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Diverse Legal Team

The Benefits of Hiring a Diverse Legal Team

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

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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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Competitive Advantage in Hiring Legal Staff

Competitive Advantage in Hiring Legal Staff

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Hiring and retaining legal professionals with the right skills, relevant experience, and a positive attitude can determine the long-term success of a law firm. Whether your firm is seeking a seasoned attorney or paralegal, securing candidates is a process that requires significant time and effort. With competition for talent increasing across all industries, implementing a strong recruiting strategy is more important than ever. Here are five ways your law firm can gain a competitive advantage in hiring legal staff. Create an Attractive Work Culture An organization rumored to have a toxic work culture will need help to attract the best candidates. Next to salary and perks, a firm’s work culture is a top consideration for today’s applicants. Each workplace develops a unique culture that employees and management shape over time, and no two cultures are the same. Companies that nurture and reinforce good workplace qualities will have a competitive advantage in hiring and retaining talent. Healthy workplace cultures encompass staff interactions and behaviors, the well-being of employees, and align them with company policies and overall goals. Some qualities that contribute to a good work culture are supporting coworkers in times of need, prioritizing respect and gratitude, offering flexibility, mentoring, and communicating transparency. Streamline Your Hiring Process Many law firms pride themselves on their rigorous hiring process. However, the drawn-out process is tedious and time-consuming for both the candidate and the law firm. In today’s fast-paced environment, firms with a swift hiring process will be onboarding the best candidates, while slower firms are still rounding up partners for the third interview. Here are some ways to speed up and streamline your hiring process:● Write compelling job descriptions – If your firm rolls out the same old job descriptions from 5 years ago, you are missing an opportunity to make a good first impression on candidates. You may be attracting the wrong type of candidate. Review your firm’s job descriptions and rewrite them to be dynamic, specific, accurate, and current.● Utilize an Applicant Tracking System – Implementing the technology of an ATS can help organize and track applications, reduce bias, and speed up the time-to-hire.● Conduct Pre-Screening Assessments – Pre-screening can be done through an online evaluation or phone call. This step weeds out unsuitable candidates before the interview process begins, leaving time to focus on the best. Improve Your Interviews The interview is where the rubber meets the road in the hiring process. Law firms are traditionally notorious for putting candidates through multiple rounds of interviews over weeks or even months. Job seekers might meet first with hiring managers, then partners, and finally, committees during successive rounds of interviews. In the current employment market, making prime candidates wait is a guaranteed way to lose them to another firm. They may be considering multiple opportunities, and making a quick decision will give your firm a competitive advantage in hiring. While searching for the “perfect” candidate or “unicorn,” several great prospects could be scooped up by competitors. You can reduce the number of interviews through better scheduling, video conferencing to bring in all interested parties, and having a clearly defined hiring goal everyone agrees on. Embrace Technology Nobody brags about working for a company with outdated technology or a manager that refuses to implement time-saving digital tools. From communication methods to document automation to practice management systems, the legal industry is adopting technology faster than ever before. An attorney or legal support staff member coming from a tech-savvy firm may hesitate to take a step back in time. Firms that avoid technology or downplay the steady influx of digital developments risk losing their competitive advantage in hiring bright young legal minds. While it isn’t necessary to implement every shiny new technology that comes along, it is critical to stay informed about new tech developments and how they impact the legal industry. Emphasize Employer Branding Employer branding encompasses all the points listed above. Branding begins with how you present the firm both inside and outside the walls of the practice. It is essential to understand what makes your firm unique and emphasize the value of those features. The workplace culture, responsiveness to candidates, communication, and overall recruiting experience contribute to employer branding. Once the firm has a consistent brand message, promote it on the website, social media platforms, events, hiring fairs, and any other available outlets. Over time, the firm will be associated with its unique brand, making it easier to attract candidates that share the same values. Work with Collier Legal Search If the process of finding, screening, and interviewing applicants is more than your firm can handle, consider enlisting professional help. The Collier Legal Search team proactively recruits candidates based on your firm’s specifications and pre-screens the most qualified individuals. Our experienced legal specialists will simplify your recruiting process and give you a competitive advantage in hiring the best legal professionals for your firm.

