legal recruiting Archives

The Legal Hiring Playbook

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Collier Legal Search helps you recruit top attorneys by streamlining the hiring process. We bring specialized expertise and an established network in the legal market to provide efficiency in building a winning team. Here’s the playbook on how we can help you efficiently attract and hire the best legal candidates: Huddle with Collier Legal Search We Specializes in Legal Recruiting: Our Collier Legal team includes attorneys who understand the intricacies of different legal practice areas. Our expertise will be essential in finding the right attorneys for specific roles. We’re constantly refining our recruitment playbook to target top attorneys in niche practice areas. A 20-Year Plus Track Record: With over 20 years of experience in placing top attorneys and legal staff, our reputation in the legal community is unmatched. Our founding partners are Houstonians with a vast Greater Houston legal community network. Clearly Define the Job Role and Expectations Create clear job description: Our recruiting team will scout top legal talent across top firms to identify your next star attorney. A precise and compelling job description can help us determine the skill sets needed for your new teammate. Include required legal experience and practice area expertise, specific skills (e.g., negotiation, litigation, drafting legal documents), personality traits and cultural fit (e.g., entrepreneurial, client-facing), and growth opportunities within the firm in your job description. Provide context on firm culture: Share insights on your firm’s values, work environment, and team dynamics so we can better match culturally aligned candidates. Set compensation expectations: Provide clear information on salary range, benefits, and other perks so we can screen candidates more effectively. Use Our Network to Draft the Best Team Leverage our passive candidate pool: We maintain a database of top attorneys who are open to new opportunities if you are getting ready for your next draft of seasoned attorneys. We can give you access to hard-to-reach talent. Let’s get a touchdown with a top attorney for your firm. Utilize their referral networks: We’ve created a special team to recruit top-tier attorneys with access to high-quality referrals from their networks. We will identify several high-caliber free agents in the legal market who would be an excellent fit for your firm. Streamline the Recruitment Process Let us handle sourcing and screening: We can manage the initial steps of the process, including sourcing candidates, and conducting preliminary interviews to save you time and ensure only qualified candidates reach you. Establish clear screening criteria: Provide us with key criteria for screening candidates, such as minimum experience levels, law school credentials, and relevant casework. We’ll present the role to candidates compellingly, emphasizing firm culture, growth opportunities, and the prestige of the work. Set up regular updates: We will provide updates to keep you informed so you are not overwhelmed by details. Let’s Tackle the Candidate Selection Together Review top candidates carefully: We’ve developed a clear game plan to recruit top-tier legal professionals. We will present you with the most qualified attorneys who are the best fit for your firm. Stay involved in key decisions: While we provide initial insights, ensure key decision-makers within your organization are part of the final interview process, assuring a cultural fit and long-term potential. Use behavioral and situational questions: During interviews, focus on questions that assess the candidate’s experience, leadership ability, and problem-solving skills. Competitive Offer and Negotiation Leverage our insights: We can provide valuable data on industry salary benchmarks and compensation trends to help you create a competitive offer that attracts top attorneys. Let us facilitate negotiations: When we’re in the red zone with final candidates, we will handle delicate negotiations regarding salary, benefits, and other employment terms, ensuring both parties feel satisfied with the final offer. Post-Placement Follow-Up Maintain communication: We will check in post-placement with your firm and the attorney to help ensure long-term satisfaction and success. A partnership that counts: Let’s build an ongoing relationship so that we understand your hiring needs and can make future recruitment more efficient. Consider Long-Term Retention Strategies Focus on development: Ensure you offer career development opportunities and support to retain top attorneys once they’re on board, reducing turnover and increasing loyalty. Partnering with Collier Legal Search ensures you’re equipped to recruit the best attorneys in the market while streamlining your hiring process. With over 20 years of specialized expertise and a deep network within the Greater Houston legal community, we take pride in connecting you with top-tier legal talent. From defining roles and expectations to leveraging our candidate pool and facilitating smooth negotiations, we’re here to help you build a winning legal team. Let’s work together! Contact us and ensure your firm gets the legal talent it needs to make a winning team—Trust Collier Legal Search to put you in the red zone with top candidates. Contact Us

