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Partnering with a Trusted Recruiter

Importance of Partnering with a Trusted Recruiter

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Law firms continue to face challenges in finding and hiring top professionals. In part this is due to unprecedented high levels of competition for the best and brightest candidates. For this and many reasons, it has become increasingly essential to partner with a trusted legal recruiter who has deep, consistent knowledge of not only hiring market trends but also perhaps the law itself as the latter often directly affects practice section headcount. Learn why law firms struggle with staffing, the advantages of working with a trusted legal recruiter, and how to make the most of a partnership geared for strategic hiring. Hiring Challenges Fierce competition for top legal talent is the #1 challenge confronting law firms. Law firms compete within a limited talent pool seeking candidates who have the ideal combination of academics, experience and interpersonal abilities. Finding the right candidate can seem impossible while taking a lot of valuable time. Benefits of Partnering with a Legal Recruiter Market Knowledge and ExpertiseSeasoned legal recruiters have deep market knowledge and expertise. They are attuned to the latest hiring trends and have a strong understanding of salary benchmarks and role expectations. As importantly, they know the candidate market. Strong legal recruiters also understand the competition, what other firms offer, and how to best position your job opportunity. Time and Resource SavingsThe hiring process can often take a law firm team weeks or even months. It can involve everything from voluminous resume review to coordination of multiple rounds of interviews. A trusted recruiter will offer huge time savings, taking on all the preliminary work while narrowing the field of prospective candidates to an easily manageable amount. Furthermore, the resource savings are equally impactful. The cost of prolonged job vacancies, including lost productivity and the additional burden on existing staff, can be substantial. By facilitating quicker placements, an effective legal recruiter can help to mitigate these costs. Additionally, top recruiters are adept at navigating the legal job market, utilizing experience and know-how to avoid common pitfalls which can lead to expensive mistakes, such as misjudged hires that result in early departures or underperformance. Connection to Passive CandidatesOne of the most significant advantages is a legal recruiter’s ability to tap into the networks of passive candidates—those not actively seeking new roles. Through targeted strategies, strong legal recruiters can effectively engage and attract these often otherwise unavailable candidates. Legal Recruiters Specialize in Strategic Hiring SpecificityTop legal recruiters should take time with their hiring law firms to best understand the open position requirements in detail. Once understood, a strong legal recruiter should be able to efficiently streamline recruitment efforts ultimately resulting in a top, targeted candidate pool. Diversity and InclusionDiversity and inclusion are critical factors in today’s legal landscape. Law firms can prioritize diversity and inclusion initiatives by tapping into their diverse candidate networks by working with a knowledgeable legal recruiter. Top recruiters also have the experience and resources to address unconscious biases during hiring, ensuring that diverse candidates are considered equally. Enhancing Employer BrandWorking with a recruiter can also significantly bolster a law firm’s employer brand. Once engaged, legal recruiters act as ambassadors for your firm, presenting it to potential candidates in the best possible light. By conveying the firm’s culture, values, and vision for the future, recruiters can attract candidates. This alignment between firm expectations and candidates’ personal values is crucial for long-term employee retention. Furthermore, an effective recruiter will continue to promote your firm’s brand throughout the hiring process, ensuring that every candidate’s interaction enhances their perception of your firm. Confidentiality in Sensitive HiresSuppose a hire requires discretion, such as high-profile or replacement staffing. In this case, experienced legal recruiters will partner with you to maintain the confidentiality and sensitivity required within the process. Partner with a recruiter you can trust: Collier Legal Search, LLC The partnership between law firms and staff recruiters is not just about filling vacancies but building a strategic advantage in the competitive legal landscape. Collier Legal Search consultants always strive to take care and time in what we deliver to you. While speed may be critical, the highest goal is providing the smartest hiring solution. Understanding your expectations throughout the hiring process is key to achieving your desired result. Similarly, we will provide you with our expectations to consistently remain on the same page, maximizing efficiency. The benefit to you is that it frees your time to focus on the business of the practice of law.

