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Strategic Workforce Planning for 2023

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

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Filling The Gap Between Experience & Availability

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The rise of corporate litigation, stemming from the COVID-19 pandemic, created a corporate law attorney shortage in the U.S. This shortage is more significant in Texas because several big corporations now call the state home. With many law offices and in-house corporate attorney positions available, businesses are looking for qualified candidates. Explore the corporate law attorney shortage issue and find out how Collier Legal Search can help fill the gap between experience and availability. The Rise in Corporate Litigation Post-Covid In the wake of COVID-19, a rise in corporate litigation has swept the legal industry. Issues put on hold during lockdowns are moving ahead quickly. Also, new concerns that arose directly from the COVID crisis are being brought into litigation. Issues include: Data privacy issues Commercial disputes Bribery and corruption Business interruptions brought on by COVID Fraud Bankruptcy Contract disputes The rise in corporate legal issues has caused a spike in in-house litigation hiring and spending to keep up with demand. In addition, there is a demand for outside legal representation in corporate matters by businesses involved in litigation. Big Business in Texas The corporate attorney shortage is hitting Texas business hard. Several big-name corporations have recently moved their headquarters to the Lone Star State to take advantage of our excellent quality of life. The steady climate, favorable income tax laws, low cost of living, and access to global markets with well-developed infrastructure are attractive. The list of companies that have made Texas their home include: Oracle Hewlett Packard Tesla Dropbox 8VC Firetrail Amazon Named the Best State for Business by the country’s top CEOs for the 17th year in a row, the emerging corporate landscape has shaken up the Fortune 500 lists in major Texas cities. Now, the big players include information technology companies along with oil and gas corporations. Rising Demand for Corporate Law Attorneys While corporate growth is positive for the Texas economy, it has created challenges in the legal sector. With the national increase in corporate litigation cases, Texas has a shortage of corporate law attorneys. The shortage, which began before COVID-19 in Texas, has grown with the pandemic. The corporate growth of the Houston and Dallas metro areas has led to many businesses searching for legal candidates to handle the increase in legal litigation. Lack of Experienced Corporate Law Attorneys It isn’t just the number of corporate law attorneys that is lacking; it is the experience required to handle the complex corporate litigation required by big-name players. Mergers and acquisitions within the oil and industry sector are creating the need for highly skilled corporate law attorneys in large numbers. Many corporations look to grow their in-house corporate law staff, while others look to outside law firms. Although the number of local attorney firms is growing, it has not yet caught up to the rate of its corporate counterpart. Reports estimate that the available number of lawyers has stayed relatively stable since the Great Recession in 2008. Many in the legal field feel that since 2018, the legal need in Texas has grown rapidly, almost overnight, leaving a gap between the availability of lawyers and their expertise, especially in high-stakes corporate law. Filling the Gap Between Experience and Availability To fill the gap between the shortage of corporate law attorneys for businesses in Texas and available, experienced candidates, companies can utilize the services of Collier Legal Search, a full-service legal recruiting agency that pairs you with experienced candidates. Our team of former legal assistants, paralegals, trial attorneys, and entrepreneurs understands the importance of meeting your company’s specific legal needs, as well as how to assess candidates for corporate law positions. If you cannot find a corporate law attorney to represent you, work with Collier Legal to find a placement to handle your cases with legal expertise. Find out how Collier Legal Search can help you find a candidate to meet your needs. Collier Legal Search Connects Attorneys and Businesses Collier Legal Search connects your business with qualified corporate law attorney candidates, so you are covered for all your legal needs. We have built a network of experienced legal candidates to find you the right person. Contact Collier Legal Search today to get started.  

