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INTERVIEW HORRORS

Eliminate Interview Horrors

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Interviewing for a legal job can be daunting. By understanding and preparing for the interview, you’ll be better equipped to handle any curveballs during the legal interview process. Eliminate interview horrors using these preparation tips and tricks when meeting with prospective employers. BEFORE THE INTERVIEW Preparing for a meeting or interview will help you feel more confident and reduce anxiety. Research the firm online and read the biographies of team members. Do you best to understand the role so that you can tailor the discussion around achieving the firm’s goals. Look for current news articles, press releases and social media relating to the firm’s recent successes and activities. Review the job description to understand the scope of the role and how not only your skills but also your unique experiences bring value to the firm. Prepare questions in advance: be ready with questions to ask to show you have taken the time to prepare. Many of your questions should be open-ended, sparking an information-gathering, two-way conversation. Ask an expert! The veteran team at Collier Legal Search is known for its expertise in teaching interview skills, often offering training for goodwill purposes. Do not hesitate to call anyone on the team to help! THE DAY OF THE INTERVIEW Location/parking: review the location ahead of time and figure out the parking situation; “scout out” the location. This will help you avoid getting lost on the day of the meeting or interview. Dress: dress professionally regardless of whether the firm has a policy of “business casual.” This shows that you take the meeting or interview seriously. As Edith Heard said, “You can have anything you want in life if you dress for it.” Avoid heavy perfumes, colognes, or cigarette smoke on your person. Demeanor: be on time! Punctuality is key to showing respect for the interviewer’s time. Greet the other person with a smile and a handshake. Make eye contact and speak clearly, showing engagement and interest. Be positive and enthusiastic. Experience: share examples and testimonials which showcase your skills and knowledge relevant to the position. Tailor your unique experiences to the open role – always being honest, deferential, and enthusiastic. Remember always the interviewer is looking to establish trust through a transparent, communicative conversation. Goals: be prepared to discuss your career goals and why you are interested in the role. When you discuss your job search, be forthcoming that you are not “running away” from your current position but rather “running towards” the open role for which you are interviewing. Overcome objections to your job history: if you have worked for more than one employer and perhaps you have moved around a lot, don’t wait to be asked why you are so “job hoppy.” Instead, be proactive with your explanations when asked about yourself. Control the narrative and do it honestly as you can anticipate references will be checked. Don’t worry! No one has a perfect job history! Rest: get a good night’s sleep before the meeting or interview. This will help you be alert and focused. Nutrition: eat a healthy breakfast or lunch on the day of the meeting or interview. Avoid sugary foods and drinks, as these can cause you to crash later. Avoid too much caffeine! Focus: take a few deep breaths before the meeting or interview to calm your nerves. And remember, it’s a conversation so ask yourself “why be nervous at all?”! FOLLOWING THE INTERVIEW Send thanks: send a handwritten note to each person involved in the interview or anyone who helped establish the meeting. Let Collier Legal Search take the fear out of your job search. Call the team anytime for assistance. Feel comfortable sending a confidential resume to jessica@collierlegal.com. You may call her, or any team member, to help with interview preparation: 713-863-8180.

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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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10 Evolving Skills That Lawyers Need in 2023