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Election Year

Strengthening Your Law Firm’s Team in an Election Year

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Law firms nationwide brace for the dynamics of an election year as we welcome the second quarter of 2024. The political climate invariably heats the legal landscape, rendering it more demanding and sometimes unpredictable. Yet, this period is also ripe with opportunities for law firm partners—a chance to lead with strength by consolidating the best talent within your teams. Understanding an election year’s impact on legal proceedings, client expectations, and regulatory changes is pivotal for every successful law firm. As we advance into the latter half of this crucial year, having a robust staff and legal team is critical. Building a Solid Team Partner with a high-quality attorney recruitment company. This recruiting team should understand the complexities of matching, recruiting, and screening partners with portable books of business, adding to your bottom line and helping you hit your firm’s growth goals. The proficiency and preparedness of your staff are paramount in navigating an election year. Law firm partners should regard their attorneys as practitioners and strategic thinkers who can navigate the complexities that electoral decisions bring to the legal sector. Your staff’s agility to adapt to fast-changing regulations and the influx of politically sensitive cases will set your firm apart. Hire for long-term value, not just to fill immediate needs. Make sure new staff aligns with your company culture and goals. A solid team ensures the firm is prepared to handle cases that might surge due to political shifts. Partners must reinforce areas such as election law, regulatory and compliance practices, and political law litigation, which will likely increase activity. Election Years Bring Opportunities During an election cycle, clients are increasingly alert and anxious about the potential impacts of legislation and policy changes. They depend on their legal counsel to provide expertise and foresight. Having attorneys who are well-versed in political pivots and their implications helps deliver confident guidance when clients need it most. Attorneys with a blend of legal acumen and a nuanced understanding of the political environment become invaluable assets. Investing in ongoing training and development ensures that your staff remains ahead of the curve when it comes to election-induced challenges. Positioning Your Firm as a Thought Leader Establishing your law firm as a thought leader during an election year can boost its reputation and attract top-tier clientele. Producing insightful analyses on how potential election outcomes may affect different sectors or legal disciplines showcases your firm’s depth of knowledge and proactive approach.By amplifying the voices of your most knowledgeable attorneys through seminars, white papers, and media appearances, your firm demonstrates command over the complexities of an election year and its legal intricacies. This strategic visibility places your firm at the forefront, making it a preferred choice for clients seeking guidance during these high-pressure times. Law firm partners hold the reins in shaping a resilient and formidable staff capable of excelling during an election year filled with unpredictability and potential. Let Collier Legal Search help you solidify your team for the remainder of the year and beyond. The investment you make today in selecting and nurturing top legal talent will pay dividends in your firm’s performance and reputation during and after the election.

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Veteran Legal Recruiters Make Good Hires