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Personal Branding for Attorneys

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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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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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A Legal Recruiter Relationship is Important

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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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Growing Your Staff in 2018

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Are you growing your staff in 2018? Here are a few hiring tips.  In the coming year, successful law firms will further experiment and innovate to add depth to their practices, develop more profit centers, and deliver cost-effective service to clients. Legal recruiting in this competitive market is challenging, but doable, with the right recruiting partner. Firms who intend to add legal resources in 2018 must carefully weigh the cost of a new hire against the return on investment. Hiring in any of the following categories is far more efficient, plus easier, with the help of a seasoned legal recruiter with in-depth knowledge of the marketplace: Partners A recent study found that over 30 percent of equity partners are currently at or approaching retirement age. Firms who are losing experienced talent to retirement often look to competing firms to replenish the ranks of high-level partners. Established partners with profitable practices, in-demand skill sets, and portable clients are the most sought after. Whether it’s a single partner or an entire practice group, adding these tier-one attorneys is a way to expand a firm’s client base and expertise. HOW COLLIER LEGAL SEARCH CAN HELP We are focused entirely on your specific needs and can discreetly approach partners and identify practice groups that may be a fit for your organization. Associates Identifying and recruiting qualified, experienced mid- to senior-level associates continues to be challenging because there are fewer available candidates. In the wake of the 2008 recession, many firms hired fewer associates. Those who were hired during the lean years are now rising through the ranks with their collective eye on equity partnership. Adding one or more seasoned associates to your firm can impact productivity since these associates need minimal training. Additionally, maintaining a robust team of junior talent allows a law firm to deal with partner retirement issues more efficiently. The Power of Temporary Attorneys Corporate legal departments and law firms of all sizes greatly increase profitability by utilizing contract (temp) attorneys to handle overflow and project work. By using Collier Legal Search  (CLS) employees as your temps, your liabilities and costs disappear because CLS (as the employer) absorbs those expenses. Support Staff The role of paralegals is evolving. They now perform legal research and discovery—activities for which the firm can bill their clients. During times of work overflow, contract (temp) paralegals make a lot of financial sense as opposed to hiring someone permanently. Outstanding and efficient Legal Secretaries allow the billers (attorneys and paralegals) to be more productive, greatly enhancing the bottom line of the legal entity.  Here again, the efficient use of temporary legal secretaries brings great value. HOW COLLIER LEGAL SEARCH CAN HELP We can help you expand your talent pool. We have an expansive database and network which constantly draws in outstanding associate legal talent at all levels. Once we know your specific hiring needs and goals, we will identify the best candidates saving you time and money. With regard to all temporary recruiting and staffing, Collier Legal Search handles all costs including taxes, benefits, and payroll.   Specialists Many managing partners have stepped away from daily operations and now rely on experienced professionals in finance, strategy, business development, marketing, technology, cybersecurity, pricing, knowledge management, and talent. A legal technology specialist provides technical support for large e-discovery projects, document production, and document reviews. A legal technology specialist requires advanced knowledge of document management software programs and database manipulation as well as a thorough understanding of federal and state rules of civil procedure. A pricing specialist is one of the fastest-growing support roles in law firms. Law firms are facing increased pressure from clients to alter their pricing from the traditional billable hour. How matters are priced is becoming a central support function within law firms. The ability to evaluate different types of legal work and apply the appropriate pricing models is becoming increasingly valuable. HOW COLLIER LEGAL SEARCH CAN HELP We are on top of the latest trends and developments in the legal industry and can help your firm identify specific needs and specialists that can elevate your firm from the competition. 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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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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Preparing your Law Firm for 2018