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The Five C’s of Conflict Management

The Five C’s of Conflict Management

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These days, conflict management in a law firm is critically important. Law firms can be a pressure cooker of emotions when you combine Type A personalities, impending deadlines, and bet-the-company decisions. Then, add a rigid hierarchy of partners, associates, and support staff who range in age across Baby Boomers, Generation X, Millennials, and Gen Z. It should come as no surprise that interpersonal conflicts at law firms are unavoidable. Is there an inclination for law firm management to look the other way and hope the parties resolve their issues without intervention? After all, the workplace team is comprised of high-quality professionals, right? Unfortunately, conflicts rarely solve themselves. Projects can get delayed or derailed when resentful staff members refuse to cooperate. Hidden feuds, hurt feelings, passive aggression, and disputes may continue to fester. Other employees may get pulled into the drama, and workplace morale suffers as time and energy is spent on gossip and other destructive, non-billable behaviors. So, what are the best conflict resolution techniques that firm managers or legal HR professionals can implement when disputes arise between employees at a law firm? Communication Poor communication or miscommunication is at the root of most conflicts. These days, it’s different from what was said but how the message was delivered. Employees have a dizzying array of communication mediums between phone calls, emails, text messages, video meetings, Slack channels, or intranet forums. A partner’s concise and detailed email could be construed as micromanaging, and an associate’s one-word text message could be seen as flippant. Technological communication platforms will continue to evolve, but addressing conflicts should be done in person whenever possible. Through one-on-one conversations, find out as much as possible about the conflict. Was it a simple misunderstanding or something more complex? Both parties should have the chance to share their side. This will give you a better understanding of the situation and show your impartiality. Meeting in person is more direct and powerful than any digital communication. The parties may be more willing to work on a resolution if they have to meet face-to-face. Open and constructive communication can turn a potential crisis into a productive discussion. Cooling Off and Calming Down Encourage the parties to use neutral language and address the problem instead of the person. “I” language rather than “you” language can help each person from feeling attacked. Observe their body language and tone. If you remain calm and use open body language, it may elicit a calmer, more open demeanor from others in the room. Collaboration After hearing each party’s viewpoint, the next step is to have the individuals identify how to resolve the conflict to everyone’s satisfaction – including firm management. This collaborative approach may take longer than issuing a directive, but it will produce long-term benefits. Each person should present a solution to the issue while the other listens without interrupting. The manager’s role is to objectively identify each solution’s pros and cons and keep the conversation from becoming too heated or going off the rails. Coaching and Counseling Conflict management workshops can be developed internally or implemented by a third-party association or consulting firm. Select one specializing in law firms if you decide to use an outside service. They should provide training that gives employees the skills and tools to manage common law firm conflicts. Having your staff complete assessments that evaluate their resolution styles may also be helpful. Once they understand how they approach disagreements, they can learn to negotiate better with their peers. Corporate Culture Creating a culture of trust is crucial for law firm management and HR. Employees will lose trust if conflicts or issues are ignored or disappear. Some ways to build a corporate culture that minimizes harmful conflict include:● Communicating what is considered unacceptable behavior or treatment● Dealing promptly, fairly, and consistently with conflicts● Asking for input from employees through surveys or conversations● Modeling the behavior you expect from the staff Conflict is a normal and healthy part of professional life. Some experts even believe it can contribute to an organization’s success. The most effective and agile teams are those in which people feel secure enough to disagree and voice opposing views. The challenge for law firm managers and HR professionals is encouraging healthy conflicts and reducing detrimental ones. Collier Legal Search Can Help Collier Legal Search provides legal staffing services for law firms seeking to build a strong team of legal talent, from support staff to partners. You can rely on us to find experienced and skilled professionals that fit your firm’s corporate culture. Contact us today to learn how we can help you build your team.

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Legal Workforce Return to the Office