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Hiring the right employee is crucial to any business’s success, but time constraints and a lack of screening and evaluation procedures can result in a risky hire. Veteran legal recruiters, such as those working at Collier Legal Search, LLC, are highly specialized in helping legal teams source the best candidates. They use their industry knowledge to evaluate potential hires and identify warning signs that may not be obvious to the untrained eye. Why Legal Teams Make Bad Hires Legal teams sometimes make bad recruitment choices due to a lack of proper screening and evaluation processes. Often this is due to a lack of time available for the full vetting process. As the result, legal hires may be based heavily on credentials without enough regard for environmental fit and long-term potential for success. Process is Rushed to Get New Hire Working Integrating a new hire into a position can take up to 12 months. If you need a role filled immediately and don’t have anyone in the pipeline, you may rush the process without adequately vetting the candidate. No Time to Interview Potential Candidates Rushed decisions occur when your firm needs to fill a role quickly and needs more resources for pre-screening interviewees to find the best fit. Partnering with a legal recruiter helps you screen and evaluate candidates before you interview them. This reduces the time you spend interviewing since you only have to meet with the best talent for the role. It is ideal to know your legal recruiter and, more importantly, ensure your legal recruiter knows you, your legal team, and your business environment well. Candidate Pool Isn’t Large Enough Another challenge a legal team’s hiring managers face is an ever-shrinking, solid candidate pool. This may occur due to a lack of job postings, inadequate online presence, not targeting the right audience, or insufficient networking opportunities. Your legal recruiter should be able to handle all of these matters for you. The Risk of Making Bad Hires Hiring a risky candidate may be costly, and the losses may add up with the sunk time invested in onboarding, orientation, and training and the lack of productivity. A bad hire can additionally demoralize your team and harm your team’s reputation, leading to a loss of clients. High Turnover Rate According to the ABA, law firms saw a turnover rate of 23.2% for associates in 2021. A 2019 Gallup poll reported that replacing an employee costs about one-half to two times their annual salary. With high turnover, your firm pays more in recruiting and hiring expenses. You may also experience decreased productivity due to unfinished projects or disjointed client representation. Wrong Fit for Your Firm’s Culture Company culture can impact your firm’s success and increase employee retention. In a 2019 survey by Glassdoor, 22% of respondents stated that company culture was the single biggest influence on job satisfaction. Looking for candidates who apply for the job to make a difference rather than just for a paycheck is crucial. A candidate whose principles and work ethic do not align with your firm’s values can adversely impact staff engagement, lower productivity, and waste resources. Time and Money Wasted Hiring candidates without top-level qualifications can be costly. Onboarding and training a new employee can cost thousands and can take months until they are fully productive. If your candidate does not work out, that is money wasted that you could have reinvested in your brand. Advantages of Hiring A Legal Recruiting Firm Working with a recruiting firm helps you simplify the hiring process and choose the right candidate the first time. Collier Legal Search’s veteran team ensures you speak with qualified candidates to fill open positions. Recruiters are in the Business of Hiring The Collier Legal Search team has entered its 20th year of service out of our Houston, TX, office. Our staff has over a century of combined experience in the legal industry. They can match your firm’s needs with the qualifications of available applicants and proactively recruit candidates based on your firm’s specifications. Produce Qualified Candidates Our recruiting firm has access to a vast pool of applicants to help you identify qualified individuals for the role. We have a thorough understanding of the legal sector and can introduce you to candidates who may not be actively seeking employment but are a suitable match for the role. Reduce the Time Required for the Hiring Process The Collier Legal Search team screens resumes and applications to save time. We pre-select and pre-interview the most qualified candidates, allowing your firm to focus on interviewing the most promising potential hires. Hire Qualified Staff With Collier Legal Search Collier Legal Search is a Texas-based legal recruiting firm with over a century of experience in the legal staffing industry. We have the candidate network and skills to find the right hires to help your firm thrive. Contact our legal recruiting team to start the hiring process and find top-quality candidates.

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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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Collier Blog - Staffing Challenges 2022 Part 2

Staffing Challenges 2022 Part II

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In an effort to retain employees and create a positive culture, employers find themselves with some staffing challenges. Because business must continue, employers are finding new solutions to keep the workflow going. Developing a strong relationship with a qualified staffing firm will aid in employee retention and create the culture you and your employees seek. Explore these ways to keep your organization staffed with competent, qualified workers no matter the circumstances. Problems Employers Face While building a positive work culture and accommodating employees and their families are excellent approaches, there are economic realities of running a business that companies face. You may encounter issues as you balance meeting your employees’ needs and completing your firm’s work accurately and on time. Business Needs to Keep Running If your organization works year-round, there will be times when it is challenging to keep the doors open and accommodate your employees. Major holidays, summer and winter school vacation seasons, and spring break will be times every employee wants to spend with their family. Hiring seasonal staff when your core employees want to be with their families offers an excellent solution to keeping your firm running efficiently. Employees Need Time Off Your employees will need time off unexpectedly. Family emergencies crop up, particularly when employees have children. While employers want to be flexible and accommodating, these unexpected days off can drain productivity and efficiency. Drafting an accommodative policy that still allows work to finish on time will be a sensitive process. Filling in the Gaps with a Staffing Agency One way to ensure that your company accommodates all employees, particularly those with families, is to fill in gaps with a staffing agency. The agency will dispatch competent, qualified workers to fill in for your regular employees when they take vacations or have family emergencies. While you could try to do this independently, using a staffing agency offers a streamlined experience for solving your staffing challenges. Find Permanent or Temporary Staff Not only can Collier Legal Search help with your ongoing staffing needs, but we can also provide temporary staff giving you the flexibility to have a compassionate leave policy while protecting your business and keeping workflows running smoothly. Keep Business Running With temporary workers, your business will function efficiently without disruptions while also keeping your workers happy. Temporary workers can cover unexpected gaps and times when many workers with children will be out, like major holidays or school vacations. Save Time and Money Searching for and vetting workers can be time-consuming. Without replacement staff, you may experience a costly drop in productivity. A staffing agency can source top-performing talent quickly, allowing your business to function seamlessly and without disruption. Develop a Relationship with a Staffing Firm The more you work with a staffing firm, the better they can fulfill your staffing needs. Building a relationship with a staffing firm allows them to understand your business, anticipate your staffing needs, and prepare workers who will match your needs. Knowledgeable About Your Business If you build a relationship with a staffing firm, they can learn the nature of your business and anticipate cycles when you might need extra help. This familiarity can help them have appropriate candidates ready to step in when needed. A staffing firm can work with you when you need temporary staff to cover employee vacations or personal days. Can Best Fulfill Your Staffing Needs If you have a relationship with a staffing agency, they can find the perfect workers for your organization. They will know what type of worker you prefer, what sort of experience and knowledge you demand, and send repeat candidates to your organization as substitutes. The more you work with one staffing firm, the better they can meet the needs of your staffing challenges. Saves You Time Sifting Through Applications Time spent sifting through applications is time you could spend doing more profitable activities. A staffing agency relieves that pressure and provides capable workers who can seamlessly replace your existing staff. With a staffing firm, you don’t need to conduct time-consuming interviews or go through pages of applications; instead, you receive qualified staff on demand. Always Prepared with Possible Candidates if Needed Unexpected absences happen, particularly if you have staff with children. Sudden absences can take a toll on your company and put you in a bind, unable to find a qualified temporary replacement. A staffing firm can have someone on standby, and your employee can be replaced on short notice, allowing them to deal with their emergency and for your company to still meet deadlines. How Collier Legal Search Can Help Collier Legal Search is a recruiting firm that offers solutions for your staffing needs. We can provide qualified legal administrators, IT professionals, attorneys at law, law firm partners, legal support professionals, and office personnel for your company when you need them. Our pool of qualified temporary workers can save you time and money while offering uninterrupted service to your clients with skilled, experienced workers. Contact Collier Legal Search today to find qualified professionals to build your team and improve efficiency at your law firm.

