The Future of Recruitment: Navigating Trends and Challenges in a Changing Landscape

The Future of Recruitment: Navigating Trends and Challenges in a Changing Landscape

Recent events such as Brexit and the Covid-19 pandemic have taught us that doing what we've always done is no longer enough to be successful. Instead, we must look to the future, consider the ways in which we can embrace emerging trends and work collaboratively to address the challenges that our sector is facing.

Below, we explore five trends that we believe will be instrumental in shaping the future of recruitment in the legal profession.

1. Technology.

Advancements in technology and automation are streamlining the recruitment process, with Applicant Tracking Systems screening applicants' resumes before they are seen by a human recruiter, candidate assessments being conducted electronically, and even video conference interviews are becoming more common.

As technology evolves with the arrival of 5G and the IOT, together with artificial intelligence, it is likely that recruiters in the legal industry will need to familiarise themselves with the possibilities that they offer in order to effectively leverage these technologies to enhance efficiency and productivity.

The analysis that results from automated recruitment processes can be invaluable in identifying trends, measuring the effectiveness of recruitment practices, improving diversity and creating enhanced hiring outcomes.

2. Diversity.

Creating an inclusive workforce is no longer promoted only because it is the right thing to do, but because it can improve productivity and profitability. It has been proven on many occasions that clients prefer a law firm whose staff backgrounds reflect their own and hold the belief that diverse firms will better handle their case.

A law firm with strong ethics, that actively seeks staff from a diverse range will also serve to boost the public's confidence in the legal system. As diversity and inclusivity become more commonplace in everyday life, so too must legal recruiters seek to attract applicants from a wide range of backgrounds and experiences, including those from minority groups and LGBT applicants.

3. Embracing new skill sets.

Whilst a lawyer must always have deep legal knowledge, advances in technology will likely require legal professionals to also understand and demonstrate their expertise in other areas, including cybersecurity, data privacy and artificial intelligence, in order to fully satisfy their clients' needs and to address their concerns.

Soft skills are just as important, with emotional intelligence being a highly valued quality. Those recruiting to client-facing legal positions must satisfy themselves that their chosen candidate can engage empathetically and persuasively with both their clients and colleagues.

4. New recruitment strategies.

Continual attraction is a strategy that is being successfully employed by a number of law firms to increase their ability to recruit and retain the staff that they need. This involves using social media to build and foster relationships with potential job-seekers, softly promoting the benefits of working for their firm and creating a culture in which potential employees are keen to engage.

Other strategies that are becoming more commonplace include engaging with potential candidates at virtual events and partnering with educational facilities.?

5. Flexible working.

The pandemic demonstrated that even the most complex legal work can be carried out remotely once the correct tools are in place to allow for effective collaboration. This means that candidates who are not given the option for flexible or remote working are less inclined to pursue those opportunities.

Accordingly, legal recruiters must become adept at evaluating the ability of prospective candidates to deliver against their KPIs whilst working remotely. This involves developing a detailed understanding of their communication skills and digital literacy through engagement at the application and interview phases.

The future is coming and adapting to a changing landscape must start now to ensure that legal recruiters are well placed to embrace the changes. By preparing now, you will be positioned to overcome the challenges that you face and retain your top talent.

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