10 Evolving Skills That Lawyers Need in 2023

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The legal landscape is changing rapidly. Competition from alternative legal service providers, virtual law firms, and other sources means that law firms and lawyers must offer a variety of skills in addition to legal advice. The once-staid legal arena has become a competitive business that moves as quickly as the industries it serves. Law firms, attorneys, and support staff must be flexible, agile, and constantly evolving. Here are 10 evolving skills that lawyers need to be competitive in today’s market: Tech Proficiency Even tech-averse lawyers should learn the legal technology that drives most law firms. E-billing, contract management, e-discovery, and data management are all part of the day-to-day procedures of modern law offices. Beyond the practice, realizing the importance of rising technology trends is essential. Attorneys should be familiar with AI, blockchain, cryptocurrency, and cyber-security developments and the implications these technologies may have on their client’s businesses. Business Acumen Clients expect their attorneys to understand their businesses. The most valuable lawyers are proficient in law, accounting, finance, and business. They know how a client’s particular business or industry operates and its challenges. A lawyer with business acumen can provide knowledgeable advice that goes beyond legalities and considers the broader business implications. Marketing Even if a firm has a marketing department, successful lawyers take the initiative to market themselves. Identify your niche and personal brand – are you a commercial construction lawyer, a renewable energy specialist, or a fierce litigator? Personal marketing can include publishing articles, speaking at events, participating in panels, teaching, volunteering, and strategically using appropriate social media channels. Public Speaking Addressing clients, partners, the media, or a judge and jury are all instances of public speaking that a lawyer may encounter. Speaking clearly, concisely, and persuasively is a critical skill that anyone in the legal field should practice and perfect throughout their career. Ask a mentor to evaluate your public speaking abilities, watch instructional videos, sign up for classes, and practice as often as possible. Commercial Awareness Commercial awareness refers to identifying the news and developments that might affect your clients or the law firm where you work. Whether it’s a new industry regulation or the arrival of a competitor, attorneys should develop their commercial awareness by staying up-to-date with current affairs, business, politics, industry trends, and legal developments. Networking Effective networking involves more than attending an event and nursing a cocktail while making small talk. Cultivating a steady stream of potential clients, allies, and referrals is an invaluable skill. Make room in your schedule to attend professional events to meet new people. Take the time to make authentic connections and, most importantly, follow up. Crisis Management Lawyers are trained to take in large amounts of information and to think strategically. This makes them ideal to be at the forefront of managing a client’s crisis. In today’s media-centric environment, the company’s attorney addresses the press immediately after an emergency. Lawyers with crisis management and communications skills are in high demand, with some firms dedicating a practice group to the subject. Emotional Intelligence Emotional intelligence (EI) describes a person’s ability to identify, understand, manage, and harness their emotions and those of the people around them. Successful lawyers must empathize with clients, understand their needs, and handle high-pressure situations gracefully. They also need to work well with the firm’s attorneys, partners, and support staff. Develop your EI by listening to and supporting colleagues, offering constructive feedback, and helping to resolve conflicts. Adaptability The legal landscape constantly evolves with new regulations, innovations, competitors, and working methods. Firms need adaptable professionals who can keep pace with these changes and pivot their approach when necessary. Legal professionals should manage their reactions to new developments and be willing to learn and evolve. When the next workplace or industry change arises, embrace the shift instead of digging in your heels and sticking to “the old way.” If your firm is looking for outstanding legal candidates with relevant skill sets and qualities, Collier Legal can help. We can connect you with a large pool of Houston’s leading legal candidates to help you build and enhance your team. Our experienced staff can help you determine the availability of talent on the market and set your firm up for continued success. Contact us to learn more.

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Veteran Legal Recruiters Make Good Hires

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

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Collier Blog - Staffing Challenges 2022 Part 2

Staffing Challenges 2022 Part II

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

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Interest rates and legal recruiting

