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.
“The law firms that do not embrace the opportunity that generative AI poses now will not see the erosion going around them until it is too late,” according to an article in the Financial Times. Generative AI, in simple terms, is a type of computer technology that can create things, like text or images, all on its own based on examples of what humans have created in the past. For legal search, generative AI can
AI has sparked an unprecedented shift that has already begun to alter the direction, strategies, and role of lawyers. When it comes to talent acquisition, recruitment operations are becoming outdated, imprecise, and flooded with applicants. AI can be used to streamline the lengthy and expensive process of identifying relevant candidates. Talent Engines automates the “busy” work of recruiting so our Talent Advisors spend more time recruiting the best talent. View the original article here.
A law firm can maximize its hiring potential with AI recruiting software, such as Talent Engines’ proprietary AI powered Talent Acquisition Platform (TAP). Talent Engines helps find the right talent for law firms to improve client satisfaction and overall performance of the firm. Breakthrough advantages of using such a software include: Enriched candidate experiences Reduced hiring bias Better fit Improved data analysis At Talent Engines, we work to activate, select, and hire legal talent so that your
Midlevel associates today are increasingly frustrated by strict expectations and poor work culture among many top Biglaw firms. A few of these areas of concern include: office attendance mandates, policies on billable hours, management’s openness about partnership chances, and compensation and benefits. Do any of these ring true to you? View the original article here.
“My passion is building businesses and developing talent. My goal is to build LawCareer around my belief that life is relational and that getting people in the right environment is essential for success.” -Michael Connolly Veronica: What inspired you to start LawCareer? Michael: LawCareer was created because I saw that great law firms have great cultures and defined hiring criteria. I saw it firsthand. My father, Paul Connolly, was co-founder of the law firm Williams
When we meet with law firms, we often ask them to take a step back and think through the hiring profile for a lateral associate. Too often law firms rush which leads to bad results.Time spent upfront understanding the hiring profile requirements help the recruiting process move faster and increase the likelihood for success. Here are some reasons why understanding hiring requirements is crucial. Identifying the Right Candidates: Recruiters need to grasp the specific qualifications
Transforming Talent Acquisition
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Why are 75% of Organizations lukewarm to negative about their hiring effectiveness? Talent Acquisition is being impacted by a variety of factors. HR teams are burdened with technology that does not work, menial and repetitive tasks, and tight budgets. So, can Talent Acquisition be transformed through the Power of Automation and Artificial Intelligence? We think it can. We believe that technology can free up recruiters for more “value-based work.” Check out the HBR article below
