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Collier Blog - Staffing Challenges 2022 Part 2

Staffing Challenges 2022 Part II

Blogs /

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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2019 Law Firm HR Trends

Companies, Employers /

2019 is shaping up to be a solid year for law firms, according to midyear reports compiled by Wells Fargo, Thomson Reuters, and Citi Private Bank. Here are some 2019 law firm HR trends that will likely carry into 2020: Firm Challenges The Multi-Generational Workforce – Today the typical law firm has four generations of employees. This law firm HR trend can be a challenge. HR must balance a generation gap of more than 50 years. These differences include attitude, culture, and expectations. Inter-Firm Poaching – Finding skilled legal professionals is at an all-time high. Some firms poach a senior attorney or two. Other firms may plunder an entire practice group. It is more important than ever to have effective retention programs. Growing Practice Areas Cybersecurity – There is an increased demand for attorneys who specialize in cybersecurity. Blockchain technology, data privacy regulations, and heightened security measures are contributing to this law firm HR trend. E-Discovery – The paper trail is now the data trail. Corporations must navigate an ocean of ESI to locate and preserve information. Experienced E-discovery attorneys will continue to be in high demand. Cannabis Legalization – Cannabis is now legal in over half the U.S. Law firms must stay current on state and federal enforcement policies. Green Law – Environmental law or green law is a growing practice area. Many law firms are establishing sub-practices in fair trade, renewable energy, green building, and climate change. In-Demand Candidates Tech-Savvy Legal Support Staff – Legal professionals at all levels need strong computer skills. Litigation experience, document management, and E-discovery experience are in demand. This law firm HR trend is important to run a law firm. Lateral Hires – Many firms use lateral hires to grow practice areas. Consider enlisting professional help to attract quality attorneys. Temporary or Project Professionals – The majority of major law firms now use temporary or project attorneys. These qualified workers are cost-effective and help firms meet fluctuating caseloads. Changing Compensation Packages Money Matters – Money is often the first thing a candidate will consider. Law firms need to make sure salaries are competitive. Offering bonuses is also attractive to candidates. Other financial perks might include student debt repayment, retirement savings plans, and profit-sharing programs. Continued Development – Millennial workers want a defined career path and development opportunities. For older workers and support staff, continued training will maintain the firm’s competitiveness. Work-Life Balance – The legal profession is known for high rates of burnout. Some of the most requested items in compensation packages have to do with work-life balance: flexible hours, alternative work arrangements, telecommuting, part-time work, phased retirement, temporary leave, or compressed schedules.

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Contract Attorneys Can Help You to the Finish Line

Employers /

The fourth-quarter is right around the corner and contract attorneys might be a great bet for getting to the finish line. From last-minute projects to planning for the new year, fourth-quarter can one of the busiest time of year. Like clockwork, law firms across the U.S. begin a flurry of year-end activities as attorneys are wrapping up projects. Administrative staff are billing and collecting to improve the bottom line.  Partners are evaluating associates and planning for the new year. During this hectic time, the business must continue to run smoothly. Contract attorneys or contract legal staff can help your firm finish the year strong and lay the foundation for a successful year to come. Race to the Finish During the fourth quarter, many law firms kick into high gear. Attorneys push hard to finish projects and tie up loose ends. Finishing complicated matters on a tight deadline can be a struggle without extra resources. Consider hiring experienced professionals for a few days or a few weeks. Document review specialists, project attorneys, and legal support staff can step in quickly and help your team get more projects finished and billed. Attorney Evaluations  Associate evaluations are a Q4 law firm tradition.  Consider using the evaluation process to identify weaknesses or gaps in the firm’s current practice areas. A specialized contract attorney can strengthen a practice group. A temporary project team can create a whole new area of expertise for the firm. Got a rainmaker or a high producer? It’s a smart business strategy to cut the time they spend on low revenue activities so they can focus on more profitable matters. Setting Budgets and Fee Structures Establishing the firm’s fee structure for the following year is a critical activity. Simply raising hourly rates is no longer the standard practice. Profit margins for law firms are shrinking as more clients demand alternative fee structures. Factor contract or project attorneys into the budget to gain flexibility in the firm’s billing options. Try Before You Buy Many new hires do not work out. Some don’t have the skill level required, and others don’t fit the firm’s culture. Bring on temp-to-hire contract attorneys during Q4 and see if they are a good match before making a permanent offer. By the new year, both the candidate and the firm should know if it is a good fit. Calm the Holiday Madness Deadlines, client obligations, holiday events, family activities. Workplace stress levels can soar during the holidays. Keep the firm running smoothly and reduce the stress load by evaluating where help is needed. Contract attorneys can ease the burden on permanent employees and reduce burnout.