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In just a few weeks we will begin 2018. How are you preparing your law firm? As the year winds down, many law firm partners and management teams are gearing up for 2018. Just as we make New Year’s resolutions to improve our personal lives, management can identify resolutions that the organization should embrace professionally. Here are some ideas to help you set your law firm up for a stronger 2018 and beyond. Here are some tips to aid you in preparing your law firm. Evaluate the firm’s technology Law firms are not known to be early adopters of cutting-edge technology. If you have been waiting to see if this whole “cloud” thing takes off, or if it’s been several years since your firm implemented any technological advances, it is time to take some of the following steps into the modern world. Automate time-consuming and repetitive tasks such as timekeeping and billing. Introduce collaboration tools so attorneys can work together in real-time. Upgrade case management software and train lawyers on how to utilize it. Manage the firm mailing list and database. Create or update the Disaster Prevention and Recovery Plan After the catastrophic events of 2017, neglecting to have a disaster prevention and recovery plan borders on negligence. Every organization should have a comprehensive plan that protects employees, clients, and data when the next event occurs. Having this plan in place will ensure your firm can weather just about any disaster with a minimum of disruption. Evaluate what worked or didn’t work during the last disaster. Update all contact information in the plan. Have both digital and hard copies of the plan available for employees. Schedule a meeting during the first quarter to review the plan with key employees. Build new profit centers The legal marketplace is rapidly changing, and firms must constantly find ways to monetize their services and bring value to clients. Certain legal services are being offered online or by third-party vendors, so it is critically important to continually develop new revenue streams. Look for ways to cross-sell clients. Offer incentives for attorneys who do so. Identify new market opportunities. Add services or practice areas that are frequently requested by your clients which can be accomplished with paralegals and contract attorneys. Examine your firm’s culture For the first time in our nation’s history, four generations are working side by side in the workplace: Traditionalists (70 or older), Baby Boomers (54-72), Generation X (42- 53) and Millennials (23-42). This gap of more than 50 years between the youngest and oldest in the workforce presents new workforce dynamics. Eventually, this will lead to a culture shift within many organizations. Understand your firm’s current generational profile. Create opportunities for different generations to collaborate Understand motivations – Each generation is motivated by different things, whether it’s stability, authority or work-life balance. Update the marketing strategy Is your firm still printing expensive, glossy brochures and running a large schedule of ads in shrinking publications? Are event sponsorships still bringing in new clients? If you haven’t already, take time to review all of the components of the firm’s marketing activities and determine which ones are generating the best results. Determine if marketing activities are simply being repeated year after year. Renegotiate advertising and marketing agreements with media outlets. Refresh the firm website – is it optimized for mobile devices? Review the State Bar regulations on advertising to be sure the firm is compliant. We wish you the warmest holiday season and a prosperous New Year. The professionals at Collier Legal Search can help you make 2018 the best year ever!

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Leading Your Firm After a Disaster: Hurricane Harvey

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Does your firm have a disaster and recovery plan? Here are some items to consider including in your plan.  In the wake of Hurricane Harvey, many business owners have reopened their doors and are attempting to resume normal business operations. However, considering the tremendous impact that the event had in our region, it is probably safe to assume that there may well be a new normal for some time to come. Supporting your staff during and after a catastrophe requires lots of compassion and understanding. Also, be mindful that stress levels will be high during the recovery period. As a business owner, manager or team leader, there are several steps you can take to help your employees manage their new challenges and make the transition back to work as smooth as possible: 1) Assess Basic Needs – By now, management should have made contact with every member of the staff and taken stock of their situations, as well as what they may be dealing with regarding their homes or their loved ones. Some of your employees may have come through the storm rattled, but unscathed. Others may have lost everything.  Find out who may need shelter, food, clothing, transportation, pet care, child care, a rental truck, storage space or any of the many goods and services they need to begin normalizing their lives. Provide them with contact information for aid groups or any support that the firm or coworkers can offer. The sooner they can address their basic needs, the easier it will be for them to try to return to their normal lives. 2) Provide Ongoing Communication – Voicemail, email, company intranet or social media are all useful means to keep employees apprised of any company updates throughout the response and recovery phases. Remind your team that their jobs are important and secure. Provide regular and clear communication with updates on the business’ restoration progress. 3) Make workplace adjustments – Once the office is safe to return to, management may need to adjust some office rules and procedures. Dress codes, rules about children in the office, and restrictions on using telephones and the Internet for personal business may all need to be temporarily adjusted in the post-disaster period. It may be difficult for staff to get to and from work on time with new traffic patterns and gridlock on the freeways. Flexible hours or allowing your employees to work remotely may alleviate some stress around these issues. Employees may also need unexpected time off to address their home and family situations. Compassion and patience about these business interruptions will be remembered and appreciated by team members. 4) Maintain physical health – Exhaustion and stress can lower resistance to disease, decrease alertness, and cause impaired judgment. After an initial crisis period, observe employees for signs of physical, mental or emotional exhaustion.  The same employees who work all day diligently may be returning home to many more hours of work to repair or reconstruct their homes. 5) Encourage mental wellness –  It is important to encourage discussion as survivors of disasters often need to talk about what they have experienced. Consider providing an information break area where employees can gather for lunch or breaks with their co-workers. If your firm offers an EAP program, provide your employees with an update of what it covers and how to schedule appointments. Collier Legal Search is here for you and can help answer any staffing questions you have during this recovery process. We support you and continue to keep you and your families in mind during this difficult time.

