When you host a holiday party for a law firm, guidelines for partners and firm management to make the night a professional and social success are in order. Keep in mind that inappropriate behavior is often done under the watchful eye of countless phones and cameras, waiting to be tomorrow’s social media post.
While most legal candidates are still wooed by high salaries (and who wouldn’t be), candidates know there are plenty of firms willing to hire and offer perks such as flex-time, remote work and working for less hours. And if you are not recruiting for a large firm, this may be the bait you need. Pursuing great legal candidates takes different options than yesteryear’s recruitment tactics. Here are some ways that law firms can improve their chances of winning the talent war.
A Professional Employer Organization (PEO) provides HR solutions for small to medium-sized law firms and other organizations. It can provide training, payroll services, employee benefits, tax administration and regulatory compliance. When a law firm enters a contract with the PEO, typically called a client services agreement, they pay for the PEO to provide these services.
It’s still early in bonus season, but some law firms have started announcing the much-anticipated end of year bonuses for their attorneys—both partners and associates. Every firm has a different way of determining the end of year bonuses. For example, some law firms handle the bonus situation by assigning participation points to associates. In this scenario, the year-end compensation is determined to some degree by the profitability of the firm rather than by the individual’s performance alone. Some firms base the bonus on the associate’s overall performance, and some use the ever-faithful profit margin based on the associate’s yearly contribution. Therefore, end of year bonuses can reveal a lot about the firm and whether you should remain or consider other options.
Paralegals may feel like they are working in a 3-ring circus. Performing a balancing act between a career, their attorneys and a personal life. The way paralegals process projects compared to lawyers may become confusing and lead to lack of understanding and communication. This could cause some tension between the lawyer and the paralegal.
Becoming a lawyer is a big deal. You have to survive college, law school, and summer jobs, only to have to survive law firm life. You get there, you acclimate, but you want more and now it's time to move. Deciding to lateral into a new firm is a big decision. Luckily, you have legal recruiters and legal recruiters have tools. Data tools.
There are many reasons why a female attorney should work in a virtual law firm, but the main two reasons have to do with work/life balance and cost savings for the firm and her clients. One such law firm is proving that female lawyers and virtual law firms really are a win-win for all involved—Culhane Meadows, the largest women-owned national full-service business law firm in the United States.
Every day most female attorneys balance their professional lives wearing multiple hats: mom, wife, friend, mentor, advisor, volunteer, coach, chauffeur, homework aide, nurse, maid, and many others. Female attorneys run themselves ragged for their clients, their bosses and their families. They routinely prioritize themselves last on their list of priorities. This needs to change!
If you are an administrator of a law firm, you know that many law firms need to update their strategies if they want to survive. You also know how difficult it is to get your firm’s partners to try new business models.