Much has been said as of late about certain legal recruiters which justifiably may have left a bad taste in people’s mouths.
Like most things in life, you have a choice.
I teach my kids that voting is important not only on election day, but every day. How we choose to spend our money, which companies we support and don’t support, all of this is how we make our voices heard.
You too can make your voice heard.
At HSLS, we are dedicated to providing the finest legal search and recruitment services for world class candidates and for top firms and in-house legal departments seeking the best talent, REGARDLESS of their religion, race, gender or sexual preference.
If you are looking for a team of dedicated legal recruitment professionals, all who have walked the walk and talked the talk at both AMLAW 100 firms as well as in-house, who can listen and understand your short and long term goals and develop a strategy to help you achieve them, we’re your folks!
Give us a call, and let’s plan to meet. Don’t worry, the dog will stay at the office…
I left a meeting with a well-known lawfirm client yesterday who said to me “I’m not expecting many candidates because I know searches are slow during the summer.”
As I walked to the train, this comment stuck with me, and gave me pause…
In fact, I have found some of my busiest months as a legal recruiter to be during the summer and holiday periods…
Here are some reasons why:
(1) Competition drops significantly since other associates think it is slow and stop looking. Sounds bizarre, right? The truth is there is just not as much competition during the summertime and the holidays.
(2) The openings for which I am asked to recruit this time of year are real openings at firms having holes that need to be filled. What do I mean? It is summertime. It is hot. Some people would rather take it easier during the summer. Take a vacation, have their staff take vacations…they do not want to hire unless they really need to hire. A new class of associates is coming in the fall, and based on this, if I am asked to recruit for an opening during the summer (and I have many!!!), it is a bona fide, urgent, must-fill-now opening.
(3) What better time to road test your career reality? Partners are away on holiday, senior associates are also away, when would be better to schedule meetings with your next potential employer? Absences during busy times are noticeable, ad now is a good time to get in some of those preliminary meetings while you still have some degree of ownership over your calendar.
So the alarmists amongst us will cry the sky is falling, while the cold, hard business management types will argue that increasing efficiencies and decreasing expenses is a sure way to increase profits. As is often the case, the truth is probably somewhere in the middle. Michael D. Torpey, the firm’s managing partner, sent out a firm-wide email to announce a voluntary early retirement program for U.S. secretarial staff. Thirty-seven secretaries are eligible for this buyout, which was offered to those who have “10 or more years of service to the firm and will be at least 59 ½ years of age in 2014.”
Here’s an explanation of the buyout program, from Torpey’s email:
I wanted to make all of you aware of the program and our reasons for offering it. As you know, a year ago we reviewed our support staff structure and took steps that are generating both significant service improvements and cost savings. We did not look at our secretarial staffing at that time. We already have secretarial staffing ratios that are in line with our peer firms. With the use of our very successful secretarial service centers, the ARC at the GOC, and other new ways of working, we have now identified opportunities for further improvement, which we can achieve through this entirely voluntary program.
Reduction of administrative staff is not in itself an overwhelmingly large area of concern, but it does beg the question of who may be next, and when.