Unlocking the Secrets to Successfully Attracting Mid-Career Lawyers: A 6-Step Guide for Your Law Firm

In this article we discuss the challenges for law firms face in recruiting talented mid-career lawyers. We share our tips for standing out from the crowd and both attracting them to your firm and keeping them there!

Australian law firms are facing increasing competition in attracting and retaining talented mid-career lawyers. This is particularly the case due to a buoyant job market for experienced lawyers and increasing demand for legal services. We have found that very high demand for industry specialisation in areas such as commercial, family law, personal injury and insurance law. The Australian candidate shortage has led to many of our client firms asking us how best to compete for top talent in this niche.

Where have the Mid-Career Lawyers Gone?

There are several factors contributing to the shortage of senior and mid-level lawyers. At Legal People, we are finding that candidates at all levels are being much more discerning about applying for roles. They are asking a lot more questions about company culture, values, flexible working arrangements and policies relating to leave before they even apply. This is resulting in less applications than usual for mid-level roles.

We also seem to have lost some lawyers from the talent pool relating to private practice as they have snapped up opportunities to go in-house or to government roles. Some lawyers, after reassessing their priorities during the pandemic have even left the profession all together.

So, what are the useful strategies that law firms in Australia are using to remain competitive and attract talented mid-career lawyers?

1.   Offer Competitive Salaries and Benefits

One of the key factors that attracts mid-career lawyers to a law firm is an attractive salary and benefits package. Law firms in Australia in recent times have had to particularly offer competitive salaries, sign on bonuses and clearly articulated benefits to attract top talent. Lawyers at this level expect competitive base salaries, regular salary reviews, potential for incentive payments, health insurance, and other benefits such as flexible working arrangements, professional development opportunities, and opportunities for extended leave, parental leave and even volunteer leave.

2.   Foster a Positive Company Culture

A positive company culture can be a compelling factor in attracting and retaining talented mid-career lawyers. This includes creating an environment that is supportive, collaborative, and encourages open communication. Law firms can also promote work-life balance by offering flexible working arrangements, wellness initiatives and policies.

3.   Promote Career Growth and Development

Lawyers at mid-career stages are often looking for opportunities to continue their career growth and development. This helps to ensure they do not get stuck in a rut or bored in their current role. Law firms in Australia can promote these opportunities by providing on-the-job training, mentoring programs, attendance at conferences, seminars and supporting them in meeting their CPD requirements. Even mid-career lawyers are potentially still looking for career advancement. They might be seeking management experience, partnership opportunities, or opportunities to take on more complex and challenging cases. Ensuring that career progression is publicised and celebrated can help mid-career lawyers understand your organisation is one that promotes and celebrates hard work and talent.

4.   Provide a Diverse and Inclusive Workplace

Diversity and inclusion are becoming increasingly important to employees. Law firms can create a diverse and inclusive workplace by actively seeking out and promoting diversity in hiring, encouraging diversity in decision-making processes, and promoting a culture of inclusiveness and respect.

5.   Invest in Technology and Innovation

Technology and innovation are rapidly transforming the legal industry, and law firms need to stay ahead of the curve to remain competitive. This includes investing in the latest technology and tools to streamline processes, improve efficiency, and provide a better experience for clients and employees. Some law firms promote innovation by encouraging employees at all levels to suggest new ideas and processes.

6.   Foster Strong Client Relationships

Strong client relationships are crucial for law firms to remain competitive and attract top talent. Everyone wants to work with great clients! Law firms can foster these relationships by providing high-quality legal services, being responsive to client needs, and fostering open and transparent communication. Additionally, law firms can promote their reputation and expertise by publishing thought leadership articles, participating in industry events, and promoting their achievements and awards. Building the firm’s reputation in the market ensures it sits on a prospective employee’s short list of “dream companies to work for”.

Attracting and retaining talented mid-career lawyers is a challenge for law firms in Australia, but it is essential to remain competitive in the rapidly changing legal landscape. By offering competitive salaries and benefits, fostering a positive work culture, promoting career growth and development, creating a diverse and inclusive workplace, investing in technology and innovation and fostering strong client relationships, law firms can remain competitive and attract the best talent in the industry.

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.