Buchanan Law’s Post

📢 Q1 2024 US Law Overview Although lateral hiring increased during Q1, it was perhaps not to the extent that some may have predicted. In January, we saw a significant increase in firm entrances, but this is typically the case in most years, as attorneys often accept offers in Q4 before starting at their new firm in the new year. Listen to Director, Thomas Hanlon, give an overview of the US legal recruitment market in Q1. For a deeper dive, read the full report: https://lnkd.in/eSD2P67K #Recruitment #IndustryNews #IndustryTrends #USLaw

An impediment to lateral partner hiring is the time commitment involved for candidates to consider just a few firms. Laterals need to explore their options before making such an important decision and often go through a drawn-out hiring process with two or three—or more—law firms. They find much of the effort onerous and duplicative when they must fill out several similar Lateral Partner Questionnaires—one for each firm under consideration. Part of how firms are trying to remedy this time commitment is by using the Universal Lateral Partner Questionnaire (U-LPQ) a set of questions that was drafted last year by NALSC: the National Association of Legal Search Consultants to help minimize the effort that candidates must expend in filling out duplicative LPQs. Tina Solis, a partner at NALSC law firm sponsor firm Nixon Peabody LLP who helped create the U-LPQ, said that firms often use the U-LPQ to get seventy to eighty percent of information they need on a candidate, before issuing their own questionnaire later in the vetting process. See: https://buff.ly/4f8BUxY A growing number of law firms are accepting the U-LPQ as part of the lateral partner candidate vetting process. Has yours? Downloadable U-LPQ forms are available online at https://buff.ly/49SQ5ny #NALSC #legalrecruiting #lateralattorney #lawyerrecruiting #U-LPQ

An impediment to lateral partner hiring is the time commitment involved for candidates to consider just a few firms. Laterals need to explore their options before making such an important decision and often go through a drawn-out hiring process with two or three—or more—law firms. They find much of the effort onerous and duplicative when they must fill out several similar Lateral Partner Questionnaires—one for each firm under consideration. Part of how firms are trying to remedy this time commitment is by using the Universal Lateral Partner Questionnaire (U-LPQ) a set of questions that was drafted last year by NALSC: the National Association of Legal Search Consultants to help minimize the effort that candidates must expend in filling out duplicative LPQs. Tina Solis, a partner at NALSC law firm sponsor firm Nixon Peabody LLP who helped create the U-LPQ, said that firms often use the U-LPQ to get seventy to eighty percent of information they need on a candidate, before issuing their own questionnaire later in the vetting process. See: https://buff.ly/4f8BUxY A growing number of law firms are accepting the U-LPQ as part of the lateral partner candidate vetting process. Has yours? Downloadable U-LPQ forms are available online at https://buff.ly/49SQ5ny #NALSC #legalrecruiting #lateralattorney #lawyerrecruiting #U-LPQ

📰 Law firms are raising the bar for lateral hires! In a recent New York Law Journal article, industry experts reveal that law firms are now implementing more extensive vetting processes when selecting lateral candidates. This shift is primarily driven by the need to ensure cultural fit, assess long-term potential, and maintain high standards of legal expertise. These enhanced vetting procedures aim to create stronger, more cohesive teams to serve clients better and foster a collaborative work environment. Read the full article here for more insights 👉 https://ow.ly/A56w50SLhnk #LegalIndustry #HiringTrends #LawFirms #ProfessionalGrowth #LegalCareers #LegalRecruiter #Recruiter

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Everything takes longer these days. The lateral lawyer recruiting process for both associates and partners “is probably 25 to 30% longer” in 2024 than it was in 2021 according to Dan Binstock, NALSC: the National Association of Legal Search Consultants board member and partner with Garrison. “Firms were probably burned by the rapid hiring they did coming out of the pandemic in 2021 and 2022,” said Katherine Loanzon, a managing director at NALSC member firm Kinney Recruiting. As a result, she said, when the market started to turn, firms noticed many associates that they had hired weren’t good fits.” Now, firms are “taking a much longer process to vet the candidates’ skills to make sure that they really do have the requisite experience. It goes beyond what’s mentioned on a resume,” Loanzon said. For a discussion of this increased vetting, see: https://buff.ly/4f8BUxY What are you seeing in the marketplace? #NALSC #legalrecruiting #lawjobs #legaljobs #lawyerrecruiting

Everything takes longer these days. The lateral lawyer recruiting process for both associates and partners “is probably 25 to 30% longer” in 2024 than it was in 2021 according to Dan Binstock, NALSC: the National Association of Legal Search Consultants board member and partner with Garrison. “Firms were probably burned by the rapid hiring they did coming out of the pandemic in 2021 and 2022,” said Katherine Loanzon, a managing director at NALSC member firm Kinney Recruiting. As a result, she said, when the market started to turn, firms noticed many associates that they had hired weren’t good fits.” Now, firms are “taking a much longer process to vet the candidates’ skills to make sure that they really do have the requisite experience. It goes beyond what’s mentioned on a resume,” Loanzon said. For a discussion of this increased vetting, see: https://buff.ly/4f8BUxY What are you seeing in the marketplace? #NALSC #legalrecruiting #lawjobs #legaljobs #lawyerrecruiting

This fantastic article by Mimi Lamarre highlights how law firms have extended their vetting process to months, striving for thoroughness in ensuring robust books of business. However, I believe it's crucial to balance this thorough vetting with genuine interest in candidates, ensuring the process doesn't feel like just "kicking the tires." While the article emphasizes the extended hiring timelines, I suggest that the universal lateral partner questionnaire (LPQ) should be adopted by every firm, especially early in the process. It has proven incredibly helpful in expediting the hiring process while demonstrating the candidate's seriousness. By using the universal LPQ initially, firms and candidates can focus on more specific details as they get serious, balancing thoroughness with efficiency. #LegalRecruitment #BigLaw #TalentAcquisition #LateralHiring #LawFirmStrategy #LegalIndustry #VettingProcess #RecruitmentInsights #LegalTrends #LawFirms https://lnkd.in/gvPYnSvi

Unlike mass recruitment, retained search firms deeply dive into your specific needs. We work closely with you to understand your culture, vision, and the exact skillset you require. This allows us to target high-calibre legal professionals who not only possess the right qualifications but also align perfectly with your firm's unique environment. Contact Life After Law today to learn more about retained legal search and build your dream team: https://bit.ly/3rcyPbK #LegalJobs #Legalrecruitment #RetainedSearch #Cdnlaw #LegalRecruiter #LifeAfterLaw #LegalSearch #InHouseLegalTeam #LegalJobs #LawyerJobs #LegalTalent

🌟 Ready to enhance your team's capabilities? We specialize in connecting law firms with skilled legal talent that drives success and innovation. To learn more about our tailored recruitment services, contact me at krista@theproud.ca. #LegalRecruitment #TeamEnhancement #HireTopTalentToday #LegalRecruitment #HumanResources