Strategies to Build a Winning Legal Talent Pipeline

One of the most frustrating aspects of owning and operating a law firm of any size is when you need to fill a position, either permanently or temporarily. This can result from various occurrences: an employee retires, takes a leave of absence, wishes to change careers, finds greener pastures elsewhere, goes on maternity/paternity leave, is fired or promoted, or, sadly, dies. A position could also become vacant due to firm restructuring or a newly discovered need to create a new position. I’ve experienced all of this, and it can be daunting.??

Even more daunting is when you don’t have much (or any) notice to fill a role. This is where having a hiring pipeline in your back pocket can become one of your strongest assets.

What is a hiring pipeline?

A hiring pipeline describes the preparation involved in identifying, engaging with, and nurturing potential candidates for current or future employment opportunities.

It entails creating a pool of qualified candidates who may not be immediately available or even seeking employment but have the potential to fill roles within a law firm in the future. Cultivating a pipeline is accomplished using various methods, which are discussed below.

What are the benefits of creating a legal recruitment pipeline?

As I’ve discovered, creating a legal recruitment pipeline has numerous benefits, each of which can save time, money, and, best of all, stress.?

It streamlines the hiring process.

Did you just find out one of your top billers has been poached? Has your office manager decided not to return after taking maternity leave? Though it’s disruptive, the hard truth is that everyone, including you as a law firm owner, is replaceable (hello, succession planning!).?

The key is having a system to turn to when the sh*t hits the fan. That, y’all, is your hiring pipeline, which provides you with not just one option but many.?

It creates an endless flow of qualified candidates.

Qualified candidates are individuals who fit a particular role but may not be seeking a position with you just yet. Still, they are keen on keeping their options open the same way you are. The timing may not always line up, but becoming part of your talent pool can create mutual benefits later.?

It lessens the time it takes to hire.

Since you have already pre-screened candidates, you can reduce the time it takes to fill open positions by quickly identifying suitable candidates from your pool as soon as a position opens up.

It leads to higher-quality candidates.

Building a pipeline when you don’t actually need to cull from it allows you to grow relationships with talent strategically over time. You have time to assess candidates’ skills and experience and whether they will be a strong fit culture-wise before hiring. This results in better decision-making and less chance for turnover, which, in turn, leads to cost savings.?

It saves your law firm money.

It’s no secret: Legal recruiting is expensive, especially if you have to go back to the drawing board every time a position becomes available. With a talent pipeline, you reduce your recruiting costs by eliminating the need to hire an outside recruiter, as well as having to pay for ads, finder’s fees, and other related hiring expenses, not to mention you can save time, which is money.

It becomes part of your law firm’s branding.

Part of what makes Elise Buie Family Law Group a one-stop destination for family law and estate planning is rooted directly in the people who work here, people we handpicked because of their skills, professional and life experience, and cultural fit. We take a holistic approach to family law matters, understanding they are deeply tied to emotions, self-esteem, and a desire for self-improvement.?

In other words, we value people, beginning with the ones who work here. How else could we expect to serve our clients from a genuine place of care and with empathy the way we intend? This is a rhetorical question, folks.?

It prepares you for the unexpected, allowing you to be flexible.

The ability to remain flexible in the face of unexpected events is a superpower. When you have a diverse hiring pool to refer to, you can get creative in your hiring. You can hire people with a broader and more unconventional background, leveraging their unique skill set to fill a role for which no known title exists. Except for the title you have in your mind — the one that aligns with your vision for your law firm and how it can help others.???

It enables you to plan long-term.

You may not have the budget for it yet, but you know what you want to do and what you want to build. Here’s the thing about great ideas: They remain ideas until you can execute them. So, why not start growing your pipeline filled with people who can?

What are the best ways to create a flowing legal talent pipeline?

Creating a flowing legal talent pipeline requires a strategic approach and ongoing effort to maintain it. Here are some ideas about how to get started.

Get out there and network.

When I first came to Seattle, I knew almost no one. But it didn’t stop me from signing up for every networking event I could, from cocktail hours to conferences.?

I talked to anyone and everyone — alumni, peers, receptionists, assistants, paralegals, law associates — and guess what? A few of those people ended up coming to work at EBFLG when I was ready to expand. At that point, all I had to do was pick up the phone.?

Engage with local law schools.

I didn’t go to law school in my new home state of Washington, but you would think I did based on how I began interacting with the University of Washington School of Law, where, not so coincidentally, a number of our attorneys studied.?

Start an employee referral program.

Do you know who may have someone in their network who would be a perfect fit for your law firm? Someone who knows the culture firsthand and is happy there. As an incentive for employees to keep their eyes peeled, consider starting an employee referral program that rewards finding new hires who stick.?

Devote a portion of your online presence and branding to recruiting.

Branding is a long game. It can cover many areas, one of which should be why your law firm is an appealing place to work. Is it the culture, the number of days off, flexibility, and the ability to work remotely??

Write about it, talk about it, and, most of all, stay true to the work environment you have created. You’d be surprised how fast word travels and how many people are waiting in the wings for the role that suits them to come up so they can make a move.?

Create job postings in advance for key positions.

Even if certain roles are filled with the best people you could ever hope for, nothing lasts forever. Though you may not want to think about the day they will leave, you should. With this goal in mind, create job postings for key positions before you need them, outlining the experience and skills required to fill them. Include an SOP for finding talent to fill those roles in a timely manner should you discover you have to.

Stay in touch with past employees and candidates.

You weren’t dating your former employees, so there’s no need to go “no contact” with them unless you ended on a poor note. Even though a former employee left of their own volition or a candidate turned down your offer for another, they may still be a part of your law firm’s future, whether as a team member or a referral source. The moral of the story? Don’t burn bridges unless you must.?

Use data to drive your recruiting strategy.

Data is important for tracking how many cases you open the same way it is for determining what each of your recruiting strategies yields. Whether because of time, money, or both, you want to make sure you are getting the most from your efforts, namely quality recruits who will either come to work for you one day or help you source the person who will.?

Never stop recruiting.

At some point, you may find your company is running like a well-oiled machine and want to turn your attention and resources elsewhere. Don’t. It takes time to build momentum for your pipeline, so resist the urge to turn off the faucet even when you have enough water in the hiring pool. Remember, when pipes aren’t used, they get clogged or rusty.

Final thoughts …

Establishing a recruitment pipeline can streamline the hiring process, improving the overall quality of your candidates while strengthening your ability to attract and retain top legal talent. It certainly has for us.

By consistently implementing the above strategies, we are continuing to create a flowing legal talent pipeline that will meet our current and future staffing needs. We do this so our clients can continue to receive the high level of service we offer, and our teammates can provide it in a work environment that supports and is rooting for them, too.

If you're interested in learning more about Elise Buie Family Law Group and the possibility of joining our team, please check out our current job openings.

Elise Buie, Esq. is a Seattle-based family and divorce lawyer and founder of the Elise Buie Family Law Group. A champion for maintaining civility throughout the divorce process, Elise advocates for her clients and the best interests of their children, helping them move forward with dignity and from a position of strength