By: Eilene Spear, The National Law Review
A law firm is only as good as it’s lawyers. Making sure a firm has the right lawyers for the job is an important part of being Managing Partner, and the road to staffing and retention can be a tricky one. Recruitment, retention, and dealing with problematic partners are all important and sometimes challenging issues for Managing Partners to address. In the fifth installment of the NLR series on the Managing Partner Forum's Re-Envisioning the Law Firm study, we examine the challenges MP's face with recruitment, retention, and the awkward reality of problematic partners.
Recruitment and Retention: Different Concerns
Recruitment is the process of inviting the right people to join the firm, and the goal is to find people who share the firm’s values and are like-minded. According to Re-Envisioning, “Get Recruiting wrong, and you don’t get the people you need, in fact, you’ll probably get the people you don’t need.” So throughout the recruiting process--identifying the firm’s needs, finding candidates, application and resume reviews, interviewing, and the decision to hire--it’s important to consider each step, and why things are done the way they are done. Simply adhering to the status quo is not the best use of resources.