Though you know how important it is to hire the top talent in the legal field, the ultra-competitive job market makes it challenging. Unemployment is at 3.7 percent — the lowest rate in 50 years. While this is good news for workers, who have their choice of positions to pick from, it makes it harder for firms to snag qualified, top-performing candidates.
In this environment, law firms have to do what they can to ensure they are staying competitive and getting the right people in the door. “Inertia and self-selection are strong trends (culturally) in the legal community, so you may be surprised at just how small your actual, available talent pool is,” says Michael A. Ellenhorn, Co-Founder and General Counsel at Decipher Global. “It takes a well-thought-out plan, the right intelligence and persistence.
Ellenhorn says it also communicates that your firm is “dynamic, forward-thinking and relevant. These market messages will resonate with laterals, clients and internal stakeholders, reinforcing the firm’s brand value, so that when a real gap/need emerges, the firm will already be relevant in the given market.”
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