In our Ask a Recruiter feature, our specialist recruitment team will tackle a topic relating to attraction, recruitment and retention.
This month, we offer our advice to a law firm struggling to find the right junior solicitor.
We’re a Legal 500 multi-service practice based outside of the city centre. A junior solicitor within our childcare team recently handed in his notice and we’re looking for his replacement. So far, we’ve struggled to find someone in the right location with the right level of experience. What can we do to improve our prospects?
It’s frustrating whenever someone leaves your team and in the current candidate-short market it’s not easy to quickly find the person you’re looking for. However, given your location, it might be worth reconsidering your search criteria and take the following steps as you continue your hunt for the right junior lawyer.
Broaden your search criteria: consider legal executives and non-qualified lawyers
One effective strategy is to broaden your search criteria to include legal executives, fee-earners, or experienced paralegals. These professionals often possess the necessary skills and experience, even if they lack a practicing certificate. Legal executives and experienced paralegals can be incredibly valuable, providing high-quality support to senior solicitors. Moreover, they can be a cost-effective solution from a commercial perspective, offering significant expertise without the higher salary expectations of a qualified solicitor.
Enhance the recruitment process and refine your job adverts
Ensure your job advertisements are precise and compelling. Highlight the unique aspects of your firm and the specific role within the childcare team. Make it clear that you are open to considering candidates with relevant experience, even if they are not fully qualified solicitors. This will attract a broader range of applicants who may have the right skills and dedication.
Leverage professional networks enlist the help of a specialist recruiter
Utilise professional networks like LinkedIn and reach out to a specialist recruitment agency like Realm Recruit. Our family team have established relationships with family and childcare lawyers across the North West, Yorkshire and the Midlands and can help match your specific requirements with suitable candidates. Our laser focus and consultative approach means we’ll work hard to understand the nuances of your firm so we can help you find the right fit for your team.
When it comes to interviewing prospective hires…
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Focus on Practical Experience
During interviews, place a strong emphasis on practical experience and problem-solving skills. Candidates who have worked in similar roles, even without formal qualifications, often bring valuable hands-on experience and a practical understanding of the challenges faced in childcare law.
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Assess Cultural Fit and Soft Skills
In addition to technical skills, assess candidates for their cultural fit within your team. Strong communication skills, empathy, and the ability to work collaboratively are essential in family law, particularly in sensitive areas like childcare. Look for candidates who demonstrate these qualities during the interview process.
Finding the right person to join your childcare team requires a strategic approach and an open mind. By considering legal executives, fee-earners, and experienced paralegals, you can tap into a broader pool of talented professionals who bring both expertise and cost-effective solutions.
Refining your recruitment process and focusing on practical experience and cultural fit will further ensure you find a candidate who can seamlessly integrate into your team and contribute to your firm’s success.
For more personalised advice and assistance with your recruitment needs, feel free to reach out to us at Realm Recruit. Together, we can find the ideal candidate to support your senior solicitors and strengthen your childcare team.
Email us on hello@realmrecruit.com or get in touch via this website.
