Although they sometimes get a bad rap, lawyers play a vital role in our society by shaping, interpreting, and applying the law for their clients. The U.S. Bureau of Labor Statistics projects that over the next decade, the number of new jobs for attorneys will rise by more than 71,000.
In the “dog eat dog” world of legal recruiting, having a robust online presence helps you get more client leads and conversions. That said, your website is a vital component of your overall digital marketing strategy – one that must be updated periodically to provide visitors with a more positive user experience (UX).
As a legal headhunter, advertising in a professional business directory like the Legal Recruiter Directory offers your firm a distinct advantage by amplifying your online presence, improving your local visibility, and increasing your likelihood of getting found.
In the uber-competitive world of legal recruiting, it’s often the little things that give your firm a decided advantage when it’s time to attract and land that next big client. As a legal headhunter, online visibility is an effective way to expand your target audience so that you can generate more leads and realize higher conversion rates. One simple-yet-effective way for your firm to stand out and rise above the rest is by creating an Elevated Listing on the Legal Recruiter Directory.
With thousands of agencies competing for the same clients, being a legal recruiter even during the best of economic times can be challenging. Getting noticed in today’s fast-paced digital world requires the ability to stand out from the rest by projecting a stronger online presence. At the Legal Recruiter Directory, we help legal headhunters reach a broader audience by placing several visibility-enhancement tools right at their fingertips.
Much like every other market segment last year, the legal industry experienced its fair share of disruption due to the COVID-19 pandemic. Law firms, law school graduates, and corporate legal departments alike were all stuck in limbo as pay cuts, furloughs, and layoffs became the “new normal.”
Thankfully, the job market for legal professionals has started to heat up once again. According to recent figures from the US Bureau of Labor Statistics, the legal services industry added over 40,000 jobs since April of 2020.
Being an effective recruiter in any industry takes a special kind of person who’s willing to improve their recruiting skills as client needs change, for example during an economic recession caused by a global pandemic like COVID-19.
Knowing how to get ahead in recruiting while “swimming with the sharks” can be confusing even for the most experienced headhunters. If you’d like to learn more about how to be a good recruiter, here are 7 easy ways to get, and then stay ahead of the pack all year long.
Although lawyers routinely represent the victims of bias, racism and prejudice, most work for employers that don’t “practice what they preach” with respect to inclusion and diversity in the legal profession. In fact, minority representation in the legal industry, most notably at the highest levels, isn’t nearly on par with other professions.
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From corporate board rooms to law partner Zoom meetings, workplace diversity and inclusion are hot topics nowadays. Coming up with an effective diversity recruiting strategy that mirrors your workplace objectives takes planning.
Whenever your firm or corporation works with professional headhunters, it’s imperative to find those with legal recruiting strategies that align with your company culture. If a more diverse workforce is on your organization’s 2021 to-do list, here’s how to actively recruit the right candidates for the job.
The COVID-19 pandemic has certainly been a game changer for the legal profession during 2020, and legal recruiters have been caught in the crosshairs. Thanks to job growth stagnation and hiring freezes, legal recruitment during COVID-19 has been exceedingly challenging.
Staying competitive in a post-COVID recruiting world requires the ability to address the evolving needs of your clients. If you’re a legal headhunter who’s concerned about hitting next year’s placement goals, here’s what your fellow recruiters have learned so far this year.
This past year has certainly been an atypical one for most legal professionals. As remote work and video conferencing forever redefined the workplace, more employers than ever before embraced digital technologies to support their day-to-day business operations.
COVID-19 influenced 2020 law firm marketing budgets and corporate law trends as new practice specialties emerged in its wake. Next year will see even more changes as the future of the legal profession plays out within a post-COVID world. According to industry insiders, these are some of the top legal trends to expect as 2021 unfolds.
If you run a legal placement firm devising an accurate recruitment budget plan is one of the most stressful and important responsibilities that you have. As an essential part of your overall operation a recruitment marketing budget must support various recruitment strategies throughout the year that ultimately impact your bottom line.
In today’s challenging business climate coming up with a targeted recruitment plan while recruiting on a budget isn’t easy. Here are five things to consider when budgeting your legal recruiting marketing dollars so that you will enjoy a higher return on investment.
Today’s rapidly changing business world is more competitive than ever before. Whether you run a legal placement firm, manage a law practice or own a business, having an easy-to-navigate website is a good start. Unfortunately, if your target audience can’t find your site in the first place it isn’t going to matter.
Attracting, engaging and converting new clients or customers requires an online marketing strategy that’s up for the challenge. Including business directories in your marketing mix is one impactful way to stay ahead of the competition.
