When it comes to paralegals, there is a definite gap in the market, one that is impacting a number of law firms. With many experienced, talented and skilled candidates making the move to Training Contracts in a bid to further their careers, many firms have been left with a shortage of top talent to choose from. This gap in the market is also due to the gap left by COVID-19, a time when a lot of experienced candidates were unable to progress.
An increasing number of junior candidates are on the SQE, and many more are considering it as their next career step. However, not all firms support the SQE, which could mean that they are missing out on a significant percentage of paralegals. Plus, due to the cost of living crisis and inflation, a lot of paralegals have higher salary expectations than they once did. With fewer candidates wanting to move roles for the same or similar salary, many firms are struggling to engage and attract the talent that they desperately need. Thankfully, there are things that companies can do to attract and retain top paralegal talent.
- Provide Job Flexibility - Everyone is seeking flexibility in the workplace, and this is even more apparent in the light of the COVID-19 pandemic as working from home became commonplace. When an unexpected situation arises, paralegals want to know that adjustments can be made. For example, working from home one or two days a week, or having a completely remote setup. A lot of candidates have realised that they work well at home, whilst benefiting from less stress and a better work life balance. To attract and retain top talent, you need to provide paralegals with flexibility.
- Embrace Diversity in the Workplace - A lot of candidates are looking to work in diverse workplaces, so not having a diverse workplace could take you out of the running. According to Monster.com, 86% of candidates value diversity, equity and inclusion in the workplace as being important when they are looking for an employer. You can embrace diversity in the workplace by hiring a wide range of people. Supporting charities and volunteering also makes a difference, as it shows candidates that the company goes above and beyond to help others.
- Provide Fair Compensation - When you are recruiting for a job, providing fair compensation is key, especially now that paralegals have a wide range of roles to choose from. One of the first things people want to know about a job is how much it pays, and not offering a competitive salary is likely to deter candidates before they have even applied. With a shortage of paralegals, candidates have a lot of negotiating power, and they have the freedom to ask for more financial compensation. They know what they are worth, and they know what they can get elsewhere. You need to provide fair compensation if you want to attract top talent.
Though there is a clear gap in the market, one that’s unlikely to disappear any time soon, there are things that law firms can do to attract, engage and retain paralegal talent. Understanding that paralegals are expecting a higher salary and a diverse workplace is paramount, as is providing a much more flexible working environment.