Interest Rates Effect on Businesses and Legal Recruiting

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

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Gen Z Legal

Changes Gen Z Brings to the Legal Workforce

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

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Boom of ESG

Boom of ESG in Legal Consulting

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Recent years have seen a boom in ESG (Environmental, Social, and Governance) in legal consulting. ESG factors are continually growing in importance to businesses, investors, customers, and suppliers, and the trend shows no signs of stopping. Expected to continue for many years, corporations and law firms are now hiring their own armies of ESG experts, consultants, and advisors. Globally, ESG has taken hold as a central concern in corporate, financial, and legal entities to such a degree that to neglect ESG integration in your business is likely to lose you customers and jeopardize your competitive advantage. The financial industry in the United States today has already fully incorporated ESG, with younger investors, in particular, fueling the development. It follows that there has also been an boom of ESG in legal consulting. If you are a legal firm looking to incorporate ESG into your company structure, look no further than Collier Legal Search. We can draw on our extensive network of legal professionals fully versed in ESG to help overhaul your company to meet modern standards. What is ESG? Business as usual no longer suffices for U.S. companies to compete globally. With the explosion of global interest in ESG and the integration of ESG into the decision-making processes of almost every industry, you cannot afford to ignore it. But what is ESG? ESG stands for Environmental, Social, and (Corporate) Governance, which are intangible assets within an enterprise that nevertheless translate into a kind of social credit for a company: Environmental relates to environmental concerns such as the climate crisis and sustainability. It includes addressing externalities associated with a company’s revenue not strictly measured in market mechanisms. Climate change and sustainability issues factor into investment choices in ways that seek to both maximize revenue and act ethically toward the environment, for example, through investment in renewables and other technologies. Social relates to social concerns and the imperative of a company to act in a socially responsible manner, including in its hiring process. Considerations can include human rights, diversity, consumer protection, and animal welfare, among others. Governance relates to rights and responsibilities in managing a company, relating to corporate ethical standards for the board, the shareholders, and the stakeholders. Examples can include issues such as management structure, employee relations and management, and employee compensation. Each company must decide who holds the responsibility for ESG within it. Usually, it will be the board of directors, often creating unique ESG positions and appointing ESG experts to ensure compliance with its commitments. In addition, it is becoming increasingly common for investors and stakeholders to request reporting on non-financial opportunities and risks. The Head of ESG ensures that reporting is also available for all the company’s externalities and non-financial activities. What is Driving ESG Growth? Companies are beginning to understand value in ways besides financial reporting. Especially among younger generations, the future shareholders and industry leaders, there is a strong imperative to support ESG companies over more traditional ones. Consumers are voting with their wallets. However, there still needs to be convergence between ESG and the company’s bottom line. While this can appear contradictory, incorporating ESG priorities into the corporate values and culture of the company can be complementary to the bottom line, especially today. Some of the benefits of implementing ESG initiatives are: Being seen as a thought leader in your industry, which today is unlikely without an ESG strategy Boosting the company’s social brand and reputation, both in your industry and without Building trust to increase engagement within the communities your business operates in Mitigating ESG risk exposure, e.g., by systematically detecting and assessing significant ESG risks inherent to specific business transactions Fostering a win-win mentality by encouraging more responsible business practices while growing the company’s bottom line in the longer term On the other hand, some of the risks of a wait-and-see approach to ESG are: Waiting too long may result in extra costs if potential regulatory reforms become mandated Not adapting could lead to a loss of competitive advantage, hurting sales and talent attraction and retention Not adjusting damages the company’s brand and reputation merely through the semblance of irrelevance ESG Drives Hiring There is no uniform approach to ESG. It can be industry, company, or issue-specific. Your company can decide which opportunities and risks to address and be measured against by getting ahead of any universal standards or federal mandates on the issue early. Having pre-existing ESG incorporation explicitly tailored to your company can help mitigate any externally mandated demands and costs later. Professional services network PricewaterhouseCoopers (PwC) is an example of a company that invested in ESG early. The result has been that PwC projects that it will expand its workforce by ⅓ over the next five years by hiring 100,000 new employees. PwC plans to seek experienced, qualified workers with a profound, active knowledge of ESG. Futureproofing Your Organization This year, U.S. law firms have begun aggressively building ESG practices into their company structures to anticipate new federal government initiatives and increasing interest from their clients. Law firms are retooling and positioning themselves to provide legal guidance to clients regarding ESG-compliance. A legal consultant can advise on how best to perform ESG reporting according to a company approach. A strong stance on ESG can help you attract the best new employees and retain the valuable ones you already have. Having a law firm on your side can help you smoothly transition to ESG compliance without unsettling your daily operations or upsetting your bottom line. How Collier Legal Staffing Can Help Collier Legal Search offers services in placing associates, partners, and legal professionals of the highest credentials at every level in corporations and law firms. With our extensive connections, experience, and exclusive approach, we have built a candidate database that delivers consistent results and on which our clients have come to depend. We commit ourselves to satisfied clients and successful candidates. If you are considering migrating your company into ESG compliance, discover what we can do for you.

