As experienced law firm leaders, we have seen the recruiting process adapt in many ways over the years to accommodate shifting industry demands and a dynamic talent pool. But we’ve never seen anything quite like the seismic changes of the past four years, which of course are largely the result of the pandemic and the ways in which it changed many people’s relationship to their work.
Young lawyers who might previously have launched their careers with a singular focus on professional achievement now give equal consideration to personal and community commitments outside work. Increased focus on mental wellness has prompted job candidates to seek more from their employers, including greater control over their work schedules, the option to work remotely and access to time off to maintain their health. And because Millennial and Gen Z lawyers place a high value on authenticity, they are not shy about asking directly for the accommodations they want.
Whether those of us who built our careers in a different time, under different circumstances, view this new outlook as a positive or negative development, we face a conundrum: How can law firms create humane and sustainable workplace cultures that attract the next generation of lawyers, while at the same time building a team with the drive and dedication to deliver excellent service for clients under highly demanding circumstances?
The answer is to identify and recruit talented, ambitious young lawyers who are prepared to meet the challenges of a law firm career. Recruiting in today’s market requires both holding onto time-tested practices and embracing new approaches to meet candidates where they are—and help them see what’s possible for their careers if they are willing to go all in.
Focus on “work/life integration” over “work/life balance.” Anyone who has built a demanding legal career alongside family life over decades understands that achieving true balance between the two is rarely possible. Focusing on maintaining a constant balance—and not being able to achieve it—creates unnecessary and counterproductive stress for many young lawyers. We use the phrase “work/life integration” when talking with job candidates because it acknowledges the more dynamic reality of today’s law firm path. Delivering excellent service to your clients requires a willingness to go above and beyond, to work outside 9-to-5 hours at times and to put client needs first. With flexibility and creativity, lawyers can find ways to fully integrate the demands of the job into the rest of their lives. Candidates who understand and embrace the concept of work/life integration—and see the ways it can enhance both their professional and personal lives—will likely be a better fit for law firm roles.
Look for indicators of team spirit. Intelligence and competitiveness are obviously baseline requirements for any lawyer who hopes to build a successful law firm career. But those traits are far from the only ones necessary for lawyers to become valued colleagues who can help a firm continue to grow and adapt. On résumés and in interviews, we pay careful attention to the stories candidates choose to share because they can reveal important information. Has the candidate succeeded on a project as part of a team? How do they talk about their mentors and colleagues? What is the candidate’s record of service, either to clients or organizations outside work? We are looking for lawyers who possess curiosity, optimism and a collaborative spirit in addition to ambition and drive. The ability to thrive as part of a team, to celebrate shared victories and have their colleagues’ backs when the chips are down—those are the traits that make for sustainable careers and a strong firm culture.
Embrace the benefits of true diversity. Our firm was founded on the fact that building authentically diverse, equitable and inclusive legal teams leads to more creative solutions and better outcomes for clients, and every step of the way we’ve made intentional choices to foster diversity at all levels of the firm. Time and again, we’ve seen how experience overcoming adversity of some kind can be a powerful indicator of persistence and resilience in young lawyers.
Taking steps to seek out candidates from underrepresented backgrounds—across gender, race, class, ethnicity, religion, LGBTQ+, disability and veteran status—will help your firm access untapped talent pools and find the best next-generation lawyers in the country. We invest in building relationships with law school directors of placement so that our firm remains top of mind during recruiting season, and we cast a wide net beyond the Ivy League. Our relationships with minority law student organizations, and enthusiastic participation in their job fairs, has also helped us access additional talent pipelines. True dedication to attracting, retaining and advancing lawyers from all walks of life will pay dividends for your firm and clients.
Tell your firm’s story on every available channel. We continue to recruit young lawyers through tried-and-true methods, including on-campus interviews and word-of-mouth referrals. But the wide range of tools available today allows us to take a more proactive, year-round approach to generating interest in our firm. Virtual interviews enable us to reach a wider array of candidates, regardless of geographic location or life stage. On our social media channels, we showcase our firm’s culture of excellence, diversity and inclusion, and commitment to service, so potential candidates can get a comprehensive sense of what it’s like to be part of our team. We have worked hard to build a distinct and energizing culture, and we believe in the power of telling our story.
While there is no question that recruiting poses significant challenges for today’s law firm leaders, with a flexible, creative approach, you can identify the talent who will help your firm thrive and meet the challenges of our industry, now and in the future.
Patricia Brown Holmes is the Managing Partner of Riley Safer Holmes & Cancila LLP. There’s not much in the law that Patricia hasn’t done. A former state court judge, experienced prosecutor and defense lawyer, she is renowned for impeccable judgment, brilliant strategy, and sage counsel. Patricia is a trusted advisor to clients facing high-stakes commercial disputes and litigation; class actions; investigations and white-collar criminal matters; environmental, social and governance (“ESG”) issues; and reputational crises. She has received countless accolades for her professional excellence and her dedication to advancing diversity, equity and inclusion in the legal profession.
LaVon M. Johns is a partner and the Business Transactions Practice Team Leader at Riley Safer Holmes & Cancila. She has solidified a reputation as go-to commercial real estate and transactions counsel for the nation’s most significant public/private partnership and nonprofit transactions. She has been counsel to acquisitions, dispositions and financing for some of the most recognizable real estate and infrastructure projects in the U.S. A LEED-certified attorney, LaVon is a highly sought dealmaker and lead counsel for multibillion-dollar projects like the Skyway Toll Bridge and the proposed privatization of Midway Airport.