As a legal recruiter lead generation and client conversions are essential for success. Like it or not, the Internet has forever reshaped the legal recruiting landscape. When your recruitment firm isn’t hitting its targets like the “other guys” down the street, it could be your digital marketing strategy – starting with your website.
On the other hand, if your team wants to improve its client conversion rates here are 10 common digital marketing mistakes you’ll need to avoid.
To remain competitive in an ever-changing digital world your legal placement firm needs an online marketing strategy that’s equally fluid and impactful. Unfortunately, far too many legal recruiters miss out on leads because of the same common online marketing drawbacks and digital marketing mistakes that they’ve been making for years.
As a legal recruiter knowing how to avoid digital marketing mistakes gives you an advantage when prospecting for new clients or cultivating relationships with existing ones. To ensure your recruiting firm’s continued success in today’s fast-paced Internet Age here are some of the more costly digital marketing pitfalls to avoid.
In today’s digital world projecting a more positive online reputation as a legal recruiting firm is essential for success. To streamline the client acquisition process for you, the Legal Recruiter Directory has recently rolled out a new verification process for legal recruiters listed on our website. Legal headhunters who take advantage of this free service will benefit by having greater visibility on their respective metro page(s) where they appear. Firms completing the verification process will also be able to display a Verified Legal Recruiter badge on their firm’s website.
As a business owner or marketing manager, your first inclination during an economic slowdown might be to slash your marketing budget in anticipation of lower revenues. When the US stock market tanked back in 2008 due to the financial crisis, overall ad spending also dropped by a whopping 13%. However, based on numerous studies businesses that reduce their marketing spend during a recessionary period are actually using the wrong approach.
The Great Recession of 2008 hit banks and mortgage lenders very hard, while many other industries were able to bounce back within a few months. But due to the COVID-19 outbreak global markets are now faced with a larger, more relentless economic threat that will impact nearly all sectors- including the legal profession. Once the smoke clears, the legal landscape will have been forever reshaped as concepts like distance learning and remote work become routine. Legal hiring practices will also look different, including the role of recruiters.
The average legal recruiting firm uses various online resources like a website and social media to conduct business. A recent survey of US recruiters in various industries found that their top 3 priorities were candidate acquisition, client relationships and candidate engagement. When you combine all that information, it’s abundantly clear that in order to hit their goals placement firms need to make online reputation management a priority. As many of us are likely at home riding out Covid-19, now might be a good time for you to review your online reputation.
Fifty years ago, job applicants dealt with discrimination based on their skin color, sex and religious beliefs. And even though the average workplace is now more tolerant and inclusive, far too many Americans with disabilities still face discrimination when applying for jobs online. New website accessibility standards are forcing employers and their legal departments to reassess their online compliance practices. Recruiters across various industries are also keeping a watchful eye on the latest website regulatory updates to avoid discrimination lawsuits.
In the ultra-competitive world of legal recruiting, there are two types of legal staffing agencies: those that use recruitment marketing strategies and those that don’t. There are many benefits to be gained from recruitment marketing, and legal headhunters who use recruitment marketing tools to support their recruiting activities typically attract, engage and place a higher number of talented candidates than do their competitors.
For lawyers, the holidays are the perfect opportunity to savor the intoxicating beverage of success while toasting clients and colleagues. Every year around this time, attorneys start planning-ahead based on the advice of legal industry insiders and economic trends. As 2020 plays out, law firms, corporate counsel departments, and legal recruiters will all be faced with fresh challenges that could be difference-makers by the time December finally rolls around again.
Whether you’re a large legal placement firm with offices scattered across the country, or a single headhunter agency who recruits locally, cultivating existing client and candidate relationships can be just as challenging as attracting new prospects. One of the effective ways that digital marketers can help you land and constantly stay in contact with high-value clients and candidates is by setting you up with a strong pull marketing campaign. What follows are some pull marketing services that digital marketers provide.
There are two different types of marketing techniques: push or pull. Push marketing is used to promote a message in front of an audience, regardless of the audience’s active search for that message. Pull marketing is used to find and capture an audience that is already looking for your message.
All legal recruitment firms should be using push marketing strategies to land high-value candidates and clients. Push marketing through digital mediums can yield high ROI, allows you to target specific groups or regions, and can integrate into a more robust marketing strategy. Read on to learn how to you can deploy digital push marketing alongside your current marketing efforts.
There’s an old saying: “the road to success is always under construction”. But as a legal recruiter, is your current marketing approach a “bridge to nowhere” that’s filled with potholes? Because we live in a digital age, your firm’s branding needs to be more tech-savvy than the competition’s. After all, those clients and candidates that you are competing for won’t even know you exist if your online “footprint” is the size of a gnat’s. On the other hand, using these 5 digital-marketing strategies will help your firm take its recruiting process to a whole new level.
