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Filling The Gap Between Experience & Availability

The rise of corporate litigation, stemming from the COVID-19 pandemic, created a corporate law attorney shortage in the U.S. This shortage is more significant in Texas because several big corporations now call the state home. With many law offices and in-house corporate attorney positions available, businesses are looking for qualified candidates. Explore the corporate law attorney shortage issue and find out how Collier Legal Search can help fill the gap between experience and availability. The Rise in Corporate Litigation Post-Covid In the wake of COVID-19, a rise in corporate litigation has swept the legal industry. Issues put on hold during lockdowns are moving ahead quickly. Also, new concerns that arose directly from the COVID crisis are being brought into litigation. Issues include: Data privacy issues Commercial disputes Bribery and corruption Business interruptions brought on by COVID Fraud Bankruptcy Contract disputes The rise in corporate legal issues has caused a spike in in-house litigation hiring and spending to keep up with demand. In addition, there is a demand for outside legal representation in corporate matters by businesses involved in litigation. Big Business in Texas The corporate attorney shortage is hitting Texas business hard. Several big-name corporations have recently moved their headquarters to the Lone Star State to take advantage of our excellent quality of life. The steady climate, favorable income tax laws, low cost of living, and access to global markets with well-developed infrastructure are attractive. The list of companies that have made Texas their home include: Oracle Hewlett Packard Tesla Dropbox 8VC Firetrail Amazon Named the Best State for Business by the country’s top CEOs for the 17th year in a row, the emerging corporate landscape has shaken up the Fortune 500 lists in major Texas cities. Now, the big players include information technology companies along with oil and gas corporations. Rising Demand for Corporate Law Attorneys While corporate growth is positive for the Texas economy, it has created challenges in the legal sector. With the national increase in corporate litigation cases, Texas has a shortage of corporate law attorneys. The shortage, which began before COVID-19 in Texas, has grown with the pandemic. The corporate growth of the Houston and Dallas metro areas has led to many businesses searching for legal candidates to handle the increase in legal litigation. Lack of Experienced Corporate Law Attorneys It isn’t just the number of corporate law attorneys that is lacking; it is the experience required to handle the complex corporate litigation required by big-name players. Mergers and acquisitions within the oil and industry sector are creating the need for highly skilled corporate law attorneys in large numbers. Many corporations look to grow their in-house corporate law staff, while others look to outside law firms. Although the number of local attorney firms is growing, it has not yet caught up to the rate of its corporate counterpart. Reports estimate that the available number of lawyers has stayed relatively stable since the Great Recession in 2008. Many in the legal field feel that since 2018, the legal need in Texas has grown rapidly, almost overnight, leaving a gap between the availability of lawyers and their expertise, especially in high-stakes corporate law. Filling the Gap Between Experience and Availability To fill the gap between the shortage of corporate law attorneys for businesses in Texas and available, experienced candidates, companies can utilize the services of Collier Legal Search, a full-service legal recruiting agency that pairs you with experienced candidates. Our team of former legal assistants, paralegals, trial attorneys, and entrepreneurs understands the importance of meeting your company’s specific legal needs, as well as how to assess candidates for corporate law positions. If you cannot find a corporate law attorney to represent you, work with Collier Legal to find a placement to handle your cases with legal expertise. Find out how Collier Legal Search can help you find a candidate to meet your needs. Collier Legal Search Connects Attorneys and Businesses Collier Legal Search connects your business with qualified corporate law attorney candidates, so you are covered for all your legal needs. We have built a network of experienced legal candidates to find you the right person. Contact Collier Legal Search today to get started.  

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The Perils of Professional Ghosting

Has Professional Ghosting Crept Into Your Workplace? Halloween is right around the corner, and the streets will soon be filled with little witches, goblins, and ghosts. But what about the ghosts wandering the corporate realm? Ghosting was once a term reserved for the dating scene and used to describe a person who suddenly disappeared from the relationship by going dark on social media, chats and other digital communication. As with most digital trends, it was only a matter of time before the ghosting phenomenon crept insidiously into the workplace. Professional ghosting is just as unpleasant and unnerving as personal ghosting and can take many forms: Examples of Workplace Ghosting Managers ignoring job applicants, even after sending strong hiring signals. Candidates failing to appear for scheduled interviews with no explanation. Candidates accepting a job and never showing up. Employees leaving a job with zero notice and ignoring communication attempts. Candidates suddenly ignoring a recruiter that has been working on their placement. Reasons for Ghosting Employment professionals have identified many reasons that professional ghosting has become rampant: The job market is excellent and qualified candidates often have more offers than they can handle. Most people do not like confrontation or awkwardness, so they select the route of least resistance where no response is, in itself, a response. The younger generation of millennials and Gen Z are less adept at face to face, or even digital conversations, that are unpleasant. Some people can’t say no, and they overcommit instead of turning down offers. Consequences of Ghosting in the Workplace While the person doing the ghosting may feel that their disappearance is a harmless and inevitable part of doing business, the person who has been ghosted often has a bitter impression that isn’t quickly forgotten. Anyone who intends to build a career should consider these factors: Reputation– Most industries are close-knit, with the same professionals sharing information, advice and business leads. If someone has been ghosted, they will share the experience with others, and word will get around pretty quickly. Relationships– The job market is excellent today, but ghosting an employer or recruiter will burn bridges in your professional life. It’s risky to alienate a manager you may end up working with in the future or a recruiter who could be instrumental in developing your career. Respect– The Golden Rule applies in the workplace, just as in personal relationships. Treat others as you would like to be treated. A simple phone call or email explaining the situation may be uncomfortable,  but it is preferable to vanishing into thin air – like a ghost. Full-Service Legal Staffing You Can Depend On If you are ready to start developing a professional relationship with a trusted advisor, contact a consultant at Collier Legal Search to find out how we can help you attain your career goals. Collier Legal Search is a full-service legal staffing company that specializes in placing well-credentialed partners, associates and legal professionals at every level in law firms and corporations. Our experience in the industry and unique approach to building our candidate database delivers dependable results. We are committed to maximizing success for our clients and our candidates. Contact us at 832-239-5253 to give us the opportunity to work with you.

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Legal Recruiting in a Candidate-Driven Market

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

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Preparing for a Presentation Interview

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

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Summer Staffing Checklist

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

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Tips to Avoid Staff Turnover

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

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Legal Hiring Trends / 4th Quarter Outlook

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

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