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Filling The Gap Between Experience & Availability

Blogs /

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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Worker Shortage

Shortage of Workers for the Legal Industry

Blogs /

With changes brought on by the 2020 pandemic, the legal industry, like many others, went into crisis management mode. Law firms and legal departments furloughed key workers while often also downsizing other personnel. Now, as industry slowly emerges from the pandemic, the practice of law (especially in Texas), has emerged arguably busier than ever. With everything from litigation to large transactions (including mergers and Texas-based deals), many legal employers are searching for employees to rebuild and grow their business. If you are looking for qualified candidates to join your team, but you don’t have the time to wade through applications and candidates, partner with Collier Legal Search. We will help you find skilled, long-term candidates to become an integral part of your legal team. What Caused the Workers Shortage? The 2020 pandemic saw a significant shift in every area of the workforce, from hiring to retaining employees to how companies perform work and collaborate. In April of 2020, an estimated 18 million workers were laid off from their jobs. The worker shortage in the legal arena developed from the following reasons: Choosing to stay home to be safe Layoffs due to budget constraints Layoffs due to a lack of work Litigation was put on hold, affecting all workers in the system Workers who stayed felt overworked or untrained for new duties and quit How the Worker Shortage is Affecting Your Legal Team As things slowly get back to normal, legal firms find that the worker shortage adversely affects their teams. Workers who stayed on during the pandemic had to take on new responsibilities and work longer hours. This has led to burnout and higher rates of turnover in some cases. Without the appropriate staff, day-to-day business operations are complicated, and you cannot focus on the essential tasks. In addition, you may be unable to take on the cases you need to because of a lack of skilled workers in your office. This affects your firm’s reputation and bottom line. Unprecedented Need for Skilled Workers in the Legal Sector Overall, the legal industry is seeing an increase in hiring. Legal mergers are on the rise. Transactional work is booming. Litigation is at some of the highest levels in recent history. In all situations, legal teams are planning for the long term and helping to create new jobs for legal workers. This is especially true in Texas, where there is a growing need for legal services. In early 2021 severe weather, including major arctic freezes, shut off power in some homes and businesses for days. The result has driven court filings far up and on the transactional side of law, many companies are relocating to Texas or moving their headquarters to the state to operate. It all means there is an even more significant need for lawyers and legal workers in all types of sectors. Collier Legal specializes in helping Texas-based legal entities find legal workers for placement in the following in-demand sectors: Commercial Litigation Insurance Litigation Employment-driven Litigation and Transactions Transactional Law including Contracts, Finance, M&A etc. Privacy, Data Security, Intellectual Property Law Bankruptcy When looking at potential candidates, there are several steps you must take. Not only do you need to advertise for the position, but you also have to interview and vet your applicants. This process is a big investment on your end, and it takes time away from other tasks your firm requires you to complete. Because there are more open positions than candidates, employers need to offer more than just a job to bring in qualified, skilled candidates in their doors. Good, skilled legal workers are looking for numerous benefits when joining your team, such as flexibility, the ability to work remotely, career advancement opportunities, skills training, increased pay and benefits, and a welcoming, valuing company culture. In addition to making your workplace desirable to new candidates, remember to show your existing, loyal employees that you value them. Make small changes in the work environment or offer them an advancement to keep committed and knowledgeable workers on your staff. How Collier Legal Can Help Building a team of skilled workers on your own is time-consuming, expensive, and takes you away from more pressing aspects of your firm. A recruiting firm like Collier Legal Search is the perfect solution for quickly finding and hiring new, knowledgeable employees. We can find skilled placements for law firm partners, attorneys, legal administrators, legal support professionals, IT, finance, and office personnel candidates. When you work with Collier, you save time and money and are tapped into legal industry trends. Collier has over 18 years of industry experience with tenured employees and a strong network of vetted applicants for their skills and expertise. We can guarantee placements that stay for up to two times longer than the competition. And to top it all off, the founders of Collier Legal Search are native Houstonians. Contact Collier Legal Search Today As your firm recovers from the trials of 2020, you need to find qualified, skilled individuals to build your team. At Collier Legal Search, we strive to partner you with employment candidates who fit your firm’s specific needs. Our clients and candidates are important to us, and we are committed to their success. Call us at 713-863-8180 to learn how we can support you as your firm recovers in 2021.