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Staffing Challenges

Staffing Challenges 2022 Part I

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As children return to school in the fall, parents adjust to new routines and a different work-life balance. Once the school year continues, many employees have demands on their time outside of work. Companies must anticipate these staffing challenges and prepare to remain efficient for scheduled and unexpected absences. Ensuring your organization is prepared for employee absences is crucial. You can protect your company from staff shortages by attracting and retaining top talent and building relationships with a firm like Collier Legal Search. Retention of Top Talent 2022 has seen an overall shortage of workers in several fields, but the need for qualified workers is essential in the legal profession. Hiring and maintaining top talent is crucial to your organization’s success. Beyond finding and hiring these top achievers, you need to understand what will help them stay at your organization long-term and what factors might make them leave your organization. Top Concerns for Employers Studies have shown that an employee’s relationship with their bosses or supervisors is key to employee retention. Employees who feel respected and valued tend to stay in their positions longer. Treating your employees respectfully and having staff coverage for necessary family-related absences should be a priority. Flexibility For Family Needs A study by McKinsey found that a shared sense of community and empathetic feelings of togetherness were common at workplaces with high retention rates. Part of this feeling of community is an intuitive understanding of family needs. Companies that are flexible and accommodating of employees with families are more likely to keep them. Flexible Schedules The post-Covid work-from-home era has prompted a rise in flexible schedules. Many parents need flexibility regarding working hours to keep up with short-notice school closings or daycare staffing issues. Remain approachable for your employees to communicate personal scheduling demands. If temporary labor is an option to maintain production, consider calling a company like Collier Legal Search. Creating a Positive Culture Workplace culture has an enormous impact on your organization. According to a 2017 Gallup report, only 33% of American workers feel engaged at work. This low engagement results from poor workplace cultures where employees don’t feel valued or recognized. To combat these issues and retain talent, you must build a positive company culture by understanding your employees and implementing practices that meet their needs and combat this staffing challenge. Having a Supportive Culture Leads To Retention A supportive culture makes employees feel comfortable and at home in your organization. This culture includes: ● Treating employees as friends ● Offering kindness and understanding when someone is struggling ● Focusing on the meaning of the work ● Forgiving mistakes ● Sharing constructive criticism ● Embracing values like integrity, trust, gratitude, and respect Properly Recognize Employee Performance Beyond ensuring employees are supported and understood when they fail, companies must adequately recognize success. Proper recognition must be meaningful and tailored to the employee. Some employees like a quiet chat full of praise; others prefer public recognition. Offering distinction tailored to your employee’s preferences reinforces your company’s understanding and supportive nature. Know Employees Needs Anticipating the needs of your employees is a necessary part of fostering a community and a positive culture. Needs like respect, recognition, and understanding are universal, but a truly collaborative company will also cater to the individual needs of employees. Knowing all the people in your organization will help you know what they need as individuals and help you understand how to meet their needs. Accommodate for Employee Needs Employees want to be understood and appreciated. Each individual will have their own needs, and how willing an employer will go to accommodate that will affect employee retention. If an employee has children, this will be particularly true. Your organization should take steps to accommodate the specific needs of employees and their families, such as offering time off for family sick leave or flexible schedules. How Collier Legal Search Can Help Collier Legal Search, LLC is a legal recruiting firm with nearly 20 years of consistent, top service. For law firm clients, our veteran lawyer placement team specializes in recruitment and placement of all levels of attorneys, from equity partners to associates. Our legal staffing team works on hiring needs for paralegals, legal administrators, legal accounting professionals and more.  For company clients, we work on all legal departmental hires. Should you  need temporary coverage, our pool of qualified legal professionals can offer uninterrupted work production. Contact Collier Legal Search today to find qualified professionals to build your team and improve efficiency at your law firm.

