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5 Talent Metrics for Effective Legal Recruiting

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Every new addition to your firm is an investment of resources. The cost of the recruiting process, time spent training, and the cost of labor all involve a calculated risk. In order to make an informed decision on an incoming candidate, quantitative data is an indispensable tool in the legal recruiting process. Some metrics can be ascertained before onboarding new talent, whereas others are note-worthy measures to keep track of throughout an employee’s time with your organization.

 

Time-to-Productivity

One of the foremost metrics for evaluating a candidate is the time it takes for them to move up their pipeline. It’s understood that any position from support to practicing attorney takes a certain amount of time to get a handle on, but the speed at which a candidate is able to take on the full scope of his/her responsibilities determines a significant measure of value to the organization. Emerging talent platforms continue to shorten the time from hire to peak performance by optimizing the matching process between employers and prospective workers.

 

Referral Rate

Both the number and percentage of employers willing to vouch for the talent of a candidate indicate value. New grads are more difficult to measure because of their limited work experience, but a seasoned professional should be able to show a track record of positive impact upon the workplaces he/she has been a part of.

 

Quality

Employee evaluation doesn’t stop with the interview process or the first few weeks of employment. Outside of referrals, tracking a quantitative measure becomes an issue of systematic review of all members in your organization. Qualitative evaluations can be useful to a degree, but data helps streamline the process for evaluating the entire efficiency of your organization. One of the substantial perks of going through a legal staffing company is this offering of robust metrics measuring previous employer satisfaction with a candidate’s performance. Platforms on the forefront of the industry use employer surveys based on scientific data collection to evaluate team decision-making, drawing from evidence across multiple projects. This information, in turn, can be digested by machine-learning algorithms to detect patterns in employee performance that are pointed out to management in order to guide decisions.

 

Traditional Criteria

New grads have traditionally been evaluated on the basis of bar exam scores, law school prestige, and GPA. Without a legal-work track record to refer to, these measures have been appealing as standard measures for the performance and ambition of new layers. However, these measures rarely translate to some of the more pertinent skills such as business acumen, process improvement, and project management.

A better predictor of a lawyer’s ability to fulfill his or her role in your organization is the previous work experience. Many new grads have spent time in the workforce before continuing their education. These positions, although not necessarily in the field of law, can speak of a new grad’s work ethic, initiative, and prospective fit.

For lawyers with a professional track record, robust tracking systems with documented metrics of performance help direct hiring processes with more data at hand. Previously mentioned data collection methods provide insights far and beyond outdated evaluation approaches with a combination of employer surveys and AI-assisted analysis.

 

Cost-Per-Hire

Keeping track of your own process also informs the effectiveness of your hiring process. The cost of bringing a new member into your organization adds up when taking into account all the aspects of the process. Advertising fees, assessment tools, and the amount of time spent at each stage all accumulate cost throughout recruiting. These costs are further compounded by the substantial retainer that traditional recruiters put on the table before even beginning their search. These continually stacking expenses are the reason that Cost-per-hire proves an effective metric to gauge the efficiency of talent acquisition. One surefire to lower this metric is by working with hiring platforms that facilitate free initial searchers with more flexible payment systems upon hire.

Your human resources department should be tracking each of these metrics, but it’s a challenge for small- to mid-size firms to compete in this regard. Tracking metrics of prospective candidates becomes an issue of market value when talent is a company’s product. The perks of working with a legal staffing company that works through the recruiting process with breakthrough methodology are straightforward. It saves your organization time and all other resources—providing you choose a company that can get your new talent up and running with efficiency.

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