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Practice Areas with a Surge in Business

Blogs /

As 2020 comes to a close, law firms are anxiously trying to strategize for the coming year. The legal industry will continue to be dominated by issues brought on by the pandemic, the election, and uncertainty in the economy. Here are some practice areas where legal experts predict growth in 2021 and beyond:   Labor and Employment Employment litigation has seen an uptick in business since the early days of the pandemic. At the outset, attorneys saw an influx of work from companies forced to implement layoffs, pay cuts, and furloughs. As the year wore on, there was an increase in lawsuits and class actions stemming from violations related to the coronavirus. Demand also grew from clients that needed counseling on compliance and new employment policies. As the end of the pandemic is in sight,  a lot of work has shifted to advising clients on reopening their businesses and offices. Complex Commercial Litigation Contracts across all industries were affected when the economy ground to a near stop. Events, orders, projects, and sales were postponed or canceled. Every cancellation in the chain impacted other contracts, causing a domino-effect of defaults. Predictably, lawsuits, and countersuits quickly followed. The more entities involved, the more complex the case. Attorneys and support staff specializing in complex commercial litigation are needed to handle the unprecedented, intricate matters that businesses now face. Commercial Real Estate COVID-19 sent shockwaves through commercial real estate markets. State orders forced many businesses to close, which required white-collar workers to begin working at home. Office buildings, retail centers, hotels, and industrial parks felt the pinch when tenants lost revenue streams and could not pay their rent. Landlord-tenant disputes and real estate litigation continue to keep attorneys busy. Legal expertise is also sought by companies that are renegotiating, downsizing, or renewing leases. Bankruptcy/Restructuring According to the Southern District of Texas bankruptcy court, Houston is one of the busiest Chapter 11 bankruptcy courts in the country. The first half of 2020 saw more Texas corporations file for bankruptcy than in any six-month period in the state’s history. Every sector is affected, from energy to retail to airlines.  Business analysts predict the tidal wave of bankruptcies and restructurings will continue throughout most of 2021. Bankruptcy and restructuring lawyers representing debtors, creditors, equity interest holders, and other entities have their work cut out for them. Insurance When a crisis hits, companies turn to their insurance policies for support. Insurance attorneys review the claims and insurance contracts, then advise whether there is coverage for the event. Litigation is often initiated when the coverage can’t be resolved. Insurance attorneys have also seen increased work from business owners that want to review their insurance policies to ensure adequate coverage for pandemic-related claims. Insurance litigation surrounding COVID-19 claims will be impacted by state and federal legislative efforts and decisions. Healthcare Houston is home to the world’s largest medical center and boasts a dynamic healthcare industry. Healthcare attorneys represent clients in all industry segments, including hospitals, institutional providers, physicians, research organizations, pharmaceutical companies, and device manufacturers. The Post-Covid healthcare landscape, coupled with a new presidential administration, promises to bring significant changes that will generate considerable work for law firms and in-house counsel. Collier Legal Search is a full-service legal staffing company.  We place well-credentialed partners, associates, and legal professionals at every level in law firms and corporations. Our experience, connections, and unique approach to building our candidate database deliver consistent results that clients can depend on. We are committed to the success of our clients and our candidates.  Find out what we can do for you. Contact us at 832-239-5253.

