In our Ask a Recruiter feature, a member of specialist team tackles a topic relating to attraction, recruitment and retention.
In this edition, Senior Consultant and Specialist in the Recruitment of Family Lawyers Lucy Wickham, gives her advice to a law firm seeking advice on how they can make sure that they hire lawyers who will align with and enhance their culture.
“How can we ensure that the lawyers we hire align with our firm’s culture and values, and what steps can we take during the recruitment process to effectively assess cultural fit?”
Hiring for cultural fit is essential to building a motivated, high-performing team that truly embodies your firm’s values. While technical skills and experience matter, finding lawyers who align with your culture ensures long-term success for both your firm and the individuals you bring on board.
Here’s how to refine your recruitment process to assess cultural fit effectively:
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Define Your Culture and Values
Clarity is key. Articulate your firm’s culture and core values clearly—what makes your firm unique? What behaviours and principles are essential for success? Having a strong sense of identity not only helps you assess candidates but also enables you to showcase what makes your firm a great place to work.
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Bring Your Culture to Life for Your Recruiter
If you’re partnering with a recruiter, ensure they have a full understanding of your culture so they can represent your firm accurately in the market. Share specific examples that highlight your values:
- Do you celebrate successes with team socials or rewards?
- How do you support employee development or work-life balance?
- Are there unique traditions, values, or practices that set your firm apart?
The more detail your recruiter has, the better they can attract lawyers who align with your culture.
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Highlight Your Culture Early in the Process
Cultural fit works both ways. During the hiring process, share insights about your firm’s culture with candidates. Use informal conversations, office tours, or team videos to give them a sense of what it’s like to work at your firm. This helps candidates decide if your culture aligns with their own values and aspirations.
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Build Values-Based Interview Questions
Use interview questions that explore a candidate’s alignment with your firm’s culture and values. For example:
- Collaboration: “Can you tell me about a time you worked with a challenging team? How did you navigate the situation?”
- Innovation: “Describe a situation where you suggested an improvement to a process or service. How was it received?”
- Client Focus: “How do you ensure your client relationships are maintained and strengthened over time?”
These questions encourage candidates to share real examples that reveal their behaviours, priorities, and working style.
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Use Scenario-Based Assessments
Present candidates with real-life scenarios that reflect your firm’s culture. For example:
- If teamwork is key: “You’re part of a team working on a complex case, but one team member isn’t contributing. How would you handle the situation?”
- If client care is crucial: “A high-value client requests something unrealistic within a tight deadline. How would you manage their expectations while maintaining a strong relationship?”
This approach provides insight into how candidates would respond in situations they’re likely to face at your firm.
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Involve Your Team
Cultural fit is best assessed collectively. Involve team members from different levels and departments in the recruitment process. They can provide diverse perspectives and help evaluate whether a candidate aligns with your firm’s culture.
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Balance Instincts with Structure
While instincts can provide valuable insights, they should be supported by a structured evaluation process to ensure fairness and consistency. Use scoring systems to assess cultural fit objectively, focusing on how candidates align with your values and behaviours demonstrated during interviews and assessments. For example, evaluate responses to scenario-based questions on criteria such as collaboration, problem-solving, and alignment with client care standards.
Recruiting for cultural fit isn’t just about hiring the right people—it’s about ensuring your team reflects your firm’s unique values and vision. By clarifying your culture, involving your team, and incorporating structured assessments, you can build a cohesive, high-performing team that will thrive and contribute to your firm’s growth.
At Realm, we specialise in matching the right lawyers with the right law firms by focusing on culture and values. Get in touch to learn how we can help you build a team that not only performs but also enhances your firm’s identity.