By Jamy Sullivan, JD, Executive Director, Legal Practice Group, Robert HalfIn today’s fiercely competitive legal talent landscape, attorneys are big game. Law firms and legal departments are working harder than ever to find and secure them. Attorneys are in the top 15% of all legal roles employers are trying to recruit, according to Robert Half’s latest Demand for Skilled Talent report.Throw in a historically low unemployment rate (currently a mere 3.9%), and it’s clear that legal teams face an uphill battle in their quest for the best and brightest.But adopting a forward-thinking hiring strategy can help. Here’s how to attract and retain attorneys who can help drive your law firm or legal department forward in 2024.
Law firms and in-house legal teams alike crave specialization. So, what specific skills and experiences should be topping your hiring wish list?Here are law firms and legal departments’ top strategic priorities for 2024, according to research from Robert Half, and related competencies and experience to look for in attorney candidates to help achieve their goals:Law firmsTechnology integration: As the legal profession accelerates into the digital era, lawyers who blend legal and technological expertise are just what firms need to boost efficiency and client service.Expansion of practice areas: As the legal landscape evolves, so do client needs. Specialists in emerging areas can help your firm stay ahead and grow.Data security and privacy compliance: In an age where data breaches can make or break a company, attorneys skilled in data protection regulations like GDPR and CCPA are eagerly sought.Alternative fee structures: Clients want transparency and value in their legal billing. Attorneys who can work with and develop alternative fee models help keep firms competitive and client-focused.Legal departmentsLegal optimization and efficiency: Attorneys who can identify ways — including digital solutions — to cut costs and streamline processes are a major asset to in-house legal teams.Risk and litigation management: Attorneys who can spot potential legal risks and create strategies to address them help protect the company and keep it out of legal trouble.AI innovation and governance: As artificial intelligence shakes up virtually every business sector, attorneys skilled in the ethical and responsible use of these technologies are in high demand.
Recognizing the pivot toward specialized skills is one thing — attracting attorneys who have them is another.To stand out as an employer of choice, consider these strategies:Think beyond salary. Today’s legal job candidates value competitive compensation, of course, but it’s no longer the sole deciding factor for many. They are more focused on avoiding burnout and promoting work-life balance, so flexible schedules, remote work options when possible and generous leave policies can be effective enticements. Learn more thinking beyond salary in the most recent Salary Guide From Robert Half.Offer a variety of development opportunities. Tuition reimbursement programs, internal training, conference attendance and other avenues to upskilling demonstrate your commitment to helping your attorneys stay ahead of the curve.Make your work culture work for you. Promote and provide a collaborative setting where diverse perspectives are welcomed, and mentorship and training programs pave the way for career advancement. Imagine an environment where a junior attorney feels comfortable approaching a senior partner for guidance on a complex case, knowing they’ll receive support and expertise. That’s attractive.Leverage technology. Outdated systems frustrate tech-savvy attorney candidates and make your firm seem behind the times. Show your commitment to technology by investing in modern solutions. In job interviews, highlight how your firm uses the latest tools to streamline processes and deliver better client services.Showcase your brand. Make your firm or legal department’s mission and values central to your recruitment messaging. Attorneys — especially younger generations — want to feel connected to a larger purpose, and this resonates strongly in a competitive hiring market. For example, does your firm offer pro bono work to community nonprofits or otherwise strive to have a positive social impact?For more legal hiring insights from Robert Half, see 2024 In-Demand Legal Roles and Hiring Trends.
Whether to hire contract or permanent attorneys is a decision a talent solutions specialist can help with, but here are some ways to think about your needs:Contract attorneys are a cost-effective choice when you need interim lawyers for short-term projects or to access specialized skills you need only temporarily. Almost four in five (79%) of lawyers and managers surveyed by Robert Half plan to hire more contract professionals in 2024.Permanent attorneys can help the firm or department build institutional knowledge that leads to optimal decision-making. You’ll ultimately want to help establish a career path for these hires and make every effort to retain them. These professionals are also instrumental in developing rich, long-term relationships with clients.Not sure what you’re looking for? Hiring for contract or permanent roles doesn’t have to be an either/or decision. A scalable talent model — using a combination of permanent employees and contract professionals — offers flexibility, allowing you to adjust your workforce up or down more easily as needed and stay ahead of competitors.The future of legal hiring is flexible, tech-savvy and purpose-driven. At a time when 87% of law firms and legal departments face challenges finding the talent they need, they must focus on all three by investing in cutting-edge tools, fostering a culture of growth and learning, and opting for a mix of contract and permanent professionals. Learn more about how Robert Half can help you find the legal talent you need.
