Beyond the accolades of prestigious clientele and landmark cases, a law firm’s true triumph rests upon its ability to attract, retain, and empower its most invaluable asset—its people.
In the past year, we have seen law firms like Spanish-based Perez-Llorca and Beijing-headquartered Han Kun Law opening up offices in Singapore. If law firms in Singapore do not prioritize and invest in their employer branding strategies to secure top talent, it is likely that they will not have a competitive edge in the market.
As a specialist in executive search with extensive experience in talent acquisition for the legal industry, I have witnessed firsthand the transformative impact of employer branding across law firms and corporate companies with in-house legal teams alike. Strong employer branding reduces turnover, cuts hiring costs, and influences candidates’ perceptions, significantly impacting the hiring process and the firm’s bottom line.
While partnership within a law firm was once viewed as a one-way singular path and the ultimate career goal for a vast majority of lawyers, there is now a noticeable range of career paths within the legal profession, beyond private practice. Lawyers are increasingly drawn to roles that allow them to make a tangible impact, whether in law firms, through in-house positions, alternative legal careers or ventures outside the legal realm entirely. Given that a legal career is no longer a binary path, law firms are facing a succession planning issue, and, therefore, perpetuating a supportive and collegiate corporate culture is key when retaining strong talent for the long haul.
Employer branding is not merely a buzzword; it is a strategic imperative that directly impacts a law firm’s ability to attract, retain, and engage top legal talent. In a profession where reputation and credibility are paramount, law firms must recognize the significance of having an employer value proposition to current and prospective employees.
In today’s digital age where information is readily accessible, prospective employees conduct thorough research on potential employers before making career decisions. Law firms cannot afford to neglect their online presence and reputation as employers. Social media platforms, company review sites, and employer branding initiatives play a crucial role in shaping perceptions among job seekers. Law firms must leverage these platforms to showcase their workplace culture and values. They should also demonstrate their commitment to navigating shifts in the legal landscape, and what actions they are taking to redefine the future of the legal sector.
Amidst the multitude of factors contributing to a compelling employer brand, two principles stand out as indispensable: trust and flexibility.
The foundation of the legal industry is built upon integrity, accountability, and confidentiality. Lawyers expect their employers to uphold ethical standards, foster a supportive work environment, and prioritize their well-being. Conversely, employers must trust their employees to exercise sound judgment, deliver exceptional results, and safeguard the firm’s reputation. This mutual trust fosters a culture of transparency, collaboration, and loyalty, thereby fortifying the employer brand from within.
A positive employer brand not only attracts top talent but also enhances employee engagement, retention, and advocacy, ultimately driving business performance and growth. Over 80% of candidates our team at Aslant Legal speak to typically ask about work from home arrangements. Law firms need to rethink their workplace culture, and demonstrate flexibility through various HR initiatives and practices:
- Flexible Working Arrangements: Offering flexible working arrangements, such as remote work options or flexible hours, empowers employees to manage their work-life harmony effectively. This demonstrates trust in employees’ ability to deliver results regardless of their physical location and promotes a culture of autonomy and accountability.
- Results-Oriented Approach: Prioritizing results over presenteeism encourages employees to focus on meaningful work and outcomes rather than simply being present in the office. Employers should instead emphasize productivity as key metrics for success, fostering a culture where employees are motivated to excel and meaningfully contribute to the organization’s goals.
- Inclusive Work Environment: Promoting inclusivity and diversity fosters a sense of belonging and respect among employees. Employers can create an inclusive work environment where diverse perspectives and backgrounds are valued and celebrated, driving better collaboration and decision-making.
- Transparent Communication: Open and transparent communication builds trust and fosters a culture of honesty and integrity. By communicating openly with employees about organizational goals, expectations, and challenges, and soliciting 360-degree feedback and input, law firms can foster a sense of ownership and engagement.
- Continuous Learning and Development: Investing in employee development demonstrates a commitment to supporting employees’ growth and career advancement. It is crucial for law firms to offer training, mentorship programs, and opportunities for skill development to help employees reach their full potential and achieve their career goals as they grow as lawyers and managers.
A workplace culture characterized by trust, flexibility, and inclusivity enhances the organization’s reputation as an employer of choice. This reinforces the organization’s reputation as a desirable place to work, strengthening its competitive advantage in the market.
- Enhanced Employee Satisfaction: Employees who feel trusted, valued, and empowered are more likely to be satisfied and engaged in their work. This leads to higher levels of productivity, performance, and job satisfaction, reducing turnover rates and enhancing employee retention.
- Increased Employee Loyalty: Employees who feel supported and respected are more likely to demonstrate loyalty and commitment to the organization. This fosters a sense of belonging and camaraderie, pre-empting lawyers from leaving and creating stable and motivated teams.
Law firms cannot afford to overlook the power of employer branding if they want to build a strong talent pipeline for future and sustainable growth. Furthermore, employer branding is also a powerful driver of employee engagement and retention. The law industry is known for its demanding workload and high-pressure environment, so it is important for employers to prioritise employee well-being and foster a supportive and inclusive workplace culture. This starts by hiring the right individuals as fee-earners, who will act as the most immediate “brand ambassadors”.
About the author
Tessa Arquilliere is an executive recruiter specialist for law firms and Director at Aslant Legal. She provides strategic advice to employers seeking out legal professionals and guides lawyers toward fulfilling career paths according to their individual motivations. Admitted to the Spanish Bar in 2007, she brings a unique blend of legal insight and recruitment prowess to her role. Beyond her professional achievements, Tessa has three (3) children and, having been raised in a multicultural family, is a passionate linguist who speaks fluent English, Spanish and French.