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Many professional services companies, including law firms, are transitioning their workforce to return to the office. For example, Amazon, Apple, and JPMorgan have all instated return-to-work policies in recent months. As a law firm, your business may benefit from similar policies. On-site working legal professionals, such as attorneys and paralegals, tend to advance their skills faster than their hybrid or remote counterparts. The office provides an optimal environment for efficient onboarding and maximum employee support. Legal professionals returning to the workplace may view this shift as a valuable benefit. Enacting in-office work policies and finding qualified legal candidates can help build an efficient, collaborative workplace to boost employee satisfaction and performance. Value of In-Person Working Many law firms are considering the benefits of returning to an in-person work environment post-pandemic. Although remote work has become the norm for many industries, law firms may find that in-office policies promote ease of onboarding, mentorship availability, and skills training that legal candidates seek. Onboarding Ease Returning to an in-person work environment offers several advantages for law firms, including streamlined onboarding for new hires. When employees are present in the office, it’s easier for them to interact with colleagues and gain a more comprehensive understanding of the firm’s culture, values, and operations. In-person onboarding fosters stronger relationships and a greater sense of community among employees. These benefits can lead to higher job satisfaction, better employee retention, and increased productivity for legal firms. By providing an optimal environment for onboarding, your firm can foster long-term success for your employees and the organization. Mentor and Trainer Availability Having mentors and trainers readily available and approachable is crucial for employee growth and development, particularly in the legal industry. When experienced attorneys and legal team supervisors are accessible to answer questions and offer guidance in person, newer team members can learn more quickly and effectively. Approachable mentors and trainers help your firm foster a continuous learning culture, increasing job satisfaction and retention. With this approach, your team leaders can build a more skilled and motivated workforce, translating to better client solutions and law firm growth. Productivity & Growth Productivity and growth are essential for law firms to stay competitive and succeed in the shifting legal industry. In-office strategies encouraging productivity, such as face-to-face meetings, tracking KPI metrics, and sharing regular feedback, can help your firm keep employees focused and motivated. You can promote growth through ongoing learning opportunities and career development at the office to help team members advance their skills in specific areas of law, such as ESG. Offering in-house CLEs or other training and mentorship can help your employees build their expertise, take on new clients, and promote growth for the organization. This is especially important for attorneys on a path to partnership. Collaboration, Top-Down A top-down approach to collaboration is essential for legal firms looking to foster teamwork and drive better outcomes for clients. This collaboration structure also helps ensure everyone is on the same page and working towards the same objectives. A top-down approach to collaboration is particularly effective in an in-person work environment, where team members can interact face-to-face and build strong relationships. Being physically present in the office allows for more spontaneous conversations and informal interactions, leading to more effective collaboration and stronger camaraderie among team members. On-site collaborative tools and technologies, like digital whiteboards, can facilitate communication and information sharing. This helps team members stay connected and productive even when working on different projects. Grow Your Legal Team with Collier Legal Search Collier Legal Search provides legal staffing assistance for law firms seeking to build a strong legal team in the current return-to-work environment. Our experienced recruiters specialize in identifying and attracting qualified legal talent, from entry-level associates to established partners. With a comprehensive understanding of the challenges and possibilities in today’s legal job market, we can guide you throughout the recruitment process and help you find your next hire. Contact us today to discover how we can help you cultivate a more competitive legal team.

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Mid-Market Law Attracts Big Talent

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In the current lateral attorney recruiting climate, mid-market and smaller law firms just may have an edge. What Mid-Market and Smaller Law Firms Can Offer Specific perks are offered to lawyers at mid-market and smaller law firms. These benefits continue to attract top talent. Rate Flexibility While Developing Client Base While new 2023 data shows that many large law firms are raising rates by about 10%, lawyers at mid-market or smaller firms often have rate flexibility in keeping with their current and prospective client expectations. Streamlined, Fast Conflict Checking Process New client business is vital to perpetuating any law practice. Conflicts must clear completely before a client can be taken on for representation. At large law firms, the conflict-check process can take a very long time due to the number of matters being handled both domestically and internationally. Smaller law firms can accurately breeze through the conflicts-checking process in a timely manner, paving a clear path to representation while growing market share. Career Development Support and Planning At smaller firms, employees often receive personally tailored career development and planning. At some firms, dedicated hours during the work week are provided to attorneys who may seek real training on how to grow their client base. Also, many mid-size firms engage in strategic workforce planning to ensure a seamless transition when an employee moves or retires. Strategic planning at a smaller firm also means that employees enjoy an open career path with many opportunities for growth both horizontally and vertically. Hands-On Client Matters, From the Boardroom to the Courtroom At smaller firms, less experienced attorneys can often step away from the in-box/out-box daily tasks and are invited to participate in active client representation. Opportunities in both the board and courtrooms can come quickly for these aspiring advocates. WANT TO LEARN MORE ABOUT LAW FIRM PLATFORM DIFFERENCES AND APPROACHES TO THE LAW PRACTICE BUSINESS? Contact our veteran legal recruiting team to learn more. Kay Kurtin Egger, Attorney & Co-Founder of COLLIER LEGAL SEARCH, LLC