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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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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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Importance of Employer Branding in Legal Recruiting

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The quest for top-notch talent has never been more challenging in the fiercely competitive legal market. Yet, many law firms are beginning to uncover a powerful tool in this battle: employer branding. Employer branding is strategically managing your firm’s reputation as an employer. It encompasses everything you do to attract and retain top talent, from showcasing your unique culture and values to offering competitive benefits and fostering employee satisfaction. A strong employer brand positions you as a desirable workplace, boosting recruitment while providing a competitive edge in the talent market. A strong employer brand attracts top legal talent. By showcasing your firm’s culture, values, and opportunities, you stand out from the competition and entice qualified candidates who are a good fit for your firm’s needs. Creating a Strong Employer Brand Online Creating a solid employer brand online has become essential in recruiting strategies. A strong employer brand not only distinguishes you from competitors but can also aid in securing top talent. A well-articulated employer value proposition (EVP) lies at the heart of this; it encapsulates your mission, values, and culture, serving as the beacon that guides potential recruits to your organization. Employer Value Proposition Crafting and maintaining an exemplary online employer brand, reinforced by a clear EVP, is paramount for a successful recruitment drive, ensuring a consistent influx of compatible and quality candidates. To define your employer value proposition, identify your mission, values and culture. Determine your company’s personality and what makes it unique as a workplace. Also, add insights into your firm’s work, achievements, and team. Consider the ideal candidates you target so your brand voice speaks to them. Online Digital Presence A robust online presence in a competitive legal market can differentiate your firm from others, making you a more attractive destination for top legal talent. A professional and informative website and active social media engagement showcase your firm’s expertise, culture, and values, creating a positive first impression on potential candidates. It also shows your firm’s commitment to innovation and staying ahead of the curve, which can appeal to candidates seeking a forward-thinking workplace. Website – A professional and informative website and active social media engagement showcase your firm’s expertise, culture, and values, creating a positive first impression on potential candidates. Create a vibrant “About Us” or “Careers” page where you showcase your company culture through photos, videos, and employee stories. Social Media – Use your employee value proposition online across social media channels. Share company news, employee achievements, and behind-the-scenes glimpses of your culture. Include anniversaries or special announcements of staff and testimonials when possible. Benefits of a Strong Employer Brand Crafting a compelling employer brand offers advantages, including attracting top talent, improving the candidate hiring experience, standing out from the competition, and enhancing employee engagement. By showcasing your unique culture and values, you attract individuals who resonate with your mission, creating an environment where everyone benefits. Attract Top Talent – A strong employer brand is a magnet, drawing in highly skilled and qualified professionals. A professional and informative website and active social media engagement showcase your firm’s expertise, culture, and values, creating a positive first impression on potential candidates. A positive employer brand can lead to faster hiring times and minimizing costs. Improving Candidate Experience – Employer branding extends beyond attracting talent; it encompasses the entire candidate journey. By clearly communicating your company’s values and culture through your branding efforts, you can create a positive candidate experience that fosters positive word-of-mouth and can benefit your employer brand in the long run. Enhancing Employee Engagement – A well-developed employer brand isn’t just about attracting new talent; it’s also about retaining your existing workforce. When employees feel proud to be associated with their company’s brand, it can boost morale, engagement, and loyalty. A positive employer brand fosters employee satisfaction and loyalty. Employees who feel valued, appreciated, and engaged are likelier to stay with the company longer. This reduces the cost of employee turnover, which can be significant, and allows you to retain valuable knowledge and experience. Stand Out from the Competition – An online presence in a competitive legal market can differentiate your firm from others, making you a more attractive destination for top legal talent. It showcases your firm’s commitment to innovation and staying ahead of the curve, which can appeal to candidates seeking a forward-thinking workplace. Overall, employer branding is a strategic investment that can significantly impact your recruiting efforts and contribute to your organization’s success. Making your law firm visible to potential candidates is essential to attract and retain top legal talent. You can build a competitive advantage in the recruitment landscape by actively engaging with the legal community and cultivating a strong employer brand.