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Grow Your Firm in 2019

Blogs, Companies /

Adding a legal staffing firm can help grow your firm. After a year of robust growth, many law firms are uncertain about what the coming year will hold. The increasingly fast pace of business, whip-lashing market movements and overall volatility has left many firm partners and managers scratching their heads about their 2019 hiring plans. Adding a legal staffing firm to your business strategy can help control expenses and manage unpredictable staffing needs. Whether your firm anticipates just a few specific hires or a sizeable contingent of contract attorneys, here are some ways that a staffing company can help you grow your firm while controlling the budget: Reduce the Cost of Hiring The cost of recruitment can exceed thousands, if not tens of thousands of dollars per employee. Much of that expense is the time that can’t be billed to clients because they are consumed with discussing the opening, placing advertising, screening, interviewing, re-interviewing, background checking – and then repeating the entire process over again. A legal search and staffing firm can return these billable hours to the firm by allowing the partners to focus on the business of law. Reduce Training and Onboarding Costs Training and onboarding are expensive and time-consuming endeavors. By employing attorneys who have already been identified as skilled and qualified for your firm’s particular needs, you can significantly reduce training costs and improve productivity. Some staffing firms can even create a tailored orientation and training program for new hires. Build Up or Scale Down Quickly For law firms, a complex case can suddenly necessitate additional attorneys and support staff. Conversely, when a significant case ends, there may not be enough work to go around. Through regular communication with your staffing partner and strategic use of contract attorneys and support staff, these transitions can be made smoothly. Control Benefits and Administrative Costs Benefits can cost 25% – 30% over payroll expenses. For workers contracted and paid through a staffing firm, those expenses fall to the staffing firm and not the law office. By utilizing temporary staff instead of direct hires,  you can transfer the costs associated with processing and administering payroll from your organization to the staffing firm. Protect Existing Staff from Burnout Many law firms have “down-sized” and “right-sized” to the point that associates and legal support staff are pushed to the limit. Partners expect staff to produce more with fewer resources. Additional contract attorneys will help your staff avoid burnout, reduce the cost of defects, avoid productivity losses, and limit turnover expense. Damage Control A bad hire can cost you several times the employee’s annual salary. A temporary employee can be vetted to see if they fit the corporate culture before making a final permanent hiring decision. Prevent Unemployment Claims Contract attorneys and staff are technically employed by the staffing partner—not the law firm. Consequently, any unemployment claims won’t reflect on the firm. 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 will deliver dependable results. Let us help you grow your firm in 2019.  Contact us at 832-239-5253.

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Tips to Avoid Staff Turnover

Companies, Employers /

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

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Personal Branding for Attorneys

Blogs, Candidates /

Personal branding can help you in many ways if you are seeking a new job.  What is a Personal Brand? In legal circles, everyone knows that there are lawyers whose reputations precede them: the attorney known for complex energy litigation, the must-have mediator for a construction matter or the fierce trial lawyer in the tan suit. Beyond skill, experience, and reputation, what do attorneys like this have in common? They have each crafted and maintained a personal brand.What, exactly, is a personal brand? To put it simply, it is the sum of your reputation, peer perceptions, characteristics and traits that make you different from any other lawyer. A personal brand includes not just your legal knowledge, but can also encompass qualities such as how eloquently you speak, your attitude towards clients and your philanthropic activities. Branding, unlike reputation, requires a strategic effort to position your skills. It isn’t something that happens overnight.Why is it important? As an associate, a lot of your brand may be tied to the brand and reputation of your firm. You may not have much control over your firm’s brand; however,  you can control your own. Benefits of creating a personal brand include: Focus – A good lawyer cannot be everything to every client. Knowing your area of expertise and honing in on your niche will focus your efforts on the matters that will build your career. More business – As your skill set and experience grows within your niche, it will attract more of the clients who need that set of services. Better opportunities – A more significant book of business and a more extensive professional network can lead to bigger and better opportunities outside your current firm. You know that your personal branding plan has been effective if a legal search firm seeks you out for your particular expertise! It belongs to you – You can take your personal brand with you, wherever you practice. How to Build Your Brand Determine your niche or specialized area of expertise. If you are early in your career and working a myriad of matters, pay keen attention to the cases that appeal to you and where your skill set shines.  It may take time to materialize, but create a clear idea of how you want to be seen or thought of as an attorney. Write it down, refer to it frequently and fine-tune it as needed. Align yourself with industry experts. Whether your selected niche is real estate, employment, or oil & gas, there are local and national industry groups. Join some of these trade groups and take advantage of the events, publications, and discussions. On the legal side, be active in your local and State Bar association industry or practice group. Cultivate relationships with a range of professionals connected to the industry. Share your expertise. Look for speaking opportunities or panel discussions. Speaking on a topic will showcase your expertise to a large group and also offers the opportunity for interaction.  Contribute articles and commentary on your niche to trade publications, newspapers, magazines and online forums. Contribute blog posts to industry forums, your firm’s blog, or start your legal blog. Submit for rankings. Attorneys are continually bombarded with ranking and listing opportunities throughout the year, each claiming to be the “premier” source for legal information. Select a few of the most reputable ones to pursue and prepare your submission. Depending on your firm, this may be handled individually, or through the firm’s marketing department. Polish your online presence. Update your LinkedIn bio to include your niche or area of specialty.  Add relevant industry designations or memberships. If your firm bio includes a section for casework, be sure that the cases in your specialty are listed first. Clean up your other social media posts to bring them in line with your personal brand. Talk to the experts at Collier Legal Search about the importance of personal branding and professional reputation. 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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Legal Staffing in an Uncertain Economy

