How To Build Your Legal Talent Pipeline This Year
- February 25, 2019
How to build a talent pipeline for your legal practice is a question many of our consultants are asked.
Logical when you consider that developing your team and the talent within your organisation will be key to your growth this year.
What Is A Talent Pipeline?
Contrary to what you might expect to read on a legal recruitment website, building a talent pipeline involves developing your current employees in addition to recruiting legal talent to ‘plug’ skill or experience gaps or fill your expansion needs.
Both will be critical for your success.
Building A Legal Talent Pipeline: Business Strategy
The first question to inform your talent pipeline is focused on your current business growth strategy.
Are you planning to move into a new geography or perhaps offer a different aspect of your service?
You might have focused on business services such as property or corporate and commercial law and now want to expand into home and family; perhaps even consider wealth management.
The question is, do you have the capability in these areas currently or do you need to bring in a director or consultant to build a new vertical and/or develop new fee earners who are keen to move?
Considering these questions, how will you now plan your recruitment and within what time frame?
As a legal recruitment company with twenty years experience, we notice that many clients when they first come to us haven’t thought through their long term plan.
Remember to factor in budget and time to hire to hit your growth goals and be prepared for people leaving, which will produce gaps which need to be filled.
Building A Legal Talent Pipeline: Your Current Team And Their Development
In today’s current legal market and depending on the size of your firm it’s unlikely that you will be overstaffed with employees, ready, willing and able to be developed into a different role.
However, if you have a robust training and performance development process, it is more than possible that members of your current team will be able to move into different roles. Depending on your timelines it may be viable that some members of staff can develop to fill your growth gaps over the next one to three years.
Remember in today’s workplace; Millennials rule and are increasing in numbers across the globe. Something they deem key in their work is the opportunity to be developed. Therefore factor this into your talent development strategy and your future recruitment plans too.
Building A Legal Talent Pipeline: Your Employer Brand
We have recently carried out research with candidates on why they choose to work with certain clients and not others.
Employer branding, culture and approach were giving as three influencing factors. One candidate even shared a story how after she came out of the interview she had been overwhelmed, in a positive way, by the ‘feel’ of the organisation and their approach and was ‘keeping everything crossed’ that they made her an offer.
This isn’t an uncommon story, and the impact of your employer brand is more critical than ever. If you would like to know more about this important strategy we have written a complimentary report which you can download here.
A strong employer brand showcases the values and company culture in your organisation – all essential for attracting talent to your legal organisation and engaging your current staff.
More than 59% of managers say that branding is one of the critical components of their HR strategy.
While there are many different definitions for “employer branding” depending on whom you ask, they all mostly say the same thing. Your brand is the way that ‘potential new legal team members’ in the business world perceive you, and your opportunity to showcase what makes you unique.
Otherwise known as an “Employer Value Proposition”, your brand can help both you and your legal recruitment partner truly attract talent to your organisation while ensuring that you fill your team full of people who share the same values.
For more insight into Employer Value Propositions click here to understand how they can help give you stand out when recruiting in competitive markets, particularly post-pandemic.
Building A Legal Talent Pipeline: Using A Specialist Legal Recruiter
The majority of clients we work with here at Clayton Legal come to us to help them build their talent pipeline because they have neither the time or connections to do the job as well as they would like.
Recruiting is our job; unlike most law firms who have to attract and work with clients, develop their fee earners and growing teams and then, as the business dictates recruit new members of the legal team.
A challenge for an already time-pressed individual.
Though it is great to recruit from within, it’s also key to bring in new ideas and perspectives from key hires who might have a different portfolio of experience and results.
Finding these individuals in a skill short market takes time.
Though we would always encourage building a network and leveraging your existing contacts and old law school connections, this doesn’t always produce the results you want.
For instance, James who you have met at various social law gatherings may have a high profile, however, might not have the detailed attributes your role description indicates is pivotal.
This is why working with an experienced recruitment company in the legal sector will make all the difference in building your talent pipeline.
Utilising all these different ideas and suggestions in your legal practice will enable you to start the process of building a strong legal talent pipeline this year.
About Clayton Legal
Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 3,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.
If you are building your legal team or looking for your next career move, we can help.
Call us on 01772 259 121 or email us here.