The Yorkshire Legal Webinar provided a platform for legal experts to discuss attracting and retaining talent in the legal profession.
- Listening to employees and adapting to their needs is crucial for retaining talent, as revealed by various legal experts.
- Flexibility at work, tailored to individual preferences and life stages, can foster a supportive working culture.
- Customised employee benefits, rather than a one-size-fits-all approach, have been highlighted as more effective.
- Effective onboarding and cultural alignment are essential for new starters to integrate seamlessly into the firm.
The recent Yorkshire Legal Webinar brought together experts who discussed strategies for attracting and retaining talent within the legal profession. Key speakers, including Jodie Hill of Thrive Law, offered insights into the importance of listening to team members. Hill emphasised that assumptions about employees’ needs can lead to inefficiencies. She stated, “It’s really important that we hear what staff want because we can often assume what people need.” Listening to both current employees and the wider market is necessary, especially when aiming to attract new talent.
Flexibility in work arrangements, when appropriately applied, was another major theme. Toby Harper of Harper James spoke about his firm’s policy of ‘flexibility without judgement’, noting its contribution to a family-oriented culture where 90% of employees work flexibly and 39% part-time. However, different models work for different firms, as Nadia Hemmings of Clarion Solicitors pointed out. Clarion has a hybrid model with expectations of some in-office presence, which suits their organisational culture and geographic positioning.
A shift towards customised benefits, recognising diverse employee needs, was agreed upon by the panel. James Richardson from Lupton Fawcett noted the importance of moving away from generic solutions, citing his firm’s initiatives like a menopause policy and improved parental leave. These initiatives reflect an understanding that employees’ needs evolve over time, as underscored by Nadia Hemmings, who mentioned that Clarion offers financial advice and return-to-work coaching, achieving high retention rates among returning mothers.
Onboarding processes also received significant attention. Nadia Hemmings stressed the importance of thorough onboarding, which should commence as soon as an offer is extended to a new hire. The extended notice periods typical in legal professions necessitate maintaining interest during the interim before joining. James Richardson underscored the necessity of making new employees feel valued from the outset, which sets a positive tone for their integration.
Finally, the need for alignment between a firm’s culture and potential recruits was highlighted. James Richardson explained that different firms attract different types of legal professionals. The alignment of values and culture is paramount, as Jodie Hill concurred, noting that attracting the right candidates initially can save time and ensure longevity in the workforce.
The Yorkshire Legal Webinar underscored the significance of listening, flexibility, customisation, effective onboarding, and cultural alignment in talent management.
