Why recruitment for legal professionals works

The legal industry is undergoing vast transformation. From shifting client demands and changes in policy to ever-evolving digital technology, the law firm of the future looks drastically different to the one we once knew.

Yet, despite the wave of change the sector has seen since the turn of the century, one key principle remains the same: legal talent is still a law firms greatest asset. Automation and AI may promise increased efficiency, but the nature of law demands more than just data input: human issues still need the human touch to resolve. So long as this is true, the success of a law firm will depend on its ability to attract, develop and retain top talent.

Unfortunately, a number of firms tend to fall at the first hurdle.

But is it any surprise? With a growing list of responsibilities, hiring managers will naturally struggle to find time to dedicate towards sourcing skilled legal professionals who suit both the role and the culture. What starts off as a simple searching exercise can quickly evolve into a seemingly endless process; one that eats into resource and offers no guarantees.

However, in a fiercely competitive market where firms go head to head for the most skilled candidates, law firms cannot afford to rush through recruitment. If they are to fill vacancies with legal sector rockstars capable of killing the competition, hiring managers would be wise to seek a little help from their friends in a specialist recruitment business.

Why, you ask?

They can save you time

No matter the size of your firm or the billing structure you operate on, spare time is a commodity that’s hard to come by in a law firm. Those who dedicate days into sifting through CVs and searching online for the perfect candidate will naturally start to see other areas of their work start to suffer, while those who speed through the process to fill a vacancy will soon find themselves in the same situation. Before long, its Groundhog Day in your firm and you can’t remember a day that wasn’t consumed by talent sourcing.

By enlisting the support of a specialist recruiter, hiring managers cut the time involved in the screening process in half: rather than endless searching, they will receive a shortlist of only the most relevant and suitable candidates for the role. Beyond this, recruiters enable law firms to place their focus on talent development and retention by seamlessly running the hiring process behind the scenes.

They know the market

In order to match skilled candidates with the right opportunities, specialist recruiters must possess an in-depth knowledge of the market. While working with an external recruiter is certainly a welcomed short-cut for hiring managers, it’s the industry insight they offer that makes their assistance invaluable. From salary expectations to career ambitions and candidate preferences, the best recruitment consultants can act as your eyes and ears in the market, helping you to draw in those high-calibre candidate your firm needs.

However, as well as helping employers to better understand the talent pool and key trends within it, specialist recruitment agencies can provide guidance for firms on positioning their employer brand to attract a healthy stream of talent.

They’re well connected

The nature of a recruitment consultant’s role requires them to build up a collection of useful contacts within the particular sector they specialise in. That’s why the best recruiters boast a vast and diverse network of budding graduates, recent entrants, well seasoned professionals and industry experts.

Failing to take advantage of this would make little sense: rather than sifting through page upon page of LinkedIn’s search results and sending out connection requests, you could simply tap into the network of your dedicated recruiter and let them reach out. The chances are your dedicated recruiter knows a fair few people who may fit the shoe, and going it alone will only take more time.