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The Dilemma of Mid-Sized Law Firms

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Mid-sized law firms are getting squeezed by these external and internal factors. Sustaining a successful mid-size law firm in today’s legal market is challenging. In 2016, many mid-sized firms decreased in size, became unstable or simply dissolved. Surviving firms in this category realized only a minuscule increase in gross revenue. The most recent Am Law 200 figures show that the Second Hundred, as the Am Law 101 to 200 are known, struggled in 2016. This group includes mid-sized national players, regional firms, prestigious specialist firms, as well as local law firms whose operations are focused on their home state. For nearly half of these Am Law mid-sized firms, growth has evaporated, and profits are declining. Here are some of the external and internal factors that are squeezing the mid-sized law firm: EXTERNAL FACTORS Client pressure Clients are demanding greater value and transparency for their legal service expenditures. This has led to shifts in the traditional billable hour pricing model as clients insist on fixed or flat fee work, or enlist third-party billing review companies to reduce their legal fees. Additionally, corporate clients often require their law firms to add administrative staff to comply with more complex billing, reporting, and compliance requirements. Fundamental market shift Certain consumer market segments are substantially reduced or simply gone. Estate plans and incorporation documents are frequently provided by legal internet services rather than an attorney. Corporate clients are increasingly likely to divide responsibilities for different aspects of a single matter to various law firms, in-house lawyers, or non-traditional vendors. In-House continues to grow More and more corporations are expanding their in-house legal departments, a trend that has been accelerating for years. The growth of in-house capabilities and the work these groups are prepared to handle has significantly reduced the role of outside legal representation. There are fewer publicly traded companies With fewer publicly traded companies, there are fewer potential clients. Landing an account with a large corporation today is more lucrative and will involve more work, but there are fewer such accounts to go around, and they are overwhelmingly represented by the large firms. INTERNAL FACTORS Partner Problems Many firms have too many partners and not enough work. Some partners do not contribute equally to revenue generation and some should have already retired, but can’t or won’t due to financial constraints. For a mid-sized law firm, this kind of top-heavy structure severely hinders profits. Losses are managed by cutting support staff and associates, making it even more difficult for the firm to compete. Escalating Costs Rent, health care, insurance, utilities, taxes, and compensation are just a few examples of costs that creep up each year. In the past, law firms would raise their rates to cover annual increases in expenses. In today’s market, these rising costs can’t always be recouped by higher legal fees because clients will demand savings or services in other areas. Not running the firm like a business. While some firms have management committees with strong business backgrounds, many do not. Most mid-sized law firms are started and led by attorneys who are dedicated to the practice of law but may be lacking in business experience. While this traditional law firm structure may have worked in the past, it is no longer compatible with today’s fiercely competitive market-driven environment. Avoiding change and continuing to think that the market will one day recover to pre-recession levels is a recipe for failure. Local Firms Are the Exception One bright spot within the Am Law Second Hundred shows 90% or more of their lawyers located within their home state, and was also among the strongest performers within the Second Hundred, even outperforming national firms.

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