Avoiding Common Mistakes When Hiring Laterals for Your Law Firm
 
QUESTIONS ANSWERED IN THIS ARTICLE
  • What should firms consider when interviewing potential hires? Firms should consider asking fundamental questions about a potential hire's law school experiences and how it will provide them with the necessary foundation to enter the current law firm environment. Additionally, strategy is key when interviewing candidates—since they are most likely looking at other potential offers, firms must entice potential hires by demonstrating total commitment to seeing the candidate succeed at their next firm.
  • What value should other partners consider when making an offer for a lateral hire? Other partners should consider what value this candidate brings to our firm? Will they attract new business or enable us to take on more complex matters? Additionally, they should consider the advantages that other attorneys onboard bring, such as succession planning and other knowledge, experience, and skills that allow a practice to operate more efficiently.
  • What is the benefit of hiring laterals? The benefit of hiring laterals ultimately lies in enabling a firm to serve its clients better by allowing them to quickly expand their practice to other areas and keep up with the demands of the legal market.
  • What is important to remember when making a lateral hire decision? It is essential to carry out each step of the process intentionally and thoughtfully, as every step holds pivotal importance when considering adding a legal professional to your team. The result should ultimately be positive growth and long-term success to benefit your firm in future endeavors.
  • What should be the overall goal of hiring laterals? The overall goal of hiring laterals should be to enable a firm to serve its clients better by allowing them to quickly expand their practice to other areas and keep up with the demands of the legal market. Additionally, it should bring more advantages, such as succession planning and other knowledge, experience, and skills that allow a practice to operate more efficiently. The benefit of hiring laterals ultimately lies in enabling a firm to serve its clients better.
As your law firm grows, you will inevitably need to hire more lawyers to keep up with the work. When hiring laterals, there are a few common mistakes that employers make. By being aware of these mistakes and avoiding them, you can ensure a smoother hiring process and a better fit for your firm.
 

Defining Your Law Firm’s Needs

As many law firms have experienced, existing clients and their business needs are constantly changing, and as a result, many law firms are determined to expand. A well-thought-out approach to lateral attorney hiring is essential for a successful growth process. Doing so means carefully analyzing each potential hire’s potential practice area strengths, evaluating how they fit into the current firm environment, and many other considerations involved in the lateral hiring process. For any law firm looking to adequately address short-term and long-term goals surrounding lateral associates, defining their needs is essential to their success.
 

Determining The Best Source for Candidates

Identifying the best source for legal placement is essential for any legal firm looking to expand its team. Recruiters are responsible for engaging, evaluating, and recruiting ideal candidates based on legal market trends. To ensure a successful recruitment experience, recruiters must be able to ask the right basic questions and key growth-related questions that help determine what kind of person would best fill a new lateral hire or new position. Missing these steps could result in bad hires that don’t fit the company’s culture. Finding the ideal candidates is key to a firm’s success and should be considered when determining legal placements.
 

Screening Resumes and Conducting Interviews

Screening resumes and conducting interviews for potential lateral hires is a delicate activity many large law firms face while searching for candidates. It is essential to consider potential pitfalls and involve outside partners whenever possible. By having a direct line of communication with potential new hires, firms can judge their qualifications and cultural fit within the firm’s environment. An example of allowing for maximum potential success is to ask fundamental questions about a potential hire’s law school experiences and how it will provide them the necessary foundation to enter the current law firm environment. Additionally, strategy is key when interviewing candidates—since they are most likely looking at other potential offers, firms must entice potential hires by demonstrating full commitment to seeing the candidate succeed at their next firm.