Page 94 - 2019 - Leaders in Legal Business (q)
P. 94
“In our search-optimized, app-laden world, anyone with access to the Internet can get a
decent snapshot of available options in a given market,” explains Michelle Fivel, a partner in the
Associate Practice Group of MLA’s Los Angeles office, and Ru Bhatt, a managing director in the
Associate Practice Group of MLA’s New York office.19 As this generation of lawyers is more
technologically savvy than any of its predecessors, it becomes apparent why creating greater
access to both openings and candidates is enticing. However, simply sending in a resume to an
online database will not get a candidate in the door.
“Unfortunately, the process of lateral movement is not that simple,” said Fivel and Bhatt,
as there are numerous additional factors to consider, including the unknowns that only a trusted
advisor can identify and address for all parties involved.”20 Posting jobs online is passive and will
not yield the same results as a good recruiter, one who is familiar with the firm’s needs regarding
a new candidate. For instance, the ideal candidate might not even be actively searching for a new
job. A recruiter, on the other hand, knows who is working where and can get ahead of the game
by actively finding these lawyers. “The waiting game isn’t aggressive enough because targeting
only those active job seekers can delay finding the perfect fit, costing money in missed business
opportunities for the firm.”21
Technology can be a useful tool for an experienced legal recruiter, but in the same way that
it cannot replace high-level professionals who are lawyers, it cannot (at least for the foreseeable
future) replace legal recruiting and staffing professionals.
Conclusion: Legal Recruiting and Staffing Are More Significant Than Ever
Change is in the air, but certain constants remain:
Nearly half of 85 law firm administrators in a recent survey reported an increase in
alternative career path/non-partner track lawyer recruitment and temporary lawyer
recruitment.22
Alternative business solutions have forced the legal industry to take a hard look at how it
provides high-quality, cost-effective, efficient legal services.
Law firms are embracing the non-partner track and other staffing alternatives, and legal
recruiters and staffing firms are specializing in order to provide those options as well.
Law firm partners faced with multiple options increasingly rely on professional counsel
from recruiters with market intelligence in order to make the most informed choices.
Legal roles in firms and corporate legal departments have always been competitive. However,
increased supply and demand and the global connectivity provided by technology make it essential
for companies and law firms alike to work with legal recruiting and staffing experts to navigate
the continually changing legal landscape.
19 Michelle Fivel & Ru Bhatt, Don't Click Through Your Career, MAJOR, LINDSEY & AFRICA (Oct. 2, 2014),
https://www.mlaglobal.com/publications/articles/do-not-click-through-your-career.
20 Id.
21 Id.
22 Supra note 4.
79
decent snapshot of available options in a given market,” explains Michelle Fivel, a partner in the
Associate Practice Group of MLA’s Los Angeles office, and Ru Bhatt, a managing director in the
Associate Practice Group of MLA’s New York office.19 As this generation of lawyers is more
technologically savvy than any of its predecessors, it becomes apparent why creating greater
access to both openings and candidates is enticing. However, simply sending in a resume to an
online database will not get a candidate in the door.
“Unfortunately, the process of lateral movement is not that simple,” said Fivel and Bhatt,
as there are numerous additional factors to consider, including the unknowns that only a trusted
advisor can identify and address for all parties involved.”20 Posting jobs online is passive and will
not yield the same results as a good recruiter, one who is familiar with the firm’s needs regarding
a new candidate. For instance, the ideal candidate might not even be actively searching for a new
job. A recruiter, on the other hand, knows who is working where and can get ahead of the game
by actively finding these lawyers. “The waiting game isn’t aggressive enough because targeting
only those active job seekers can delay finding the perfect fit, costing money in missed business
opportunities for the firm.”21
Technology can be a useful tool for an experienced legal recruiter, but in the same way that
it cannot replace high-level professionals who are lawyers, it cannot (at least for the foreseeable
future) replace legal recruiting and staffing professionals.
Conclusion: Legal Recruiting and Staffing Are More Significant Than Ever
Change is in the air, but certain constants remain:
Nearly half of 85 law firm administrators in a recent survey reported an increase in
alternative career path/non-partner track lawyer recruitment and temporary lawyer
recruitment.22
Alternative business solutions have forced the legal industry to take a hard look at how it
provides high-quality, cost-effective, efficient legal services.
Law firms are embracing the non-partner track and other staffing alternatives, and legal
recruiters and staffing firms are specializing in order to provide those options as well.
Law firm partners faced with multiple options increasingly rely on professional counsel
from recruiters with market intelligence in order to make the most informed choices.
Legal roles in firms and corporate legal departments have always been competitive. However,
increased supply and demand and the global connectivity provided by technology make it essential
for companies and law firms alike to work with legal recruiting and staffing experts to navigate
the continually changing legal landscape.
19 Michelle Fivel & Ru Bhatt, Don't Click Through Your Career, MAJOR, LINDSEY & AFRICA (Oct. 2, 2014),
https://www.mlaglobal.com/publications/articles/do-not-click-through-your-career.
20 Id.
21 Id.
22 Supra note 4.
79