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Are you planning to grow your legal staffing team? Here are a few options to consider. Achieving sustainable growth in a shifting legal market is one of the biggest challenges faced by firm management. Some law firms increase the headcount in their practice groups to attract more clients. Other firms secure new clients before hiring more attorneys and support staff. This tricky balancing act is a dilemma that managing partners must carefully consider because having too much or not enough manpower at critical points can drain a firm’s time, talent and resources. By looking beyond the traditional hiring process, growth can be accomplished through a myriad of levels from temporary to permanent, short-term, project-based, hourly or even virtual – each with its merits. Successful firms will take advantage of and fully utilize all available avenues to secure the right legal staffing mix. Here are some things to consider when growing your base of legal talent: Temporary Whether your firm is trying to attract a huge client or confronted with a litigation project that your current manpower does not support, the most expedient solution is often temporary attorneys and support staff. Hiring temporary legal staffing is a solution that allows firms to take on new projects that would otherwise be too large for their regular team to manage alone. The recruiting agency, not the law firm, is the temp worker’s employer and is responsible for payroll expenses, paperwork, withholding taxes, unemployment and workers’ compensation insurance, healthcare and any other employee benefits. As a result, the cost of temp workers is often cheaper than hiring permanent employees with benefits. Law firms can often realize immediate profits with temporary legal staffing since the billable rate can be higher than the temp’s rate. Savvy businesses will incorporate temporary staff, not just during busy times, but as a fixed percentage of their workforce. Temp to Permanent From competence to culture, there are many aspects that can’t be gleaned from an interview or resume. Being able to test-drive a potential new hire can give both the firm and the employee an opportunity to evaluate if the match is a fit for both parties. Temporary to permanent employees are placed in the firm for a specific period, during which time all benefits, expenses, and liabilities are the responsibility of the recruiting company, not the law firm. At the end of the prescribed period, the firm has the option to hire the employee on a full-time basis with zero additional fees. Sometimes a partial fee is owed if the prescribed work-out period isn’t completed. Permanent Full-Time Hire In many circumstances, nothing less than a full-time, permanent employee will fit the bill. Staffing a new office, adding notable names to a practice group or taking on long-term projects may all warrant the hiring of full-time staff. A permanent employee with benefits is a considerable investment and firms should do everything possible to ensure that they will see a return on that investment. Enlisting the services of a reputable legal staffing firm will save considerable time and effort in the search for the right talent. When choosing a placement firm, be sure and evaluate their guarantees – Collier Legal Search offers the best in the business. Part-time or Flex-Time There are many compelling reasons for a firm, corporation, or another workplace to offer alternative work-time options. The crushing hours and tremendous workload are expected by law firm management, but more and more attorneys at all strata of the firm are questioning a culture of working long hours to the detriment of child-rearing, personal interests, pro bono advocacy, community involvement, and care for aging parents, to name a few. Offering part-time, flex-time or job-sharing options can keep valuable employees from taking their skills elsewhere and reduce career burnout. Virtual/Telecommute or Work-at-home Temp While not yet commonplace, the increased connectivity, technology, and cloud-based applications all point to an increased potential for utilizing the off-site talent that has been carefully screened and qualified. This option allows a staffing company the leeway to expand their search to find the candidates best suited for an assignment, regardless of location.

