Top 5 Hiring Tips for Small-Firm Lawyers
Rarely does a sole practitioner really go it alone. The contribution of support staff, such as legal secretaries, assistants, paralegals, office managers, law clerks and students, is critical to every aspect of a firm’s success, from profitability and client relations to a productive and pleasant work environment. So, how can you ensure you get the right people in the right positions?
After almost two decades as a “sole” practitioner, I know that the term can be a little misleading.
In fact, the success of my practice and many other small-firm lawyers would simply not be possible without the critical work performed by our support staff such as legal secretaries, assistants, paralegals, office managers, law clerks and students.
The quality of your hires will make a noticeable impact on your firm’s profitability and client relations, not to mention your working environment, so it’s important that you get the right people in the right positions.
Those high stakes are part of the reason it can feel so daunting when the time comes to hire a new member of your team, without the institutional backing of a human resources department or third-party recruitment firm.
On April 8, I hope to take some of the pressure off sole practitioners and small firm lawyers as host of the Building Your Team - Hiring Students and Support Staff live-online program, part of the OBA’s Enterprising Lawyer series, where attendees will learn how to set themselves up for success during the hiring process, with advice on recruitment, employment contracts, budgeting and more.
In the meantime, here are my five top tips to boost your chances of success when hiring students and support staff.
TIP 1: Take your time
To adapt an old adage, lawyers who hire “in haste, repent at leisure.” To the extent that it’s possible, try to start your recruitment search well in advance, so that you’re not rushing to fill a vacancy with the first available person you find. It may be worth keeping an eye out for qualified support staff and making connections before you need them, so that you’re ready when a position opens up.
TIP 2: Write an honest job ad
Realistic expectations are key to getting an employment relationship off on the right foot. For employers, that means constructing a detailed and accurate job description that outlines the duties and working hours involved, as well as the skills and qualifications required. Although it may be tempting, try to avoid embellishing the pros of the position or sugarcoating its less attractive aspects, so that prospective hires are properly prepared.
TIP 3: Remember the 3 Rs of hiring: Referrals, Resumes and References
There is no better source of hiring intelligence than a trusted friend or colleague, so make sure to check in with other lawyers or fellow section members at the OBA to see if they know of someone who is available to boost your support team.
The other two Rs go together: a resume is great for identifying candidates with the requisite experience and qualifications, but it only tells part of the story. We’ve all seen workers who looked great on paper, only to disappoint in person. However, you can verify your candidate’s skills in advance by checking their references and taking the time to speak with the people who have worked with them before.
TIP 4: Set testing questions
If your position requires specific, discrete skills such as typing speed or spelling and grammar proficiency, don’t be afraid to set a skills test to confirm your candidates’ proficiency in these areas.
The interview is a great opportunity to examine a candidate’s less tangible soft skills. You can get a sense of their approach to work and colleagues by asking them how they would react in certain challenging situations, posing scenarios tailored to the position for which you are hiring.
TIP 5: Share the load
If you have an existing team of support staff, it may be appropriate to have one of them sit in on interviews or meet separately with the candidates, so that they can give you their impressions as you make your hiring decision.
Depending on the size of your firm and the precise role you’re hiring for, it’s possible that your staff will end up spending more time with the new employee on a day-to-day basis, so their feedback will be valuable.
Looking for more advice?
Register for the April 8 program Building Your Team - Hiring Students and Support Staff to hear perspectives from an employment lawyer and a paralegal coordinator on the hiring process for legal support staff, as well as insights from a law school representative on student recruitment – an often-untapped opportunity for lawyers to get the assistance they need while also mentoring and supporting the next generation of legal practitioners.