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GAINING MOMENTUM INTO Q3

Blogs /

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

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COVID-19 Special Announcement

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To Our Valued Clients and Business Partners: Collier Legal Search continues to stay informed of the events surrounding the global outbreak of the Coronavirus (COVID-19) and monitor the impact. Our first priority is the health and safety of our employees, clients, and business partners. We are prepared to continue our operations throughout the duration of this public health situation. We will be fully operational remotely in the event our office must close. During this time, our staff will continue to be able to assist you with existing or new hiring needs.  Our goal is to adapt while maintaining best practices and solutions. Our leadership will also be available to respond to your hiring needs and to take proactive steps as necessary and appropriate. We will continue to provide updates and further information through email updates or on our website at collierlegal.com. We will monitor the Pandemic closely and keep you all updated. In the interim, if we can be of assistance, please contact Kay Egger at (832) 239-5218 (Office) or email kay@collierlegal.com. We are grateful for your continued loyalty and confidence in Collier Legal Search. Wishing you and yours both safety and good health in these challenging times! Kellie Collier & Kay Egger Stay up today on COVID-19 Updates and Announcements through these sources: World Health Organization Center for Disease Control (CDC)   

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2019 Law Firm HR Trends

Companies, Employers /

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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The Perils of Professional Ghosting

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Has Professional Ghosting Crept Into Your Workplace? Halloween is right around the corner, and the streets will soon be filled with little witches, goblins, and ghosts. But what about the ghosts wandering the corporate realm? Ghosting was once a term reserved for the dating scene and used to describe a person who suddenly disappeared from the relationship by going dark on social media, chats and other digital communication. As with most digital trends, it was only a matter of time before the ghosting phenomenon crept insidiously into the workplace. Professional ghosting is just as unpleasant and unnerving as personal ghosting and can take many forms: Examples of Workplace Ghosting Managers ignoring job applicants, even after sending strong hiring signals. Candidates failing to appear for scheduled interviews with no explanation. Candidates accepting a job and never showing up. Employees leaving a job with zero notice and ignoring communication attempts. Candidates suddenly ignoring a recruiter that has been working on their placement. Reasons for Ghosting Employment professionals have identified many reasons that professional ghosting has become rampant: The job market is excellent and qualified candidates often have more offers than they can handle. Most people do not like confrontation or awkwardness, so they select the route of least resistance where no response is, in itself, a response. The younger generation of millennials and Gen Z are less adept at face to face, or even digital conversations, that are unpleasant. Some people can’t say no, and they overcommit instead of turning down offers. Consequences of Ghosting in the Workplace While the person doing the ghosting may feel that their disappearance is a harmless and inevitable part of doing business, the person who has been ghosted often has a bitter impression that isn’t quickly forgotten. Anyone who intends to build a career should consider these factors: Reputation– Most industries are close-knit, with the same professionals sharing information, advice and business leads. If someone has been ghosted, they will share the experience with others, and word will get around pretty quickly. Relationships– The job market is excellent today, but ghosting an employer or recruiter will burn bridges in your professional life. It’s risky to alienate a manager you may end up working with in the future or a recruiter who could be instrumental in developing your career. Respect– The Golden Rule applies in the workplace, just as in personal relationships. Treat others as you would like to be treated. A simple phone call or email explaining the situation may be uncomfortable,  but it is preferable to vanishing into thin air – like a ghost. 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 and unique approach to building our candidate database delivers dependable results. 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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Legal Recruiting in a Candidate-Driven Market