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Potential Law Firm Mergers

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For years, law firm merger activity steadily increased, reaching an all-time high in 2019 of 115 mergers. However, with the pandemic and its accompanying economic fall-out, there were only 65 mergers in 2020. As firms capitalize on post-pandemic growth, experts expect significantly higher numbers in 2021 and beyond. In the first quarter of 2021, there were already 26 mergers recorded. Experts predict 2021 law firm mergers numbers could overtake those in 2019. Many law firms offset revenue losses in 2020 with cost controls. After a year of crisis management, law firms have again focused on long-term growth. In a year of uneven economic recovery, law firms might search for growth opportunities through mergers. Benefits of Law Firm Mergers A merger strategy allows law firms to achieve the desired business goal, like growth, geographic expansion, or diversification. Merging with another firm should always increase your firm’s value. There are many specific goals a law firm could achieve through a merger. Add New Services – If your law firm specializes in litigation exclusively, merging with a full-service firm expands the services you can sell to your clients. This promises significant practice growth. Add Clients – Merging with another law firm gives you access to all their clients and vice versa. Explore the type and level of collaboration amongst attorneys at new firms. Increase Billable Rates – Billing rates are not uniform across the legal landscape. Attorneys benefit from upwardly adjusting hourly bill rates when merging with a firm whose clients find the higher bill rates in line with the value they provide. Decrease Billable Rates – If your clients do not want the upper market rate, reduce rate pressure and move to a firm that is mid-market. Manage Your Practice, Not Your Business – Many smaller firms enjoy the freedom from having to manage a business as they merge with another firm that takes over operations. Expand to New Markets – Opening a second office in a new city is expensive and involves hiring new lawyers and administrative personnel. Many firms find it’s more cost-effective to merge with a firm in a different town rather than starting from scratch. You can also benefit from the firm’s existing reputation, reducing the legwork needed to become known in your new city. Fill Knowledge or Experience Gaps – Sometimes, merging with another law firm is the best way to fill gaps in your team. If you wish to expand in a specific area of law, but your team lacks experience or qualifications, merging with another company is a valuable opportunity for both your firm and your attorneys. Although mergers of law firms with a similar ethos and work culture provide many benefits, the strength of each merger centers around human capital. While financial and cultural benefits are meaningful, law firms require excellent legal staff that brings lucrative clients. Should Your Law Firm Merge in 2021? In April 2021, approximately 229 million Americans had received at least their first dose of a COVID-19 vaccine. With these numbers rising, many law firms are optimistic about their economic future. As restrictions ease, court systems can reopen, legal business will increase, and firms can expect a more predictable cash flow. Despite the struggles faced by the legal industry during the pandemic, it responded with innovation and experimentation. To continue growing in 2021, firms keep innovating. Moving forward, firms are re-evaluating office space needs, optimizing talent management, and monitoring their employees’ morale and wellbeing. Although employees may return to the office, firms may choose to maintain their paperless environment while protecting and enhancing client relationships through virtual and in-person contact. Merging with larger firms can help small firms continue innovating. With more financial stability, firms can afford to trial new technologies or policies. The firm may also require more staff, which Collier Legal Search can provide. Additionally, as the economy grows, so will client businesses. Smaller firms may find clients leaving for larger law firms who can provide the legal services they require and be in the places they need to be. Larger firms also tend to have a more influential brand name, appealing to both high net worth clients and legal hires. By merging, smaller firms can hold on to their growing clients and serve them better. Rebuild Before you can negotiate and accomplish a successful merger, carefully analyze your firm’s current market position. Review your firm’s objectives, and alter them if necessary to align with the current market and your clients’ needs. To put your law firm in a better position as you rebuild, either by merging or growing on your own, ask yourself these questions: Are any of our pandemic innovations of value to our clients? How can we maintain and gain new clients with these innovations? Do we need to review our talent to make sure it is in alignment with new demand? How have our competitor firms changed? Are any firms in distress and therefore receptive to negotiate a merger? Collier Legal Search is Here to Help Merging is one way for a law firm to expand and recover after the difficulties of 2020. Choosing the right time and firm to merge with could be the difference between surviving the pandemic and your firm failing. However, after a merger, you may need to increase your staffing levels with competent workers who bring valuable experience. At Collier Legal Search, we understand that each law firm has specific needs, and we tailor our approach to ensure you hire the best employees for your firm. 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 on which our clients can depend. We are committed to the success of our clients and our candidates. Call us today to learn how we can support you as the legal industry and the country navigate a post-pandemic era. Contact us at 832-239-5253.

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