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A Legal Recruiter Relationship is Important

Blogs, Candidates /

One missed call from a legal recruiter could be costing you money! The phone rings, you answer and it’s a legal recruiter…UGH! You are so busy – but, if your first reaction is to end the call. STOP AND THINK ABOUT IT. Good recruiters are your spotlights onto the marketplace, they are loaded with information and that information costs you nothing! Even if you are happy with your current position and have no intention of leaving, staying abreast of superlative “HOT” opportunities at all times, is purely beneficial to you.  Obviously, when a recruiter is a talented professional, they are making quality matches.  If those matches lead to you, it could literally be invaluable to your career, income or lifestyle. So, TAKE THE CALL!! (or else set up a convenient time to talk) It’s a 2-way street Allow the recruiter to learn about you, but you mirror that effort as well.  How long has the legal recruiter been in the industry?  Are they protecting you, the candidate, in a confidential manner?  What is the process?  Evaluate the communication skills of the recruiter and listen – to learn whether or not they care about making intelligent, quality matches.  Make sure the recruiter will not waste your time. At Collier Legal Search, our company motto is “to waste no one’s time” – because, quite simply, it’s bad for business.  We thrive on providing a service so seamless that it produces quality placements and endless referrals.Gain Valuable Information Just as accurate, timely and useful information can make or break the outcome of a case, the same applies to your career.  An experienced recruiter knows what’s going on in the market locally, regionally, and nationally and will share that information with you.  They have their finger on the pulse of the legal market and can tell you who is moving, hiring, opening up in Houston, the most competitive salary and benefits packages, evolving vertical markets, and shifts in the legal landscape.  They conduct extensive research, continually update their information and are very well connected. Career Planning Speaking to a recruiter and building that relationship as early as possible in your career can help put your career on the path you want.  Whether your goals are to make partner eventually, to work for a multinational firm, to work in-house, or to retire early, you will be able to turn to your recruiter for general guidance regarding your career development.  When opportunities match your goals, your recruiter will assist you in pursuing the position.  Keep in mind that a job search can often take up to a year or longer, so don’t wait until you are ready to leave your current firm to reach out to a legal recruiter. Networking Powerhouse We live and work in a highly connected world where who you know (and who they know) is very important.  Professional legal recruiters are established as some of the most valuable fixtures in the legal community.  So, become part of that powerful, though a private network. Confidentiality Interested in speaking with a recruiter, but worried about your current employer finding out?  A good professional search consultant provides a thorough service while fiercely protecting the candidate’s confidentiality.  Discretion is key to their business success, and legal recruiters will not submit your information to any potential employer without your authorization.  If you have any concerns about confidentiality, your recruiter should be able to explain exactly how and when your information will be shared. 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, inside knowledge of all law firms and unique vast network all work together to deliver top results. We are committed to maximizing success for our clients and our candidates.  Contact us at 832-239-5253 and let us go to work for you.  Or, next time we phone you, TAKE THE CALL!

