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Making the right hires post-pandemic
The age of coronavirus has – or at least should have – expanded the candidate pool for small legal practices looking to grow. Knowing how best to bolster one’s team is critical.
Jerome Doraisamy
Speaking ahead of her appearance at the 2021 Boutique Law Summit, D2 Legal Technology APAC lead Rachel Scanlon (pictured) said that one of the best things to arise out of the past year is that, as a result of increased uptake of remote and flexible working, there are more options for employers to choose from in sourcing new team members.
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“I know of firms looking at hiring staff members in other Australian states or even overseas, when in the past it was critical that the work was done in the head office city,” she mused.
Expansion for expansion’s sake, however, is something that boutiques must avoid at all costs, she warned.
“Growing a team in the right way is as critical as it has ever been. Since the legal profession relies so much on human thinking, growing a boutique business hinges on having the right people at the right time,” she said.
“The harder part about growing a team now is how to integrate new people when they often will not meet other colleagues in person for some time. I recommend early in-person meetings for any new hire and coming into the office at least once a week to establish personal connections.”
When asked how a business owner can best deduce what the right kind of hire looks like for their idiosyncratic professional needs, Ms Scanlon said that leader should “trust, but verify”.
“By this I mean that hiring managers should trust their instincts, trust what the other interviewees say, and trust what is on the CV or LinkedIn. In addition, they should take legitimate steps to check technical expertise (I used to give candidates a document to mark-up), speak to referees, and investigate any red flags,” she said.
There are three components, she added, to a good hire for a boutique law firm in a post-pandemic marketplace.
“First, ability (after any necessary upskilling) to do the work to a high standard; second a positive attitude; and third, a cultural fit,” she advised.
“In an ideal world they will do the work perfectly, always put their best foot forward, get on with the team, and stay long term. The reality, however, is that people are human, and organisations have to be flexible in supporting their people through difficult times.
“Managers have to deal with personality conflicts effectively, and also recognise that having a team which fits culturally does not mean that everyone must come from the same culture or mindset, quite the opposite in fact.”
Are you looking to launch your own practice but not sure where to start? Lawyers Weekly’s Boutique Law Summit returns to Sydney this month, designed for individuals who are looking to maximise their competitive edge in a post-pandemic marketplace. The event will be held on Friday, 26 March at the Four Seasons Hotel with a full agenda available to view here. To learn more about the event, click here.
