BTI’s workplace and attorney satisfaction survey, found that 10.1% of attorneys report toxic culture. There appears to be a lack of connection and trust amongst attorneys in toxic cultured firms, which leads to lower retention rates and money lost. Firm culture is also shaped from the cooperation or lack thereof amongst partners. Relationships matter in the workplace because they form the basis for a company culture, ultimately impacting the firm’s level of success in the long
Corporate culture is at the heart of any organization. While establishing a thriving culture takes time, “successful companies understand that cultivating a positive culture is not only beneficial but necessary” (Dalal, 2023). While there are several components that contribute to a strong company culture, three pillars of note include: Clear core values Positive employee interactions Healthy work-life balance Having a clear set of guiding principles and core values enables employees to find more meaning and
Too much turnover at a law firm can be detrimental in the long term. Worker attrition and disengagement cost median S&P 500 companies about $282 million annually, senior partner Aaron De Smet and colleagues note (McKinsey, 2023). The solution begins with a modernized approach to legal recruiting. BigLaw recruiting is long overdue for a shift in focus from transactional relationships to more meaningful ones instead. At Talent Engines, we are revolutionizing legal recruiting with an AI powered Talent Acquisition Platform (TAP)
Life Is Relational
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At Talent Engines, we believe that life is relational. Relationships are the foundation on which any good business is built, and the strength of that foundation is based directly upon the quality of those relationships. A 2019 Gallup study found that workplaces with highly engaged employees are 20% more profitable than workplaces with disengaged and disaffected employees. Building strong relationships in the workplace begins with recruiting the right employees. Networking is becoming less and less about short-term and transactional approaches, and more about
Hiring Better in BigLaw
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The number of jobs in the U.S. legal services sector shot up last month after nearing its lowest level this year. While the count includes a range of legal workers, the majority are lawyers, Labor Department figures show (Reuters, 2023). Now is an opportune time for law firms to retain new associates. According to a 2017 NALP Update on Associate Attrition, the approximate cost of replacing an associate is between $200,000 and $500,000. Now imagine
With the Founder of Talent Engines, LLC, Michael Connolly
Generative Artificial Intelligence (AI) is changing the nature of legal recruiting. Cluen’s most recent White Paper (see below) discusses the top trends in the Executive Search space. They explain that when it comes to legal recruiting and AI, it is “more important than ever to stay ahead of the trends and take a proactive approach to optimizing your process” (October 2023, p.2). According to Forbes Advisor’s 24 Top AI Statistics And Trends In 2023, the
Recently, a lateral stayed at a firm for less than 3 months. The damage that cost to the firm, its clients, and the lateral attorney was immense. Now the law firm is embroiled in litigation with the legal search firm. The reputational damage all around is significant. Rushing into hiring decisions is not good practice, from our experience. Go slow to go fast is our motto. Making sure the behavioral fit works takes a step
According to the International Legal Technology Association’s newly released 2023 tech survey, 85% of law firms are currently using generative AI tools for business tasks. What’s next, you might wonder? Although many are unaware, AI can also be implemented in the talent acquisition process. Talent Engines’ created its own Talent Acquisition Platform (TAP) for this very reason. Not only does this software save time and money spent on recruiting, but it also improves the overall talent retention of the firm.