The Great Recession of 2008 hit many Americans hard, including those in the legal profession. Even the most-seasoned legal recruiters were surprised by the recession’s rapid onset, severity and duration. As a result, scores of unprepared recruiting firms went “belly-up”, while those who had planned actually saw their client numbers and revenues rise. And now, many Wall Street insiders are predicting a potentially dramatic economic slowdown within the next year. So, when the next economic recession strikes will your firm thrive, or fail to survive?
With this year more than halfway over, 2020 will soon be here. As a legal recruiter, you work within a highly competitive industry filled with “type A” personalities who are all vying for the attention of the same candidates and clients. As a result, now is the time to pause and reflect upon what’s worked, and what hasn’t so far in 2019, and to develop a game plan for next year based on what you’ve learned. Rest assured that the top recruiting firms are not waiting until January to update their marketing strategies, so use these ideas now to prepare for 2020.
There’s an old saying that “timing is everything”, and for any lawyer who’s seeking a fresh career challenge that adage certainly rings true. For one reason or another, certain months of the year are more conducive to landing a new job based on a given applicant’s skills and legal experience. Selling a home, planning for a year-end bonus, or waiting for kids to get out of school can all potentially alter a lawyer’s timetable when seeking greener pastures. However, if all of these considerations are equal, there are specific times of year that are better for attorneys to pursue a career move.
Most attorneys daydream about practicing for a large Wall Street firm or multinational corporation based in a large city. But beneath the facade of big city lawyering and lavish client cocktail parties, could practicing law in a smaller community potentially provide a talented lawyer with better career enrichment opportunities?
When it comes to better career opportunities for attorneys, it all boils down to practice preferences and lifestyle priorities, especially for lawyers with families. There are several reasons why a smaller market may be a more fulfilling place for an attorney to practice, including cost-of-living, ease of commuting, job benefits and flexibility, and client relationship building. However, larger cities gain the advantage when you are talking in strict terms of higher paying jobs and overall growth in number of jobs.
As one of the managing partners at a large NYC law firm, you’re responsible for hiring a talented trial attorney for your Nashville office. Or, maybe you’re the busy HR manager for a Fortune 500 company headquartered in Atlanta that needs to find an experienced patent attorney for your research facility in Cincinnati.
If either scenario sounds familiar, then you realize how difficult it is to screen and hire qualified applicants when you don’t know much about the geographic area that you’re searching in. To simplify your efforts, have you ever considered working with a good legal recruiter who’s based in your targeted search area?
When you’re an attorney who’s looking to relocate, whether it’s one state over or all the way across country, it’s vitally important to have an effective relocation strategy. As a lawyer, choosing the wrong firm or company during your search can have serious implications for both your legal career and personal life. To ensure that doesn’t happen, one of the relocation resources at your disposal is partnering with a good legal recruiter. An experienced legal recruiter can help you find the best relocation opportunities by covering the following bases.
Are you a lawyer who’s feeling unfulfilled or under-appreciated in your current position? If so, you’re not alone. Most attorneys change firms at least once or twice during their first 3 to 5 years of practice (1). Some of the main reasons why include not enough work (2), being on the wrong side of office politics, or hearing about a more prestigious opportunity elsewhere.
But successfully getting from point A to point B in the highly competitive legal profession starts with developing a solid action plan. If you’re ready to reboot your legal career, here are some reliable strategies to make it happen.
For years, criminal defensive attorneys made comfortable livings defending clients against marijuana-related charges. But as cannabis legalization spreads the U.S., the legal profession now finds itself undergoing a sea change of its own. Lawyers who once practiced on one side of the marijuana issue are now being recruited to represent clients involved in all aspects of the legal cannabis trade.
And, as more states legalize cannabis, and a burgeoning industry spreads its wings, lawyers will be tasked with sorting through the legal milieu. Here are a just a few ways the legal profession is now being shaped as marijuana legalization “grows”.
As another eventful year draws to a close, legal professionals across the land will soon gather to share past accomplishments over clanking champagne toasts at Holiday parties. At some point during the festivities, their animated conversations will no doubt shift to 2019, along with predictions about what the new year has in store for their profession. The past 12 months have certainly been transformative ones for attorneys, from corporate counselors and law firm partners, to all the private practice lawyers in between. Driven by technology, client demand and globalization, the upcoming year promises to be even more of a game-changer. With that said, here are the top 5 legal trends to watch for as we usher in 2019.
The legal profession is constantly evolving as attorneys adapt to the changing needs of the clients and entities they represent. Spurred on by technology, innovation and ever-changing laws and regulations, many lawyers are now specializing in novel fields unheard of when they first graduated from law school. And, for new attorneys entering the workforce, these up-and-coming legal specialties offer promising hiring opportunities, as many now face attorney shortages. Whether it’s in private practice, at a firm, or as a corporate in-house counselor, most of these sub-specialties are here to stay. For attorneys, here are 5 of the hottest ones to consider when planning a career.