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Lateral Partner Move

Lateral Partner Move

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Lateral partner moves occur when law firm partners seek a new position, typically with another organization. While a lateral move may benefit the person moving jobs, it can sometimes leave your law firm with a gap both in revenue stream and in headcount. Learn why partners make lateral moves and how you can work with Collier Legal Search to find a qualified replacement candidate. Why Make a Lateral Partner Move? There are many reasons a partner in a law firm might make a lateral move. Common reasons for partners to leave their current position include: Long-term client portfolio growth and rate and retention of client base. Moving to a new firm might create better rates, leading to better client portfolios and networking opportunities.  Improved infrastructure. A new firm may offer a proven, stable structure with strong support systems and people in place. Current work culture. If the work culture at a partner’s current position isn’t the right fit, they may leave to find a more suitable culture fit for improved mental well-being and increased productivity. Growth opportunities. A new firm may provide better growth opportunities than the current firm regarding advancement or personal fulfillment. A better work-life balance. While work-life balance can be difficult for lawyers, the firm culture, location of the firm, and any family commitments can impact that balance. While work-life balance looks different for each person, a firm that offers better opportunities to achieve that balance will help with long-term mental health and work satisfaction. Growth in Texas Over the past several years, Texas has gained national attention for its quickly rising population. Making a lateral move to a firm in Texas could create new opportunities for lawyers for the following reasons: Job opportunities due to business growth. The Texas hiring market shows no signs of slowing down. Firms are hiring partners in many areas including litigation, banking and financial services, capital markets, intellectual property, health care, and bankruptcy. Lack of state income tax. Texas has no state income tax, so partners who move can expect to keep a higher portion of their pay. High-paying jobs. Texas also offers plenty of jobs with higher salaries. Relatively lower cost of living. Depending on the partner’s current location, Texas offers a lower living cost than many other metro areas. Retention Retention is a significant factor in lateral partner moves. Between April 2021 and 2022, top law firms hired nearly 404 lateral partners. When a partner leaves your firm and you begin searching for a new candidate, consider the following factors to attract and retain top talent: Offer performance-based raises. Present a work culture that makes lawyers feel included and visible and ensures they will be treated in a friendly and respectful manner. Make clear opportunities for career progression, advancement, and professional growth. Focus on the social governance factors by hiring and cultivating a diverse gender, race, and ethnicity workforce. Interviewing with Due Diligence When interviewing for a lateral partner move, it’s wise to adopt an organized due diligence approach for the process. Beyond gathering information about work product, clients, and rates, due diligence may also include focusing on specific aspects of the move, exploring competing interests of the candidate’s former law firm, and recognizing appropriate transition steps. What to Focus On When interviewing, due diligence includes focusing on key issues for your law firm and the partner candidate. Obtain information from the candidate regarding reasons for their move and job history. This data can help you determine if they are a good fit for your firm. During the interview, ascertain the candidate’s skill set, personality, and client experience. Discuss their future goals to assess their development potential. Consider economic and profitability questions such as what salary and benefits they expect and how their addition to your firm may boost or hinder profitability. Competing Interests Due diligence during the interview process also includes addressing competing interests and the ethics of bringing on the lateral partner. Consider issues such as: Both law firm’s operating agreements Pre-departure/incoming notice to clients Pre-departure solicitation of clients, colleagues, or staff Joint notices and ballots have been sent to clients Appropriate Transition Steps Due diligence can mean taking the appropriate steps to transition a new partner into your law firm and supporting them in taking proper transitional actions at their former firm. For example, plan for a length of transition and start date that honors their prior commitments with the other firm and inform their colleagues. Announce their hiring early at your firm so staff can prepare for a new addition. Collier Legal Search Can Help Navigate a Partner Lateral Move If a partner at your firm makes a lateral move, work with Collier Legal Search to navigate the change. We offer legal recruiting services that can match you with skilled candidates that can step in and help your firm as you make the transition to a new partner or fill the role permanently. Contact Collier Legal Search to learn more about our recruiting process and how we can help you along the way.

