Table of Contents
Hiring the Right Legal Talent (the First Time)
In our recent webinar with How to Manage, titled “The Art and Science of Hiring Right the First Time,” Wizehire’s Carmen Bryant and legal industry expert Nichole Hanscom shared valuable insights on improving the law firm hiring process. Here are the main highlights from the discussion:
Key takeaways
- Always look for potential candidates to keep a talent pool available when you need to hire.
- Use tools like DISC+ assessments to understand candidates’ personalities and cultural fit.
- Turn job posts into marketing tools that showcase your firm’s culture, values, and benefits to attract top talent.
- Spot and address C-players who have skills but lack the right attitude, as keeping them can bring down your team’s performance.
- Encourage a culture of continuous learning and development to keep top talent engaged and growing.
Find your people
Understanding the “C-Player” Challenge
Nichole Hanscom emphasized the challenge of identifying C-players—employees who perform just well enough to avoid termination but do not contribute to the team’s success. These individuals often have the same skill level as A-players but lack the attitude and team spirit. She highlighted that C-players can bring down the overall performance and morale of the team, making it crucial to identify and address their presence.
“C players fly under the radar because they never annoy you enough to get on the radar. They have great skills but a poor attitude.”
– Nichole Hanscom, Director of Special Projects, How to Manage a Small Law Firm
To attract A-players, it’s important to craft job posts that communicate the firm’s culture and values. These descriptions should go beyond listing qualifications and responsibilities, showcasing why the firm is a great place to work and what makes it unique.
Strategies for Effective Law Firm Staffing
Hanscom advised that firms should constantly be on the lookout for potential hires, even when they aren’t actively hiring. This continuous sourcing helps build a pool of ready candidates, making it easier to fill positions quickly when the need arises.
Next, look beyond the legal field. Finding candidates with transferable skills from other industries, such as hospitality or medical offices, can be highly beneficial. These individuals bring fresh perspectives and valuable skills that can be applied in a legal setting.
“There are other industries out there with transferable skills. For example, someone with hospitality experience can bring great customer service skills to a legal environment.”
– Nichole Hanscom, Director of Special Projects, How to Manage a Small Law Firm
Tools like DISC+ assessments can provide deeper insights into candidates’ personalities and transferable skills, helping to ensure a better fit for the firm’s culture and needs.
How to Improve Law Firm Job Descriptions
Transforming a job description into a compelling job post is crucial. The post should be seen as a marketing tool aimed at attracting top talent. Highlighting what makes the firm a great place to work and communicating the benefits to potential employees can significantly improve the quality of applicants.
Small law firms can emphasize their unique culture and the benefits of working in a tighter, more personal environment. This can attract candidates who are looking for a supportive and dynamic workplace.
Below are a few of our customizable job description templates:
- Attorney Job Description Template
- Associate Attorney Job Description Template
- Legal Assistant Job Description Template
- Paralegal Manager Job Description Template
How to Enhance Law Firm Retention
To retain top talent, firms can foster a company culture of growth and change—and hire individuals who embrace those values. These employees are more likely to stay with the firm as it evolves, contributing to its long-term success.
“To keep A-players, you need to be an A-plus employer. This includes offering benefits, continuous learning opportunities, and a positive work culture.”
– Nichole Hanscom, Director of Special Projects, How To Manage a Small Law Firm
A big part of retention is managing employee performance. Addressing performance issues promptly and effectively is key. Regular feedback and clear expectations can help manage and improve employee performance. If an employee consistently underperforms, it may be necessary to let them go to maintain overall team efficiency.
Webinar Recording
Watch the full webinar recording to dive deeper into these insights and more practical tips from Nichole Hanscom and Carmen Bryant:
Practical Hiring Tips for Law Firms
- Manage performance proactively: Address performance issues with regular feedback and clear expectations.
- Always be sourcing: Always be on the lookout for potential candidates to maintain a ready pool and ensure smooth staffing.
- Utilize assessment tools: Use tools like DISC+ assessments to gain deeper insights into candidates’ candidates’ personalities and cultural fit.
- Create effective job posts: Transform job descriptions into marketing tools that highlight the firm’s culture, values, and benefits.
- Foster a growth-oriented culture: Promote a culture of continuous learning and development to retain top talent and keep A-players engaged.
Wize Words
Ready to take your law firm’s hiring process to the next level? Discover how Wizehire’s tailored hiring platform can simplify your recruitment, enhance productivity, and ensure you find the best candidates efficiently.
Author
Share
See How It Works