legal departments have seen large increases in litigation work across almost all practice categories. While profitable, complex litigation can be a significant drain on the time, resources, and manpower of a law firm or legal department. And, attention to detail is more important than ever! From the daunting initial task of document review and research to depositions, settlement, trial or appeal, litigation work requires the time and attention of numerous attorneys, paralegals and clerical staff for the duration of the case. Due to the very busy nature of litigation, getting busier by the month, it is increasingly difficult to predict accurate headcount to handle all that is required of a caseload. At some point or another, lead attorneys have found themselves shorthanded or stretched thin; this is especially true when new matters are signed. Because the work cannot suffer from either delays or inaccuracies, many law firms and legal departments have turned to a range of flexible staffing solutions to help. This includes utilizing temporary or contract attorneys to quickly ramp up litigation support during all phases of pretrial and trial, legal research, writing and certainly document review. The current wave of legal court filings and proceedings is also increasing the demand for temporary legal staff professionals who can also be tasked to support litigation efforts. Contract attorneys (and legal staffing professionals) for litigation work can benefit both the firm and the attorney in many ways: Lower cost – Contract attorneys are typically paid less than full-time staff, and they do not receive benefits through the law firm. This allows firms to increase the number of workers without incurring administrative expenses. The contract attorneys typically receive their benefits through their staffing agency. Specialization – Instead of spending valuable time in training, a specialized contract attorney can hit the ground running. Furthermore, a staffing professional can identify higher-level contract attorneys with experience in certain matters. No long term commitment – When litigation is settled, and the workload goes down, the contract attorney’s job is complete. Try before you buy – Both law firms and attorneys have the opportunity to work together and determine if the personalities and culture are a fit for a longer-term commitment. Temporary-to-hire is rapidly gaining traction as a reliable way to add qualified staff. The current demand for litigation work is still increasing, and law firms, large or small, that can quickly respond will thrive in today’s litigation practice arena.

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