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Tips to Avoid Staff Turnover

Companies, Employers /

Do you experience high staff turnover? Staff turnover is an unavoidable, natural part of the hiring and employment cycle. Staff turnover is an unavoidable, natural part of the hiring and employment cycle. Economic turmoil, industry fluctuations and attrition can cause unexpected spikes in turnover, but if your firm has regularly lost talent across a number of practice areas and positions in recent years, that’s an indication that there may be more serious issues.  Warning signs can include a mass exodus of associates and support staff, clerical positions that are continually open, or a particular partner who can’t seem to retain talent. Law firms with high turnover can suffer significant data, knowledge and client loss, not to mention the cost of salaries, benefits, and time invested. When a lawyer leaves, a significant investment is lost. Aside from salaries and bonuses, law firms can spend thousands of dollars recruiting and training, sometimes paying for bar exam prep courses, moving expenses, and CLE. Here are some of the major factors that can contribute to high turnover, and how a temporary hire might be the right solution: Poor selection process– When staff turnover at the firm seems unusually high, one of the first things to investigate is the firm’s selection process. If a firm continually hires extremely over or under-qualified applicants, it will simply be a matter of time before workers become frustrated or disillusioned and look for something better matched to their skill set. Take a realistic look at the firm’s expectations: Is management seeking out Ivy League or top tier attorneys to handle work that could be done by a paralegal? Does the firm really require someone with more than 5 years of experience, or is in-house training possible? If it is evident that the organization is always hiring the wrong people, a temporary firm can help define what the job description should be and assist in finding a prospect that is the right fit for the position and for the firm. Firm Culture– Many older workers may be satisfied to put in the required hours, work hard, and collect a paycheck regardless of firm culture.  However, millennials tend to place much higher importance on the firm’s core values as well as their employment experience. If the firm seems to have difficulty retaining younger talent, it may have something to do with the lack of company culture or clearly stated mission.  While the management team addresses the core values and firm culture, temporary workers can replace workers that have left. Difficult Personality – If rampant staff turnover seems to be concentrated in a certain department or under a particular partner, there may be personality issues at play. A brilliant attorney who is constantly screaming at associates or expecting support staff to handle his personal affairs will always have a revolving door of talent. It is critical to address the nature of the issue to ensure that the firm is protected from any liability arising from bad behavior. In the meantime, utilize the broad reach of a staffing firm to find prospects who have the temperament, experience, and willingness to work with a challenging personality. Less than competitive packages– Take a look at similar-sized firms to see if the firm’s compensation and benefit plans are competitive. When the plan is not competitive with the market, there is a virtual guarantee that talent will be lost as soon as a better offer comes along. If raising compensation and adding benefits is not possible, then a staffing firm could be the best option because the prospect will be compensated by the agency, not the law firm. When an organization experiences high employee turnover, it may be time to seek assistance. Collier Legal Search is a qualified and reputable staffing firm and we can help place the right people in the right positions. Furthermore, the firm can avoid the high costs associated with multiple new hires because all risks and obligations are assumed by the staffing firm. Taking advantage of temporary hires or temp-to-permanent employees will allow the firm to address the root cause of high staff turnover while remaining fully staffed and productive.

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5 Reasons to Use a Contract Attorney

Blogs /

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

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Legal Hiring Trends / 4th Quarter Outlook

Blogs, Candidates, Employers /

As job growth outpaces the rest of the nation, here is the local legal outlook and legal hiring trends in Texas. According to the fall figures released by the Dallas Fed, 2018 Texas job growth outpaced the rest of the nation, rising to 1st place, up from 9th in 2017. The hot local economy has also impacted the legal arena with law firms setting up shop and expanding operations in Texas at a frenzied pace. Dozens of firms opened offices in Houston between 2001 and 2018, lured by the strong economy, the high-profile energy sector and the growing list of corporate headquarters. Some of the fastest-growing practice areas in Texas include energy, corporate, real estate, international, employment, environmental, and immigration law. This explosion in law firms has created a frenetic lateral market and a near-constant churn in support staff. The growth has brought several recruiting and legal hiring trends into the forefront: Higher compensation To recruit candidates and improve retention rates, employers are increasing the starting salaries for attorneys. Some law firms seek tenured associates with proven track records; others are taking the opposite approach and recruiting attorneys with two to three years of experience and offering training. Amped up Benefits While salary will always be one of the top considerations, more firms are finding that attractive benefits and perks package can tip the balances in their favor. Some of the less traditional benefits and perks include holistic health and wellness programs, gender-neutral family leave, work-from-home options and paid volunteer hours. Focus on Firm Culture Large law firms are seeing Millennials leave to work at smaller law firms with a better work-life balance. Diversity, community service and how associates are treated are all essential aspects of firm culture. Personality Profiles Degrees and experience are essential, however, hiring managers must also determine whether someone will thrive in the organization’s culture. Hiring the right fit can dramatically reduce turnover and increase productivity, translating into higher profits for the firm. Personality assessments are becoming more common to gauge interpersonal skills and emotional intelligence. Tech-Savvy Support Paralegals who can perform multiple duties are in high demand since they can deliver some of the work traditionally handled by associates. Hybrid paralegal/legal secretary roles are more common as clerical responsibilities have become streamlined by technology. Non Lawyer Professionals To remain competitive and innovative, many law firms have realized that they must operate more like a business. Non-lawyer professionals are increasingly hired to handle key marketing and development operations. Some new positions in law firms include chief talent officer, chief pricing strategist, director of practice management and director of business development. Staffing Flexibility Even in a booming market, successful law firms must be flexible and agile. Many are turning to legal staffing firms to quickly scale up talent when projects demand and then reduce when the project is completed. Temporary hires can also be thoroughly evaluated for personality and skill before making a permanent, and expensive, final offer. This option allows firms to increase manpower without increasing payroll expenses. Full-Service Legal Staffing You Can Depend On Collier Legal Search is a full-service legal staffing company that specializes in placing well-credentialed partners, associates and legal professionals at every level in law firms and corporations. Our experience in the industry and a unique approach to building our candidate database consistently delivers results that clients can depend on. We are committed to maximizing success for our clients and our candidates.  Contact us at 832-239-5253 to give us the opportunity to work with you.

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Preparing for Your Year-End Performance Review

Blogs, Candidates /

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

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Preparing Your Firm for the Holiday Season

Blogs, Employers /

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

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