In what is being called the Great Reshuffle, law firms are hiring new employees and reassigning staff to adapt to a remote workforce and other changes brought by COVID.
If your firm is in a hiring mode, do so wisely. Onboarding is expensive. It takes time, money and energy – and mistakes can be costly.
One important tip: write a job description before you begin your search.
“Your search for the perfect candidate should start with a detailed yet realistic job description, so that you and any potential candidates are crystal clear on what’s expected and what’s not,” says business writer and entrepreneur Robert Roy Britt in this blogpost for the website CO. “Do not inflate the requirements or expectations, experts advise. If an existing employee has all the necessary skills and other attributes you’re looking for, your search may be over. If not, you need to find someone from the outside who can hit the ground running.”
Below are some takeaways from the post.
Succession Planning is key to your law firm’s future. Having a succession plan doesn’t mean you’re ready to retire or need to stop work today. It means having a blueprint for your future and a process for transitioning ownership smoothly, seamlessly and profitably. Learn more about succession planning – and how you can design a plan that’s right for your practice – by attending our upcoming live webinar, Success in Succession Planning. Our guest speaker is Camille Stell, CEO and founder of Lawyers Mutual Consulting & Services, who (literally) wrote the book on Designing a Succession Plan for Your Law Practice. One hour of CLE credit has been applied for and is expected to be approved. Register here.
4 Tips for Hiring Wisely
Following are some highlights from “How to Make Smart Hiring Decisions,” with quotes from author Britt:
- Focus on candidates’ actual experience and qualifications. Don’t hire on the expectation that they will grow into the job.
- Don’t underestimate the importance of attitude. “With external candidates, it’s vital to look beyond skill sets and resumes to determine if a person has the drive, vision and flexibility you’re looking for,” Britt writes. “In interviews, look for people who are eager to know what they can do for you. Another good sign: candidates who are well-prepared for the interview.”
- Look close to home. Begin your search by reaching out to your trusted network of contacts or by contacting someone you already know to see if they might be interested. Even so, don’t rely on your gut. Be sure to check references and get outside opinions before making an offer.
- Vet recruiting services. “Be careful about vendors whose fancy systems or software claims to find the perfect candidate,” writes Britt. “Many of them outsource the search process to contractors overseas….. Also, the supposedly smart matchmaking tools these vendors use are far from proven.”
What about your firm? Are you undergoing a personnel reshuffling in the wake of COVID? How are you making your hiring decisions?
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