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Legal recruiting can be challenging in the current candidate-driven market. Many law firms and corporate legal departments are struggling to find talent in 2018’s candidate-driven market. The national unemployment rate is at historic lows, and the Texas job market is no different. Experienced legal professionals, from attorneys to support staff, are in high demand with qualified candidates enjoying leverage when considering a move. In particular, the legal industry’s lateral job market continues to grow, often constituting a significant percentage of a firm’s overall numbers. For firms and corporate legal departments trying to fill positions,  now is the best time to utilize outside expertise. An experienced legal recruiter can help with the four C’s of finding talent in this candidate-driven market: Consultation The first step of working with a recruiter is to establish a relationship through a meeting of the minds. The recruiter should meet with the partner(s) responsible for the search to learn about practice areas, growth, plans for the future, critical issues, preferences, and other matters that will allow the search firm to work more efficiently. A recruiter who can knowledgeably answer candidates’ questions can represent the firm, the partners and the position accurately. Culture Workers today are very interested in an organization’s corporate culture, and attorneys are no different. Company and department branding carry greater importance as competition for candidates continues to tighten. Being able to articulate and promote your firm’s particular culture is very important in attracting the kind of candidate that will be a good fit. A recruiter can help crystalize the finer points of your firm’s culture, differentiate it from other firms, and market it to candidates. Candidates Of course, the desired outcome of working with a recruiter is to find qualified, well-matched candidates for open positions. Seasoned recruiters maintain databases and regularly stay in contact with the top attorneys and support staff in their market. Furthermore, they often have in-depth knowledge of those individuals’ skill sets, career objectives and compensation packages, even if those professionals are not actively looking for jobs. A recruiter can discreetly reach out to individuals that they already know will match a firm’s criteria. Compensation With candidates currently receiving multiple offers and counter-offers, employers must differentiate their proposal to remain competitive for top talent. While salary will always be one of the top criteria, other factors such as flexible work schedules, telecommuting, performance-based bonuses, training, and paid parking are some of the perks that can tip the scales. A recruiter with extensive knowledge of the market can advise what the current compensation trends and most attractive packages are. Full-Service Legal Recruiting You Can Depend On Collier Legal Search is a full-service legal recruiting company that specializes in placing well-credentialed partners, associates and legal professionals at every level in law firms and corporations. Let us help you with your legal recruiting needs. Our experience in the industry and a unique approach to building our candidate database consistently delivers results that clients can depend on, especially in a candidate-driven market. We are committed to maximizing success for our clients and our candidates.  Contact us at 832-239-5253 to give us the opportunity to work with you.

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Preparing for a Presentation Interview

Blogs, Candidates /

Are you preparing for a presentation interview? When presentations, public speaking or persuasion are part of a job description, candidates may be asked to make a presentation as part of their interview. A presentation interview can test many things about a candidate; the ability to represent and sell an idea, the ability to inspire an audience with confidence and, the ability to organize thoughts and structure an argument. If you want your presentation interview to shine, DON’T do the following: Ignore Instructions  Before you begin crafting a 40-minute dissertation, find out exactly what the interviewer is requesting. What is the topic and how long should your presentation be? How many people will be in the audience? What’s the IT and audio-visual setup? Staying on task shows that you can manage your time, that you respect your audience and, most importantly, that you can follow directions. Use PowerPoint It’s not 1987 anymore, and Microsoft PowerPoint is an outdated and mediocre format guaranteed to induce yawns. In today’s competitive market, you must think beyond PowerPoint. There are numerous online programs and applications available to help you craft professional presentations.  Using a more current platform also shows your audience that you are committed to keeping your skill set up-to-date with new tools and technologies. Read your slides Reading your slides is perhaps the most annoying presentation error thing that speakers commit. When you first display a slide, your audience will stop paying any attention to you and will read what you’ve put up on the screen. Give them a moment to read and when they’ve finished, do not repeat word for word what they’ve just read! Ideally, your slides should contain bullet points or headings that your presentation expands or explains. Stay seated  Standing for a presentation exudes confidence and control. Standing as you are speaking enables movement, wider hand gestures; a greater ability to get up close to the audience and, it injects more energy into your presentation. Compelling and persuasive speakers do not sit behind a desk and mumble their notes. Standing will also enable you to breathe deeply which will give your voice depth and volume. Wing it  The only way to ace your presentation is by practicing. Rehearse in front of someone who will give you honest feedback. If you are working with a recruiter, they can assist with preparation. Don’t assume that the company’s technology is compatible with your Mac or PC or you may find that all of the beautiful slides you prepared won’t show up on their screen. To avoid this nightmare scenario, take your fully charged laptop, not just the USB drive containing your presentation. Even if the screen is small, it’s a better backup plan than nothing at all. Email the slides to yourself and save them as PDFs, which should work on anything. Finally, print a few copies of your slides and take them with you, just in case. Let the experts at Collier Legal Search help you put your best foot forward. From the initial contact to the final interview, we work with our candidates every step of the way. 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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Summer Staffing Checklist

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

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