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Gender Diversity in Law Firms Impacts Success

Gender Diversity in Law Firms Impacts Success

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Achieving gender diversity at all levels of the legal field is essential for creating an equitable and prosperous law firm. The advantages of gender-diverse associates, management, and board members cannot be ignored in the hyper-competitive law industry. Research shows that gender-diverse law firms achieve 10% higher client spending and are 15% more likely to earn above-average financial returns. Given the numbers, firms must take action to increase their gender diversity. However, firms seeking a gender-diverse workforce face several challenges on their path to diversity. To counteract the unconscious bias and domestic responsibilities that most frequently block women’s advancement to positions of power, firms need to create a culture of inclusion, hire ESG (environmental, social, and governance) consultants, and codify hiring and advancement quotas. How to Build Gender Diverse Legal Teams and Leadership The key to building gender-diverse legal teams and firm leadership is attracting women with a gender-inclusive culture, offering flexible work options, and countering unconscious bias. Women make up over half of current law school graduates, so there is no reason for lack of representation at every level of a firm. Build a culture of diversity and inclusion Company culture is hugely important in attracting and retaining women in the workforce. Start creating an inclusive culture by giving your workers anonymous and non-anonymous ways of providing feedback. Consider hiring an ESG expert to assess your firm. They can determine which departments lack gender diversity and provide guidance on implementing gender-inclusive practices to promote company growth. Start a woman-to-woman mentorship program where women in higher positions meet with newly hired women to discuss and advise on careers. The most critical action in creating a culture of diversity is hiring and promoting more women. Hiring, retention, and advancement quotas Hiring quotas are legal if they are meant to fix a gross imbalance, do not unduly harm others, are temporary, and are regularly reviewed. Many firms have a gross inequality of gender diversity in their management, equity partners, and board of directors. Setting goals or quotas to match the gender makeup of the labor pool in these areas is an excellent practice to implement. Counteract unconscious bias and cultural obstacles Gender biases are usually unconscious, but they are undeniably detrimental to gender diversity. Simple fixes like removing gender indications from application materials and gender-based hiring and advancement goals can counteract unconscious bias’ adverse consequences. Women’s disproportionately large domestic and caregiving responsibilities are often cited as the most significant obstacles to career advancement. Providing women with flexible work alternatives, like remote work, helps overcome this cultural obstacle. Many companies already recognize the importance of alternative work options, so offering flexible work may already be part of your business structure. Expand it further with childcare benefits and flexible work hours. Culture of Diversity Creating a culture of diversity is essential to attracting and retaining high-quality talent. It acts as a magnet for talent because satisfied workers are a company’s strongest recruiting tool. Improving worker morale through an inclusive work culture also increases employee retention, which allows your firm to advance women to management positions. A diverse work environment shows continual benefits as women move into leadership positions. It creates an even more inclusive space that attracts high-achieving women to the firm. To create a culture of diversity, begin by hosting allyship seminars, setting hiring goals, and asking for continuous feedback from your current employees. As you implement these strategies, you can watch as your firm grows more diverse. Women in the Legal Field Most firms have been focusing their diversity efforts on entry to mid-level positions, with women well represented in junior to senior level partners. Firms’ biggest challenge is retaining women to advance them to management and board of directors positions. It is beneficial for firms to overcome this obstacle because clients primarily want women in positions of power. Always ask your clients about their opinions on your firm’s gender diversity because client feedback is a strong influencer in favor of more gender inclusivity. Top Firms are Leading the Way Some of the world’s largest law firms, including Freshfields Bruckhaus Deringer and Linklaters, are leading the legal industry in gender diversity in positions of power after appointing women to be executive leaders. The legal field is creating a pipeline for the best women to overcome the obstacles and get a fair chance for the top positions. Many firms are also working with ESG experts to lead gender diversity. ESG factors provide legal firms with helpful guidelines regarding building a gender-diverse workplace. By partnering with an ESG expert candidate, your firm can adhere to socially progressive hiring criteria. Given the advantages of diverse workforces in legal firms, it is to every firm’s advantage to make this advancement pipeline a reality. A change toward gender diversity in law firms is occurring across the industry, and being a leader in this change is financially advantageous and morally correct. Hire Qualified Women Through Collier Legal Search While there are some obstacles to overcome to increase gender diversity in law firms, finding qualified women to hire does not have to be one. At Collier Legal Search, we take a consultative approach to connecting the best candidates for every open position. While your firm focuses on creating an inclusive culture, we send highly qualified candidates to uphold that culture and advance to positions of power. Contact us for more information on how we can help you increase gender diversity by providing ESG experts and offering smart candidate placement. Collier Legal Search founded by Kellie Collier and Kay Egger is a Woman-Owned Business.

