For this coming year, it’s more important than ever for leaders in the legal world to know where they should be fully investing their time and efforts. For instance, the recruitment process is one time-consuming aspect that can be optimized so that your attention can be focused elsewhere, such as the pertinent areas previously explored in ‘Lessons For New Leaders In Where To Invest Their Time’ So, here are some ways in which your law firm can streamline your recruitment process this 2020:
Hiring for Soft Skills
Although “hard” skills are undeniably important, we are currently in the midst of a global shift that is placing a larger emphasis on soft skills such as collaboration and communication. These skills aren’t often listed in black and white in resumes but can be found if you read between the lines. According to a 2019 survey published by FinancesOnline “Around ten years from now, workplace demand for social skills will increase in all industries. In the US, such demand will grow by 26 percent”. For potential law firm candidates, social intelligence, adaptive thinking, cross-cultural competency, and virtual collaboration are invaluable skills that you should prioritize during your recruitment process. Nowadays, job roles can change quickly and those with niche specializations tend to be inflexible. That’s why looking for candidates who can adapt to the changes in technology and rapid economic shifts is vital.
Using Recruitment Tools
Recruitment tools can make the roles of HR teams easier by automating certain processes that used to be done manually. Through technologies such as machine learning, predictive analytics, and artificial intelligence, they can facilitate the complex process of sifting through potential candidates to find top talents in the legal market. Recruitment specialists Comeet explain that “With your company’s reputation so dependent on what candidates think of you, it’s essential to use every tool at your disposal to get recruiting right.” Most recruitment tools focus on streamlining communications and make assigning tasks and monitoring progress visible across the board, preventing candidates from getting lost in the shuffle or experiencing delays between communications. However, it’s best to understand what your law firm needs and find a tool that’s geared towards fulfilling those needs.
In a 2019 survey conducted on over 15,000 professionals from over 100 nations, International Workplace Group found that 80 percent of responders said when faced with two similar employment offers, they would turn down the one that didn’t offer flexible working. In fact, 50 percent of those surveyed globally state that they are satisfied with working outside of their main office headquarters for at least 2.5 days a week. Does this lead to a decrease in productivity? Not according to over three-quarters of individuals who confirm that their productivity has increased in their business as a result of greater flexibility. By offering options like flexible working hours or work-from-home days to potential hires, your firm is showing that you value the mental and physical health of your employees.
To sum it all up, the recruitment process in 2020 will see a greater emphasis on social skills as well as technical skills, the critical role of technology in recruitment, and attracting rising talents to your firm by demonstrating your capacity for flexibility. No matter what hiring strategy you plan to implement, your ultimate focus should be on attracting the right candidates for the right roles and providing them with an optimal candidate experience.