In this article we discuss the challenges of attracting Generation Z lawyers to your firm. We share our tips for highlighting and communicating your firm’s purpose and policies in a way that can be found online by these digital natives. Keep reading to find out how to give your firm the edge.
Recruitment is a constantly evolving and delicate balance between what a firm offers based on available resources and what a candidate wants. As new generations come into, and then dominate the workforce, individual motivations and driving factors change. Firms need to take a moment to consider the needs of a new generation of workers, in terms of what they want from an employer. At Legal People, we believe firms who take the time to do this and adjust their offering accordingly, will be in a better position to attract the best talent.
Let us take a moment to define things:
Millennial or Generation Y: This term is interchangeable and relates to individuals born between 1981-1996. The eldest of this generation are currently in their mid-forties and well established in the legal industry.
Generation Z: Born between 1997-2012. The eldest of this generation are in their mid-twenties at the time of writing and are filling the ranks of interns, graduates, paralegals, and junior lawyers. The focus of this article specifically, is recruitment strategies applicable for Generation Z.
What is it that is unique about our younger colleagues?
The millennials came to prominence at a time when the internet exploded. They barely know a time before Google and mobile phones. Generation Z took this a step further, and they are hyper-connected. They grew up in the time of iPhones, Wi-Fi, YouTube, streaming and social media. They are exceptionally well-researched and expect an employer to add value to their lives and careers, not just provide a hard-earned salary. They invest the time to do their due diligence when it comes to investigating a prospective employer. They want to ensure a good fit.
Our tips for attracting Gen Z lawyers to your workforce are:
1. Offer Flexibility
Everyone wants flexibility post the pandemic and Gen Z is no exception. Abigail is thrilled that her role at Hive is 100% flexible in terms of working location, and hours. She understands this is a mutually beneficial agreement that is contingent to the work getting done. While she wants the highly valuable office time with her colleagues and mentors to learn and develop, she also benefits from the quieter opportunities to work from home.
Flexibility should be assumed by employers in the legal industry to be a bare-minimum to attract this generation. It can come in many guises including hybrid working, remote working, a condensed working week or opportunities to negotiate extended leave. It should be negotiated wherever possible on an individual basis to meet their unique needs.
2. Emphasise your Companies Values and Purpose
Whilst many firms have taken the step of adding their values to their website, Abigail points out that values need to be demonstrated and lived via experience throughout the workplace. When comparing firms last year, she saw several firms that valued flexibility, yet had set “in-the-office days” for all employees. Some firms said they valued diversity, yet only demonstrated it in entry level positions and not in leadership roles.
At Legal People we are finding more and more that Generation Z values purpose-driven work and seeks to make a positive impact on the world around them. Ensure that you are highlighting your firm's values and are demonstrating your commitment to social responsibility, diversity, and inclusion in information packs, on your website and via social media channels.
3. Provide Professional Development Opportunities
Generation Z wants to learn and grow in their careers. Ensure that you are offering opportunities for professional development, mentorship, and training. Even better, if you are demonstrating and communicating clear career pathways via individual profiles and career stories on your company website, in the media or your social platforms..
4. Offer Competitive Compensation and Benefits
Generation Z wants fair compensation and comprehensive benefits. Ensure that your compensation package is competitive. Consider offering market leading benefits relating to leave, insurance, health and well-being initiatives. Highlight any additional social benefits such as firm-wide events, retreats, or clubs as Gen Z understands the value of making connections and building their networks.
In our experience at Legal People, we are finding that younger generations have different expectations from law firms in relation to compensation for experience. They are less likely to be satisfied with a basic pay band attached to their PQE level. They want to understand whether they are supervising staff or working autonomously and to be compensated accordingly.
5. Focus on Company Culture and Leadership
Generation Z values a positive company culture that promotes collaboration, teamwork, and open communication. Find a way to highlight and articulate your firm's culture and encourage a positive work environment. Even better if this is supported by your employees via your word-of-mouth reputation in the market.
Generation Z want to work for inspirational, charismatic, and aspirational leaders. They want to see evidence of this throughout their workplace. They are less enamoured with a hierarchical structure where junior employees should be seen and not heard!
By keeping up to date with what the incoming generations want from an employer, and building your offering based on a highly researched and digitally savvy candidate base, you can attract energetic and informed young professionals to your team.
Should you need help recruiting talented legal professionals for your business, or a confidential career discussion please get in touch at [email protected]. We are specialists in the Legal Industry. We recruit Lawyers, Support staff and HR professionals in Melbourne, Australia.
