The selection process for law professionals has been changing. Firms should take these changes into account if they are interested in attracting and retaining new talent.
The first of these shifts involves changing the way candidates are evaluated. Knowledge of technical skills like English, degrees, and work experience was the way this was previously understood. Now, we add other skills like teamwork, communication, delegation, leadership, emotional intelligence, stress management, and others. These are commonly referred to as soft skills.
Soft skills can help predict the level of success a candidate may eventually achieve in a firm. These abilities determine if they can work in a team, be effective, and attain personal growth according to organizational career goals. Traditionally, hiring plans focus on identify and evaluating technical knowledge, but this is now changing.
For their part, these soft skills require additional effort to be discovered and developed compared to technical skills. For this reason, we are obliged to find the combination of both of these sets of skills, soft and hard. The other important trend is constructing an employer brand, including potential opportunities for internal promotion for employees, which is an important tool for personnel retention.
In order to strengthen the employer brand, it is critical that the company reputation as an employer is developed to attract new talent. To bolster this branding, it is important to utilize some of the company’s support structure, including social media and personal contacts, to let people know what it is like to work at said company.
Marketing is a key factor in generating interest with potential employees and the public, in general. Explaining organizational culture and the professional development program are highly recommended ways to help your firm stand out from the rest.
Once you manage to find talent, it is critical to retain them. For this reason, you should be aware of changes in interests and expectations, as well as good co-workers. You should know how to adapt to personnel changes and tell team members about the possibility of broadening their knowledge and skills. In this way, the employee will become more competitive in the market.
When you are able to both keep good talent and help them to grow professionally, you guarantee a future which includes allies that are capable of spreading the word about the good reputation of the firm. All of the aforementioned ideas necessitate designing a personalized career plan, taking into account every personal and professional need of your employees. This will enable movement among different departments within the company.
Author: Liliana Rodríguez