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Interest rates and legal recruiting

Interest Rates Effect on Businesses and Legal Recruiting

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With interest rates and inflation rising, you may wonder how this financial uncertainty will affect your business. As interest rates rise, so does the need for qualified legal professionals. Rising interest rates affect businesses and legal recruiting by increasing the demand for legal professionals, highlighting the importance of developing relationships with a legal staffing firm. Learn more about our country’s current financial state and how interest rate increases may affect your business, so you can determine how to protect your company and hire employees who will provide the most benefit to your business during these uncertain times. What is the Current Financial Situation? The Federal Reserve recently raised its target federal funds rate by .75% to compensate for the runaway inflation that currently plagues the country. The current inflation rate exceeds financial analyst predictions, rising 8.6% this May, the fastest pace since 1981. Surging gas, food, and energy prices are the main culprits contributing to this rise. The outlook for the supply chain looks grim as well. Much of this trouble relates to the Covid-19 pandemic, which has slowed down or completely interrupted product movement at nearly every stage of the supply chain. Factories thought to be too big to fail had to close their doors permanently, and shipping delays abound due to port and railway closures. During the pandemic layoffs, many qualified employees lost their jobs as companies downsized to stay afloat. As the country slowly returns to normalcy, many businesses face worker shortages. Amid the shifting recruiting and hiring landscape, the legal industry has emerged busier than ever, with more employers seeking qualified workers to rebuild and grow their firms. Effect on Small and Midsize Businesses Interest rate hikes impact businesses of all sizes, particularly small and midsize companies that generally operate with a narrower profit margin. Since higher interest rates generally lead to higher business costs, companies with already thin profit margins may find it challenging to grow their business. When operating on narrow margins, outsourcing for staffing needs may seem like an unnecessary expense. However, working with a qualified staffing firm allows you to spend time focused on your business. At the same time, a legal recruiting firm sifts through resumes and vets potential candidates, saving time better spent on your business’ productivity. In such a tight hiring market, developing a relationship with a legal recruiting firm saves money and increases profits in the long run. What Industries Are Most Affected? High-interest rates affect businesses in every sector, but industrial and manufacturing companies and commercial real estate companies seem to be particularly hard hit by these higher rates. The commercial real estate industry has suffered due to Covid-lockdowns and the move to remote work. In contrast, the manufacturing and industrial industries have seen significant supply chain and transportation issues. Conversely, some businesses are discovering that the shortage of workers in the wake of the Covid-19 pandemic is opening up new and exciting possibilities. The legal industry, for example, saw a general downsizing during the pandemic but has proved that it can survive even the worst financial conditions. Now, law offices across the country are returning to work with a vengeance and actively hiring swarms of new employees. Many law offices use experienced law recruiting firms like Collier Legal to find the best employees on the market. Why Choose Collier Legal? As the need for experienced legal staff increases, developing a relationship with a credible staffing agency will streamline your hiring process and ensure you recruit the best talent for your law firm. At Collier Legal, we help you find the best legal talent for your business. With over one hundred years of combined experience, our staff has a reputation for excellence in finding and matching candidates to legal firms of every size. Sifting through resumes to find the right person for your company can be challenging and time-consuming. Let us help you with the recruiting process. Call us today or fill out a contact form online to get started.

