In a competitive legal job market, attracting top talent can be challenging, especially with tight budgets. In this article, Felicity Warren explores strategic approaches that go beyond financial compensation to make legal job opportunities appealing to high-quality candidates.
In today’s highly competitive legal job market, attracting and retaining top legal talent is a challenge faced by businesses of all sizes, whether you’re recruiting on a permanent or interim basis. The challenge is often amplified by tight in-house team budgets and outdated salary ranges, particularly in markets where the cost of living has increased dramatically.
However, talented lawyers are not solely looking at compensation. They are increasingly drawn to companies that offer something more valuable: an environment that fosters personal growth, work-life balance, and opportunities to make an impact.
So, how can businesses remain competitive and appealing to prospective talent beyond just financial compensation? There are a few strategic approaches that I recommend to clients when they’re looking for interim legal talent that go beyond financial compensation and focus on what truly makes a legal consulting opportunity attractive to high-quality candidates.
Flexible working arrangements
One of the most significant shifts in talent expectations over the past few years has been the desire for flexibility. The pandemic accelerated the adoption of flexible working practices, but the trend is here to stay. Offering staff remote work options, flexible hours, or even a four-day workweek can make a big difference to candidates who prioritise these elements. Many talented individuals, especially those with caregiving responsibilities or personal pursuits, are willing to accept a slightly lower remuneration if it means they can manage their time in a way that suits their life outside of work. Flexible working conditions also demonstrate trust in talent, which can boost morale and engagement – two key drivers of satisfaction and retention. And a four-day week can also allow your budget to stretch 20% further!
Work-life balance as a key offering
Emphasising a healthy balance between work and personal life can make your brief stand out in a competitive market. Expectations around working hours is often the second most-asked question I receive after compensation, when briefing a legal consultant. By promoting a company culture that respects time outside of work and encourages talent to switch off, businesses can differentiate themselves significantly from those that demand 24/7 availability. Encouraging reasonable working hours, limiting calls outside of the normal working day where possible and supportive management that prioritises employee well-being is something that is worth highlighting when briefing a role.
Career enhancing experiences
Consider what is going on within your business more broadly and what opportunities you could offer recruits to work on significant projects or market-leading initiatives. Many lawyers, especially those who are ambitious and forward-thinking are drawn to the chance of working on high-impact projects. Exposure to such work can be framed as a major advantage in briefing conversations. In addition to cutting-edge work, the opportunity to collaborate with impressive, high-quality individuals that are well known in the market can be an invaluable draw for top legal talent seeking professional growth. Our legal consultants often work alongside experts in their field and this proximity often accelerates their personal growth. Highlighting your leadership team and the caliber of professionals within the company can be an attractive point too. Talented individuals are often drawn to environments where they know they will be mentored and surrounded by inspiring colleagues, even if only for a short contracting period.
Inclusive and collaborative culture
A company’s culture is increasingly seen as one of the most important factors when lawyers consider their options. Creating a supportive, inclusive, and transparent work environment can help businesses attract top talent, even if their financial compensation isn’t the highest in the market. For example, one of our clients included a Peerpoint legal consultant on a team building scavenger hunt day in their first week. This made a world of difference in helping that lawyer build relationships quickly and become an effective team member while on their placement.
Additionally, diversity and inclusion are now fundamental to attracting a diverse range of lawyers who want to work in environments where they feel respected and valued, so consider how you could describe your team and company’s culture when briefing a role. Other aspects like transparency around decisions, open communication, and a sense of ownership among all team members contribute to a culture that attracts individuals who care about more than just a pay cheque. They seek a sense of belonging, purpose, and the opportunity to have a voice that will be listened to and respected while they are working within a business.
Purpose-driven work
Job seekers today are drawn to companies that align with their personal values, so highlighting your company’s mission, community involvement, and sustainability projects is all important. Lawyers often jump at the chance to have exposure to ESG, DEIB or similar work, for example. When individuals feel that they are working towards something meaningful, it creates a stronger connection to the organisation, making your opportunity potentially more attractive than others they may be considering.
In summary, while what you’re looking to pay is undoubtedly very important, you can differentiate your team or business and still attract top legal talent by focusing on non-monetary aspects such as work-life balance, career enhancing opportunities and a strong, inclusive company culture.
Flexible working arrangements, learning opportunities on significant projects, and a purpose-driven approach can make a difference, even when budgets are tight.