The cost of a bad hire in the legal market

It is suggested that hiring managers will realise their hiring mistake within the first two weeks of a new recruit starting. This article will look at the cost of a bad hire in the current recruitment market and acknowledge what you, as an employer, can do to mitigate the risks in your onboarding process.

Now more than ever, it is essential to have the right team in place, especially when making the wrong hiring decision costs your firm money. The pandemic has altered the way employers need to approach their strategies towards recruitment and retention.

When a firm’s time and resources are spent training a new hire, the investment stakes are high. If that new starter decides to leave their placement after a short period of time, or they underperform, it puts you and your firm in the awkward position of having to re-fill that role and restart the recruitment process. This is why it is important to ensure that your onboarding process is thorough and concise to select the right candidate amongst the masses.

In a post-pandemic landscape, this can be particularly challenging when some of the process is taking place virtually. Conducting interviews remotely creates additional barriers as it often fails to convey a candidate's full potential and personality – which are crucial to denoting whether they will settle into the role and integrate well with your team.

Here are some tips on how to streamline your recruitment process:

Establish a succinct and informed job description.

What are you searching for in a legal hire? Finding the right hire begins with attracting the right talent pool, so make sure you are presenting your firm’s brand and culture in your job description. The last thing you want is to be faced with a high number of candidates who do not meet your requirements.

The job description should provide candidates with insight into your firm and the role they are considering. It may be their first impression, so make it count. Include both a detailed summary of the position and a description of the qualities you are searching for in an applicant.

Prepare questions/points that are specific to your firm and its core values.

Embody the qualities you seek. When interviewing candidates, it is essential to gauge whether they would align well with your corporate values. After all, they may be representing your firm if all goes well. If you are searching for a candidate who listens and acts on feedback, demonstrate your willingness to do the same. The ideal legal hire would stay and develop their career with your firm, so make certain you are providing a solid foundation of communication and trust.

Provide incentives for the placement you are offering.

To increase the chances of your candidate staying at your firm long-term, demonstrate the ways in which your firm supports its employees. Starting a new job can be a daunting prospect, so make sure your potential new hire feels welcomed, supported, and valued. Employee morale and motivation is paramount to success, so ensure that your company provides room for improvement and potential for advancement.

Demonstrate an openness to change.

Since the pandemic, what legal jobseekers are looking for has changed and in this current recruitment market, adaptability is vital. Flexible working has become essential, with many searching for hybrid working models rather than being on-site every day of the week. In turn, hybrid working has become the norm in many law firms. Adapt to the post-pandemic market and showcase a willingness to compromise when necessary.

For further insight into attracting and retaining the best legal talent in this competitive market, speak to our dedicated account managers for expert advice and successful recruitment.

Contact our account managers directly: Stephen Pamnani, Rakesh Punj or Sasha Kum.

Call 020 8049 4000 or email sales@lawsociety.org.uk.

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