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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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Gen Z Legal

Changes Gen Z Brings to the Legal Workforce

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Generation Z, otherwise known as “Zoomers,” live up to their name. Zoomers grew up in a fast-paced, technological world, and, as a generation, they value diversity, financial security, and an open-minded, progressive outlook toward controversial subjects. As this generation begins to hit their early 20’s, law firms are looking to understand what changes Gen Z will bring to the legal landscape. Gen Z employees can benefit the workplace with these unique attitudes and expectations. They value personal connections and aren’t afraid to put in long hours when they feel appreciated. The changes Gen Z brings to the legal workforce are progressive and help older generations to remain forward-thinking. It is beneficial for potential employers to understand what motivates Gen Z employees so they can do what it takes to attract them into the legal workforce. Collier Legal Search focuses on providing you with quality Generation Z candidates to diversify your workforce and help you implement progressive ideas that are characteristic of this group of workers. What is Gen Z? Generation Z is a group of people born between about 1997 through 2012. They are characteristically associated with being tuned into technology, particularly cell phones and social media. Gen Z has come to age in the aftermath of 9/11 and the Great Recession of 2008, making them more conservative in financial matters than other generations. They are known for being outspoken about political beliefs and value social justice and environmental conscientiousness. Despite being hyper-connected to smartphones and social media, Gen Z highly appreciates connectivity in both professional and personal relationships. They also respect and support those struggling with issues related to mental health. Gen Z Workplace Expectations Generation Z is the first generation to grow up in a wholly digital world. They are often referred to as “digital natives” and are comfortable with fast-paced, changing technologies in the workplace. This ease with technology influences many of their career-related expectations. Gen Z workers typically expect the following of their employers: Proactive communication Transparency of company operations and management decisions Clear expectations of job parameters Meaningful evaluations and communications Direct, consistent feedback on job performance Diverse workforce Inclusive, collaborative work environment Updated technology and implementation of digital tools Opportunities for career development Flexible hours Authenticity Employers that positively impact the community Why is it Important to Attract Gen Z Employees? Currently, there are approximately 75 million “Boomers” nearing retirement. Although Generation X and Millennials have stepped into these vacancies, there will be considerable gaps in employment in the coming years. It will fall on Generation Z to fill the roles left behind by the Baby Boomers. Therefore, it is vital to attract and maintain Generation Z employees by adapting workplace operations and policies to match these new workers’ expectations. Not only is it essential to attract Gen Z for logistical reasons, but it is also important because Gen Zers represent a shift in thinking on a global societal scale. It is beneficial for the company to embrace the positive changes they bring to the legal workforce regarding diversity, inclusivity, education, and progressive mindsets. How Can You Appeal to Gen Z Workers? Appealing to Gen Z workers is necessary to embrace future generations and forward-thinking legal practices. To attract Gen Z employees who will stay long-term and work hard for your firm, start implementing several changes to your workplace. Show that your firm cares about the environment and social change with demonstrable acts. Gen Z candidates will respect your firm for speaking out on social justice matters or taking on cases that protect marginalized groups in society. Offer flexible schedules and positions. Implement digital tools and offer remote working options to accommodate new modes of work. Be authentic and honest with Gen Z employees, and give them consistent, helpful feedback on how they perform at work. Encourage meaningful collaboration between teams at your firm and foster an environment of professional yet personal connectedness. Collier Legal Connects You to the Gen Z Workforce If you are looking to bolster your firm’s legal team with qualified Gen Z employees, Collier Legal Search can help. We will search for qualified candidates who fit your job descriptions and work with you to establish employment expectations for our Gen Z candidates. We want to match you with potential employees who meet your needs and will be a positive addition to your firm. Collier Legal Search: Your Key to Working With Gen Z If your firm wants to bring in employees from the “Zoomer” generation, partner with Collier Legal Search to find quality candidates for your legal team. We work to present you with candidates that fit your firm’s needs and specifications. We are committed to the success of our clients and employment candidates. Contact the Collier Legal team at (713) 863-8180 to discover how we can aid you in diversifying your team with excellent candidates from Gen Z.

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