Lawyers are oftentimes called upon to protect the rights of clients exposed to gender bias and sexual harassment. Labor and employment attorneys specialize in representing victims when those infractions occur within the workplace. But with all that said, is the legal profession guilty of hypocrisy when it comes to policing its own against biases and sexual indiscretions committed against attorneys, and others, while on the job? Sadly, the facts seem to indicate that to still be true. Let’s explore the evidence in more detail now.
In today’s legal market, firms and corporations are looking to resolve the diversity challenges for which the industry has long been known.
Law firms and corporations want diverse candidates and diverse workplaces.
Legal headhunters can make an impact responding to the diversity that firms and corporations seek. Candidates for legal positions – especially minorities —can greatly benefit from a legal recruiter’s advocacy, especially in their journey toward the best-fit job.
It’s no secret that the legal profession has long suffered from a lack of diversity. What’s ironic is that attorneys have historically served on the front lines as powerful voices while championing the equal opportunity rights of women, minorities and those with disabilities.
But do the equity partner rosters at major law firms reflect those cultural diversity views when it comes to their own ranks?
It’s your final semester at a top law school and your grades are good. Graduation is two months away, and you’ve been concentrating so much on your studies and passing the bar that looking for that first real attorney job has taken a back seat. But now it’s time to search out viable opportunities in the legal profession, a daunting process that has you feeling a bit overwhelmed.
You’ve heard from some lawyer friends who graduated the previous year and they’re still trying to get hired at better firms. Soon you will have to pay back student loans, so now it’s “crunch time” with respect to finding employment and realizing a return-on-investment for law school. You certainly don’t want to be flipping burgers at a fast food joint six months from now! With all that said, here are some questions to consider when searching for your first attorney job after graduating law school.
As law firm partners and associates return from their holiday vacations and reminisce about last year’s successes, the casual discussions will transition to anticipatory predictions for the upcoming year as speculations are bandied about. 2017 saw myriad advances within the field of law, some easily foreseen, juxtaposed with others that weren’t even on the legal radar screen as the year dawned. Undoubtedly, the new year will also provide its share of predictable innovations, along with some surprises. According to the experts, here’s a list of the top 3 potential legal trends as 2018 kicks off.
Unless you’re an attorney who’s been practicing under a rock for the past several years, you realize that we live in a global marketplace where transnational legal proceedings have become common. Not only is the globalization phenomenon impacting how we buy, sell and trade, it’s also rapidly transforming the legal profession while fueling the growing need for international lawyers seeking a fresh and exciting career pathway.
There’s an old saying in the business world that: “It’s not what you know, it’s who you know.” For any attorney out there who’s gotten their feet wet in the legal profession, you’ve no doubt found that adage to hold true. For lawyers looking to make a career change and possibly transition from one firm to a more promising opportunity at another, being in-the-know when a coveted position opens up is crucial. And sometimes a trusted fellow attorney friend at another firm has the inside scoop.
Let’s imagine for a moment that your law firm is a professional sports franchise, you are the general manager, and that an important roster spot has opened up that must be filled quickly. You need to fill that open roster spot with the most suitable candidate, while also strengthening your team. As a rule, sports industry insiders including professional scouts would be a necessary part of that process. Reputable scouts are adept at identifying and assessing a player’s talent and specialties, while promoting them within the most mutually-beneficial working relationships for all parties involved. In the end, that’s how successful sports teams are built; one piece at a time.
A widely-used tactic by prestigious law firms is to recruit and hire new lawyers from only a handful of the same “elite” law schools year after year. By employing this “core” campus recruiting strategy, is it possible that these respected law practices are actually overlooking talented and potentially-productive new attorneys when they graduate?
Today’s Specialized Attorneys Need Specialty-Focused Legal Headhunters
Most good lawyers, like doctors, concentrate on certain professional specialties. The best legal recruiters understand this key principle. As a result, legal recruiting firms also specialize in various areas of the law, while representing and marketing their clients.
The legal profession, much like all other aspects of society, has been greatly-impacted by rapid technological advances now at the fingertips of most practicing lawyers. In lockstep with those high-tech, career-enhancement tools, stand the better legal recruiters, or headhunters, as they expertly assist talented law professionals throughout the entire search and placement process.
Digital marketing agency Deep Footprint today announced a new website that will connect job seekers and employers in the legal industry with legal recruiters. The Legal Recruiter Directory is unlike any resource of its kind, making it easy for lawyers and those employing lawyers to gather details about headhunters in their city or state without an extensive online search.