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2022 Hiring Trends

2022 Hiring Trends

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As the new year begins, law firms are still reeling from a skilled worker shortage brought on by a strong economy, the lasting effects of pandemic layoffs, and the great resignation. In May 2021, there were 8,268 open positions for lawyers across the United States, a 150% increase from early 2020. This is not surprising when reports of mass resignations are paired with increased corporate demand for legal services. The result of the trends catalyzed by the global pandemic is that 2022 will continue to be an applicant’s job market. Firms need to use their hiring budget to develop employee-friendly characteristics, like flexible work schedules, to attract qualified employees. Law firms also need to invest in technology that supports hybrid working models. If companies can implement successful hiring changes, there is significant potential for business growth. Demand for legal services is high, and the job market requires firms to invest in new hire recruitment. Learn the 2022 hiring trends and how to get the best talent for your firm. Candidate Driven Market Applicants have the advantage in a job market when there are a lot of available openings. Since workers are not threatened by the prospect of a long job search, they are willing to leave their job for another one. 2021 saw significant increases in employee turnover in professional services, with quitting rates per month increasing from 2.9% in 2020 to 3.7% in 2021. At the same time workers were leaving their jobs, the demand for legal services was at a record high, resulting in the few applicants applying for positions vying for higher salaries. There were more mergers and acquisitions in the first half of 2021 than in the past 20 years. In addition, the pandemic created a backlog of cases that firms have started to work through as courts open in-person hearings and make virtual hearings more efficient. Emphasis on Valuing Employees and Accommodating Their Needs If law firms want to maintain or expand their client pool in 2022, they need to stand out to potential employees by putting them first. The candidate-driven job market affords candidates too many opportunities for firms to offer average job packages and expect them to come on board. Firms need to accommodate the new job ideal that most young professionals seek. It is characterized by improved employee experience via company culture and work flexibility. Job seekers will assess their employment options based on the company culture and whether the working environment benefits them emotionally, mentally, and physically. Create and Support a Strong Employer Value Proposition (EVP) Employer Value Proposition (EVP) is the promise you make to legal talent about what your firm and the job offers. A strong EVP includes more than pay, benefits, and training. An EVP that works as a recruitment tool also lists company culture distinctions, the job’s role in the company’s goals, and the differences between your firm and the competition. Writing a compelling EVP is one thing, but your firm has to support your EVP for top talent to sign on and stick with you. Consequently, firms invest more in recruitment packages and employee retention services like flexible working arrangements. Work Flexibility The recent shift to at-home work uncovered the potential for workplace flexibility, and workers want this to continue. 84% of workers want the option to work from home, so a firm without a remote work option is at a hiring disadvantage. The most attractive firms for current candidates invest in quality training that allows employees to work successfully in the office, remotely, or in a hybrid model where they work from home a few days a week. Firms with freelance opportunities also expand their candidate pool by attracting applicants who don’t want to be tied down to a single company or position. Technology’s Role in Hiring and Retention AI or automated computer systems are gaining prevalence in the legal industry because they make firms more efficient, are compatible with remote work, and improve the client transfer process. As lawyers find new jobs and bring clients with them, it is more important than ever to have efficient client transfers. AI client transfer systems remove manual steps, like document accumulation, so that a firm’s attorneys can focus on billable work rather than clerical work. The AI systems also afford new hires the flexibility to work at home because their client transfers no longer require effective communication and collaboration with the client and new firm. Connect with Candidates at Collier Legal Search 2022 has the potential to bring significant growth to law firms and provide workers with jobs offering lucrative benefits. The hiring trends are based on candidates having the upper hand in the labor market, so if firms want to capitalize on the growing demand for legal services, they need to offer significant perks to candidates. Firms can use the legal staffing recruitment services that Collier Legal Search provides to connect with the best legal talent for their open positions. Collier Legal Search has 17 years of legal placement experience and can quickly fill your firm’s temporary or permanent openings. Contact us today with any questions about our placement services.

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