Recent research highlights the ongoing difficulties faced by law firms and in-house legal teams in recruitment efforts over the past year.
Three-quarters of law firms and in-house legal departments have struggled with recruitment, with primary challenges including aligning salary expectations and finding candidates with the necessary skills. According to a report by recruiters, over half of these firms identified salary alignment as a major issue, while 43% pointed to skills mismatch.
Furthermore, 57% of respondents highlighted that work-life balance considerations prompted employees to leave, and 48% noted that career progression concerns were contributing to employee turnover. Researchers emphasised the importance of agility in hiring practices to attract talent, suggesting improvements in pay and overall packages.
An increased focus on work-life balance appears to be influencing job satisfaction more than salary or career progression. A significant proportion of lawyers value work-life balance over these traditional metrics of job satisfaction, indicating a shift in priorities within the legal profession.
The report also noted a growing demand for legal professionals with expertise in artificial intelligence and innovation to help firms adapt and comply with new technologies. Specialist knowledge in these areas is increasingly sought after, reflecting the broader technological shifts impacting the legal industry.
In-house teams have experienced a surge in demand for flexible and interim legal resources, allowing them to bring in temporary legal expertise as needed rather than committing to permanent hires. This approach has accelerated the hiring process for interim roles compared to previous years.
Tom Hart from the recruitment agency highlighted the struggle to find candidates with suitable skills, advising businesses to consider total packages that combine salary with additional benefits to avoid mismatched expectations. Emphasising distinct organisational attributes is crucial in the competitive landscape for talent acquisition.
An anonymous commentator expressed frustration with the unrealistic expectations regarding salary and experience levels for entry-level positions. There is a noticeable gap between the availability of capable graduates and the firms’ willingness to invest in them, leading to a backlog of graduates unable to secure employment.
The legal sector continues to grapple with recruitment challenges, influenced by changing employee priorities and the need for firms to adapt to technological advancements. Addressing these issues requires a strategic re-evaluation of hiring practices, focusing on flexibility and balanced employee offerings.
