Let’s talk about talent. In this article, you’ll discover practical approaches you can take to better attract and retain talent in small law so that you can grow your team, free your time, and scale your practice with engaged employees.
Once again, I asked the experts of the Small Law BIG PROFIT Summit what they thought about this topic and you’ll find their advice on attracting high quality employees and retaining those employees inside here as well.
Of course, tapping into the Small Law BIG PROFIT Summit is the best way to see these experts in action and get insights and action plans for the next year.
With dedicated expert sessions and panel discussions dedicated to helping you attract and retain talent, you’ll also find expertise to help you with time management, sales and marketing, setting up processes and automations and profit maximization. This is, after all, the Small Law BIG PROFIT Summit!
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My Advice To Attract and Retain Quality Talent
Don't Wait For More Revenue
Get practical about your options and incrementally add to your talent base based on your needs and budget.
You don’t need to wait until you have the money for a full time associate hire. Instead, look to the many options available in the marketplace (full time, part time, contract, W2), use the tools of organizational design, and build a team as you scale. You may find that a part-time assistant, an on demand paralegal, and a part time intake specialist or sales associate are better for you than a single catch-all hire.
Incremental = Opportunities To Do It Right
Plus, this also gives you the opportunity to learn how to delegate more effectively, learn leadership skills with the help of coaching, and ease into hiring, especially if this is something new for you.
Check Out All The Resources
Finally, check out the many resources available to help you source talent. Just because doing it yourself seems less expensive at the outset, recruiting and attracting the right people is a skillset in and of itself. You wouldn’t represent yourself in court, especially without the right expertise.
Our Experts' Take On Practical Approaches To Attract and Retain Talent In Small Law
Showcase What You Stand For
Susan Gold, Susan Gold Coaching
Why did you create your law firm? What does it stand for? Your employees are your brand ambassadors, proud to represent your firm and demonstrate those values. Treat them with respect, pay them fairly and provide strong leadership.
Share The Vision
Evan Polin, Polin Performance Group
Firms can communicate more effectively with employees and potential employees to attract and retain talent. Time needs to be spent sharing the vision of the firm with employees/potential employees to ensure that there is a cultural fit with the firm.
Clarify Expectations
Belle Walker, Belleview Consulting
Clarifying expectations is a surprisingly powerful retention tool. Talented individuals want to know that they are crushing their goals every day. Providing performance and quality standards gives your top employees a mark to beat - and they will!
Explain The Why
Walter Miller, Norman Professional Services
Explain why a process or workflow exists. Non-legal talent didn't go to law school. It's not always obvious to them how an attorney thinks.
Foster A Trust-Centered Environment
Dan DeFay, NorthStar Technology Group
A practical way for small law firms to attract and retain talent is by fostering a secure, trust-centered work environment.
Let Your Employees Feel Valued
Steve Fretzin, BE THAT LAWYER with FRETZIN
To attract and retain talent, create a work environment where employees feel valued and heard. This starts with transparency in communication and offering flexibility where possible.
Understand Why Employees Quit
Ron Bockstahler, Amata Law Offices
Attracting and retaining talent is a challenge for all law firms, but small/solo law firms face even more challenges than their larger counterparts.
Breaking down a few of the key reasons employees cite as reasons for quitting, it's difficult for small/solo law firms to provide the opportunities and compensation talented staff are searching for. Some firms hire an inexperienced employee to train them as their paralegal. It's time consuming, but after several months the employee is able to take on most of the tasks required of the job. But what is next?
One of the most cited reasons for exiting is the need for more of a challenge, searching for job growth and career advancement. Many staff members feel they are hired to handle "paralegal work" then find most of the work they are assigned is more administrative in nature.
Another often cited reason for leaving, is the stress involved in working at a law firm. The work can be slow, then pick up quickly, leading to long stressful hours working to meet deadlines.
The first thing to address these future issues is to be transparent on the type of work the employee will be handling, including letting them know up front that at times long hours will be required. Like anything else, success starts from the beginning.
Offer flexible work environments like virtual offices and working remote. Couple this with support structures like virtual assistants and remote paralegals to make a modern, flexible work environment that is still productive.
Offer Incentives For Professional Development
Laura Sauter, Agency Bel
Offer incentives for professional development, such as speaking, blog writing, or expanding skills into new practice areas. Promote your firm’s brand as a supportive & growth-oriented workplace to better resonate with GenZ and others who seek purpose-driven environments.
Leverage Digital Marketing To Showcare Culture
Marc Apple, Forward Push | Law Firm Marketing
A practical thing small law firms can do to better attract and retain talent is to leverage their digital presence to showcase firm culture and opportunities for growth.
Address The Practical Concerns
Michael Schodrof, Alex Brown/Raymond James
A robust benefits package is important. Employees have practical concerns just like you do. They need a basic life insurance plan, health care choices, savings options around HSA plans, 401k options and maybe a Cash Balance Plan.
Attract And Retain Talent For Small Law Success
Attracting and retaining talent isn’t just about filling roles—it’s about building a team that shares your vision and fuels your law firm’s success. Whether you’re scaling incrementally with part-time help or creating a culture that supports professional growth, the right strategies can transform your firm into a thriving business that’s effective helping you reach all of your goals.
If you’re ready to take the next step and gain actionable insights for the next 12 months and beyond, don’t miss the Small Law BIG PROFIT Summit. Join industry experts, hear the real struggles and success stories of your peers, and discover more tools to build a team and a business that’s set for long-term success.
Tap in now at smalllawbigprofit.com and start building your dream team today!
