Hiring a legal locum for the first time

By Katie Beverley, Manager, Sellick Partnership Limited - Legal Division, Private Practice

 

The legal sector has experienced growth in the last couple of years, with the uncertainty of lockdown followed by a period of busy caseloads and positive momentum. However, for many firms, this has been tempered by an industry-wide skills shortfall, which has made it difficult to find the right candidates for key roles.

At a time when permanent recruitment is proving a challenge, a growing number of firms are looking to the legal locum market. In many cases, they will be doing so for the first time, and may not be fully aware of the processes involved.

Here, we will take a look at the reasons why legal firms may choose to hire a locum, and the significant benefits they can unlock by making use of locum talent.

The reasons for hiring a legal locum

Locum workers are the ideal solution for filling a skills gap on a temporary basis, even at very short notice. Legal professionals who specialise in locum work will usually have between four and 10 years of post-qualified experience (PQE), with a wide range of experience in working with legal firms of all sizes on various projects within their area of specialisation.

As such, locum appointments are ideal for firms that need a qualified professional to fulfil a role on a short-term basis, whether due to:

• A lack of available staff capacity caused by sickness, extended holidays or maternity leave.
• A temporary excess of work due to a sudden case influx or a large-scale project.
• A need to provide short-term cover for a recently departed staff member while a permanent replacement is being recruited.

Legal locums can be hired to take on all kinds of responsibilities, depending on the needs of the business. In some cases, this may be as simple as answering phones, sending emails and attending to urgent matters; in others, locums may be needed to run a caseload in lieu of a permanent member of staff, progressing and closing matters in accordance with the needs of the employer.

Whatever the firm requires, locums are available to fill these roles for as long as is needed, whether on a part-time or full-time basis. This allows the employer to relieve temporary pressure on the business and ensure that essential work is being completed on schedule even during busy periods, without having to commit to bringing in a permanent recruit on a long-term contract.

The process of hiring a legal locum

Even if a legal employer has never used locum workers before, the process for hiring them is designed to be straightforward and efficient. Firms will usually appoint a locum through a specialist recruiter, like Sellick Partnership, providing them with information on the details of the assignment and the skills they are looking for, allowing the recruiter to match them with a candidate that has the right profile.

Once the recruiter has selected someone, the employer will receive a copy of the candidate’s CV, alongside information about the relevant assignments they have done previously. The recruiter will take responsibility for carrying out all of the essential background checks, including information on references, right to work, payment setups and the candidate’s history with the Solicitors Regulation Authority (SRA).

When hiring a locum, you should bear the following processes in mind:

• Locums are typically paid via a single inclusive hourly rate plus VAT. This includes: basic salary, recruiter fees, National Insurance contributions, holiday pay, apprenticeship levy, pension contributions and benefits. You will only pay for the hours completed, with no hidden extras, and the recruiter will pay the candidate directly, with no need for the company to add them to the payroll.
• Locums will not have their own insurance, and will need to be covered under the company’s legal indemnity insurance. As such, you may need to inform your insurer that you are taking on a locum, which may involve providing their CV or practising certificate, or completing a questionnaire.
• The employer will not need to give notice to end the locum contract, providing them with additional flexibility in obtaining talent on a short-term basis. However, as a professional courtesy, it is best to give a week’s notice so the recruiter can find a new placement for the locum.
• Locum staff can be brought in extremely quickly, even within a day, and your recruiter will work with you to provide candidates who can offer the level of flexibility you require. However, if you can provide as much notice as possible, this will make it easier for your recruiter to match you with the right candidate effectively.

The benefits of hiring a legal locum

By bearing these processes in mind, you will be able to take full advantage of the significant benefits that legal locum recruitment can offer:

• Locums offer significant flexibility, with candidates available for full-time, part-time, remote and hybrid working, depending on your specific requirements and schedule. No matter what your needs are, your recruiter will be able to find a locum who can fit in with your specifications.
• Locums have considerable experience of working with firms of all kinds across the country for many years, meaning they can easily adapt to your culture and the circumstances of your organisation. From old-school practices to modern paperless firms, you will be able to find a locum that is compatible with your style of working.
• While locum work was once primarily done by older professionals at the end of their careers, the market is starting to skew younger, with more newly qualified professionals keen to take on this kind of work. That creates more opportunities for firms to build long-term relationships with up-and-coming professionals, offering the option of transitioning them from temporary placements to permanent hires.
• Although the locum market has also been affected by the recent talent shortages, the talent pool tends to be more fluid due to the short-term nature of locum contracts. This means locums will move around more often, offering greater candidate availability and shorter waiting times for new appointments.

For businesses that have not previously utilised locum workers, exploring this market could represent a step outside their comfort zone. However, given the proven positive impact that locum appointments can have on easing workloads, achieving results and providing access to essential skills, this could be a step that is well worth taking.

 

For more advice or to discuss locum opportunities, please contact myself or my team on 0113 243 9775 or get in touch with Sellick Partnership via our website. Alternatively, you can find all of our legal locum roles here.

 

In Association with Sellick Partnership