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Growing Your Staff in 2018

Candidates, Jobs /

Are you growing your staff in 2018? Here are a few hiring tips.  In the coming year, successful law firms will further experiment and innovate to add depth to their practices, develop more profit centers, and deliver cost-effective service to clients. Legal recruiting in this competitive market is challenging, but doable, with the right recruiting partner. Firms who intend to add legal resources in 2018 must carefully weigh the cost of a new hire against the return on investment. Hiring in any of the following categories is far more efficient, plus easier, with the help of a seasoned legal recruiter with in-depth knowledge of the marketplace: Partners A recent study found that over 30 percent of equity partners are currently at or approaching retirement age. Firms who are losing experienced talent to retirement often look to competing firms to replenish the ranks of high-level partners. Established partners with profitable practices, in-demand skill sets, and portable clients are the most sought after. Whether it’s a single partner or an entire practice group, adding these tier-one attorneys is a way to expand a firm’s client base and expertise. HOW COLLIER LEGAL SEARCH CAN HELP We are focused entirely on your specific needs and can discreetly approach partners and identify practice groups that may be a fit for your organization. Associates Identifying and recruiting qualified, experienced mid- to senior-level associates continues to be challenging because there are fewer available candidates. In the wake of the 2008 recession, many firms hired fewer associates. Those who were hired during the lean years are now rising through the ranks with their collective eye on equity partnership. Adding one or more seasoned associates to your firm can impact productivity since these associates need minimal training. Additionally, maintaining a robust team of junior talent allows a law firm to deal with partner retirement issues more efficiently. The Power of Temporary Attorneys Corporate legal departments and law firms of all sizes greatly increase profitability by utilizing contract (temp) attorneys to handle overflow and project work. By using Collier Legal Search  (CLS) employees as your temps, your liabilities and costs disappear because CLS (as the employer) absorbs those expenses. Support Staff The role of paralegals is evolving. They now perform legal research and discovery—activities for which the firm can bill their clients. During times of work overflow, contract (temp) paralegals make a lot of financial sense as opposed to hiring someone permanently. Outstanding and efficient Legal Secretaries allow the billers (attorneys and paralegals) to be more productive, greatly enhancing the bottom line of the legal entity.  Here again, the efficient use of temporary legal secretaries brings great value. HOW COLLIER LEGAL SEARCH CAN HELP We can help you expand your talent pool. We have an expansive database and network which constantly draws in outstanding associate legal talent at all levels. Once we know your specific hiring needs and goals, we will identify the best candidates saving you time and money. With regard to all temporary recruiting and staffing, Collier Legal Search handles all costs including taxes, benefits, and payroll.   Specialists Many managing partners have stepped away from daily operations and now rely on experienced professionals in finance, strategy, business development, marketing, technology, cybersecurity, pricing, knowledge management, and talent. A legal technology specialist provides technical support for large e-discovery projects, document production, and document reviews. A legal technology specialist requires advanced knowledge of document management software programs and database manipulation as well as a thorough understanding of federal and state rules of civil procedure. A pricing specialist is one of the fastest-growing support roles in law firms. Law firms are facing increased pressure from clients to alter their pricing from the traditional billable hour. How matters are priced is becoming a central support function within law firms. The ability to evaluate different types of legal work and apply the appropriate pricing models is becoming increasingly valuable. HOW COLLIER LEGAL SEARCH CAN HELP We are on top of the latest trends and developments in the legal industry and can help your firm identify specific needs and specialists that can elevate your firm from the competition. 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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Boost Your Firm’s Productivity in 2018

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Are you looking to boost your firm’s productivity in 2018? Here are a few easy ways. In today’s competitive market, law firms have learned to work harder for every dollar they earn. Most firms have already cut costs and diversified services to improve profitability. Maximizing productivity on every level is another way to streamline operations and benefit the bottom line. Everyone in the firm gets 24 hours each day. How those hours are spent determines firm productivity which translates directly to profitability. Here are some simple ways to recapture valuable time that may currently be wasted: Assign the right person for the job A law firm’s biggest productivity killer is using attorneys for tasks that don’t earn revenue. If lawyers are answering phones and sorting their mail, the firm is flushing money down the drain. The same can be said for law firm associates who are spending hours on document review; instead, consider utilizing far less costly project personnel like temporary attorneys or other legal professionals to work hourly on this kind of volume-driven work. Automate one thing There are many software programs on the market that help law firms become more efficient with various tasks from administrative functions to research to case management.  Select one area to automate in 2018. For example, if the firm still utilizes a manual billing process then it’s highly likely that time and money is being wasted. Manual billing systems are cumbersome, time-consuming, and prone to errors. Speed up the computers A slow computer can add seconds or minutes to every single task, not to mention frustration and agitation. Those few seconds here and there across the firm can add up over the course of the year. Reclaim lost time by speeding up every computer in the firm. Uninstall programs that aren’t being used.  Run the Windows Disk Cleanup tool to create more free space on the hard drive. Disable programs that aren’t needed at startup since those programs run in the background all day, slowing computers down. A few minutes here and there may not seem like much, but it can add up over the year and across the firm. Reduce meeting times Are all of the firm’s regularly scheduled meetings necessary? Do they drag on longer than needed? Every minute spent in an unproductive meeting is time wasted. Consider eliminating some meetings, limiting them to less than one hour and sticking to the time limit, or switching to some online meetings. Cloud-based collaboration tools can eliminate some meetings. Implement daily “Uninterrupted Time” for attorneys Many lawyers feel that they are most productive late at night or on weekends. It’s during these times that they can fully focus on a project because they are not distracted by ringing phones, administrative tasks, or other staff members. Stress the importance of at least an hour of daily uninterrupted time for billable work. During this time, the attorney should not answer calls or emails or be interrupted by coworkers. Provide food Energy is essential to a productive workday. If your attorneys are low on energy or hungry, they will be less productive or may spend more time than necessary trying to find something to eat. Stock the office with easy to eat light meals or energy and protein-rich snacks foods to help stave off the midday crash. It may also serve to increase productive time in the office if staff members occasionally stay in instead of leaving for lunch. At Collier Legal Search, we understand that your time is valuable. Contact us today and let us help with your firm’s temporary and permanent staffing needs.

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