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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

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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

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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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Pursuing the Strategic Advantage Post Covid

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Despite the continuing pandemic, there are many economic opportunities available. Merger and acquisitions (M&As) are exploding at rates unseen in decades, and strong GDP and CPI data show an economy holding steady. The booming economy means an increased need for legal consulting, especially for companies dealing with M&As. Collier Legal Search can help you find qualified legal professionals if you want to further your firm’s growth. Future Opportunities for Value Creation While many companies are presently pausing to determine where the opportunities for value in their business lie, consider these three areas : Growth Companies must seek inorganic growth to stay competitive, particularly by developing their tech and innovation advantages. Companies recognize that this requires expanding revenue potential rather than cutting costs. For example, Panasonic identified its competitive advantage in the shared supply chain sector. They acquired Blue Yonder, Inc, a software developer specializing in supply chain management, in a $7.1 billion deal to develop this area. Scalability Companies seek to scale up in size and reach, influencing the types of deals they pursue, particularly for large corporations, which seem to be more efficient and have access to more capital. These deals involve strategic tie-ups, such as the $30 billion mega-deal between the Canadian National Railway and Kansas City Southern to create a shipping rail system directly connecting Canada, the US, and Mexico. Disruption Disruption refers to an increased commitment to technology as businesses strive to remain relevant in the involved industry. One-third of global deals were grounded in technology, media, and telecommunication industries in the first half of 2021 as companies sought to expand their competitive advantages in those areas. Private equity funds (PE), on the other hand, invested heavily in resilient markets such as healthcare and technology, which experienced the most market disruption during the pandemic. PE investors also pursued investments in new markets such as work-from-home (WFH) and distance learning that reflect long-term behavior changes created by the pandemic. PE investments also targeted Environmental, Social, and Governance (ESG) as the market becomes increasingly focused on net-zero, sustainability, wage inequality, diversity, public safety, and privacy issues. Increase in Available Funds and Affordable Financing Means More (and Bigger) Deals There have been more M&A deals in the last six months than in any other year. Globally, there were 28,175 deals between January 1st and June 30th, with US deals up 264% from last year. There are a few reasons for this growth, all involving an abundance of easy-to-access capital for investments. Interest rates remain low and steady, meaning investors have access to cheap capital they can use to pursue inorganic growth opportunities. Special Purpose Acquisition Companies (SPACs) exploded in early 2021, with over 274 formed. While the SEC announced new financial reporting guidelines in April, slowing down the rate of SPAC creation, about half a trillion dollars needs investment before 2023. A strong stock market means target acquisitions can get a high price, allowing them the luxury of shopping deals. PE companies with large portfolios have rebounded from the pandemic faster than smaller ones. They have benefitted from the strong stock market, allowing them to divest through IPOs earlier than expected and generate more funding. Possible increases to the capital gains tax in the future mean people with capital are seeking to invest it now. Many industries hard hit by the pandemic, such as airlines and cruise lines, face cash liquidity problems and may need to restructure through M&A to survive. Financial Deals Are Adapting The pandemic changed human behavior, which meant financial deals needed to change as well. Uniquely structured investments are becoming more common. Real Estate With the shift to WFH and flexible co-working spaces, tenants have gained power from the property owner. Tenants can now enact more protection into their lease through limited rent escalation and possible rent rate reduction if an economic shutdown impacts the tenant’s income. Shifting real estate deals are not unique to the commercial sector. The National Association of Realtors released a report asking for a “once in a generation” response to the underinvestment and underbuilding of the housing market, resulting in a more than five million unit shortfall since 2020. Rise of the Mega Deal While all M&A deals are up in the first half of 2021, billion-dollar deals have seen the most significant increase, with more than 500 individual billion-dollar deals so far. Many mega-deals, especially those involving large amounts of capital, involve multiple PE investment companies, such as the deal between Blackstone, The Carlyle Group, and Hellman & Friedman acquiring Medline Industries in a $30 billion deal. Collier Legal Search Can Help You Adapt Collier Legal Search is uniquely qualified to use its expansive network to help you find associates, partners, or legal professionals as you build your firm’s corporate law capacity through long-term solutions or contract help. Contact us to help you find the perfect qualified applicant today.

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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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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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