Associate recruitment market trends and the key things law firms need to address to secure the best talent in 2023

Have there been any trends you have seen this year within the associate recruitment market?

Firms have looked to bring on experienced lawyers to assist in training and managing the many junior associates that were hired in 2021 to cope with massively increased volumes in certain practice areas. As a result, there has been an uptick in mid to senior level hires this year. In Q3 and Q4 of 2022 we have also seen an increase in hiring in niche areas and more of a preference for candidates with UK based experience.

Pre-pandemic, conversations around WFH/flexible working were non-existent. Now, it is near the top of every candidate’s list of questions when considering a new role and can even be a deal breaker. Firms have responded to this by implementing some manner of hybrid working policy and this has now very much become an industry norm. Talent attraction has also been dialled up with firms implementing bring-your-dog-to-work days, free meals, stipends to set up a home office, BD budgets, and multi-faceted bonus schemes including signing and cost of living bonuses, together with salary raises.

Over 2021, many firms recruited candidates from the international market. For lawyers in 2022, having seen many of their colleagues and friends make this move, has increased their own desire to make a similar one. This has caused local markets in Australia, New Zealand and South Africa in particular to suffer and there are certainly increased drives from firms in these countries to have lawyers return or make it more attractive for lawyers in the UK to explore an international move themselves. There should therefore be much more scope for lawyers in those markets to consider their options and make a move to a firm that better suits their personal and professional aspirations.

What are they key things law firms need to address if they are looking to recruit in the new year, stand out from competitor firms and secure the best talent in the market?

Creating a slick and consistent recruitment and on-boarding process is also incredibly important as candidates often have competing offers and counter offers to consider. This makes it important to consider the impression you are making on them. Equally important, is ensuring that there is alignment of expectations from all parties and that the role is “as advertised” and you are not making promises you cannot keep in order to attract a candidate.

Firms have had to get creative with perks and these are generally well received however, the practicalities of doing the job will almost always trump this. Work allocation, career progression, team dynamics, peer support and training should not be overlooked as areas of improvement and are important to get right for both attracting and retaining associates.

The perception of a firm is also becoming more important in attracting top talent. It should come as no surprise that associates talk – to each other and to the legal press. There is a wealth of information online regarding what it is like working at most major firms in the UK and firms need to be aware that any communication or decision is likely going to be reported on and discussed by associates themselves. Taking care with what and how you communicate both internally and externally matters a great deal – not just to the associates you are looking to retain, but equally, to those you are looking to attract.