But how? Law firms (like all of us) make many mistakes in marketing online. Law Crossing posted an article to help law firms in particular to boost their marketing efforts.
Not using the internet to find clients– we should ALL be using the data we have freely at our fingertips!
Not including practice area and location based keywords in target keyword phrases– if someone gets to your site and can’t figure out where you are and what you do in a matter of seconds, they will leave and go somewhere they can.
Not having a Google Plus business page– the easiest way to increase exposure from searches (the searches are being done on Google, so taking advantage of Google SEO opportunities should be self-explanatory).
Not engaging an audience on social media– build engagement with potential clients– a great way to set yourself apart when there are so many options.
Blogging on the wrong topics– give your target audience relevant material, don’t just bombard them with irrelevant content.
Not targeting synonyms and related keyword phrases– use both attorney AND lawyer, singular and plural!
Not creating an AVVO profile– this is a legal directory with high authority in search, great for increasing traffic to your website and linking to specific attorneys.
Not using video in your marketing efforts– they are much more personal than text (and Google owns YouTube, so videos will help your search ranking).
It is not an easy task to have great marketing for a law firm. But, many of these suggestions require a minimal amount of time and can go a long way.
Since the inception of the new $180k salary scale for associates at Cravath, many firms across the U.S. have matched the scale, including a few in Denver. This puts pressure on others in the Denver market to follow suit, and while a few have, it remains to be seen who else will fall in line.
Thus far, Above the Law posted an article which lists the law firms to date who have adapted this salary scale. In Denver, they include:
Morrison & Foerster
Arnold & Porter
Haynes & Boone
We’ll most likely have updates to this list as this quarter comes to an end and into Q3 & Q4!
Hiring independent contractors can be riskier than you think, and the latest class action lawsuits against ride-sharing giants Uber and Lyft are perfect examples of the complications associated with classification of employees.
“Given how quickly the landscape surrounding reliance on contracted labor is evolving, employers are wise to undertake a critical review of any and all employment-related agreements to ensure that they are properly classifying employees,” comments Victoria Aguilar in her HR blog. Businesses should do their best to ensure they do not accidentally open themselves up to being audited and other trouble.
Hiring a staffing agency who takes care of the complications associated with contract workers can protect you from the risks associated with hiring independent contractors. We not only conduct executive search, but do the legwork so you can legally hire the workers you need for only as long as you need them so you do not have to worry about compliance with IRS and Department of Labor regulations.
Today, the legal market is as competitive as ever, and with a large supply of lawyers in the market, top tier law firms can be picky with their candidates. The New York Times reports a decline in jobs for low-skilled support workers at a time of expanding opportunities for highly educated workers.
One statistic in Texas noted as high as nearly one quarter of Texas law graduates are either unemployed or under-employed. Some law schools try to implement innovative programs to help attorneys advance their own professional advancement as much as possible to be as competitive they can when they enter the market.
Law schools also encourage students to develop their networking and relationship-building skills, because without those skills, a highly educated lawyer in an over-saturated market is still likely to be left high and dry without a well-paying job.
Regardless of attorneys position within their legal careers, it is vital to maintain a key network in order to be able to take advantage of new opportunities if the situation calls for it. No matter what, because of such a competitive legal market, attorneys of all caliber need to be aptly prepared to navigate the rough waters of the legal market if need be.
The future of the job market lies in the contingent workforce. According to a recent study conducted by Fieldglass (a software company) on hiring trends, the number of workers hired as freelance, contract workers, or temps has risen in the past two years, and is expected to continue to increase. According to this study, 95% of businesses believe that these type of workers are essential to success and development in businesses, which will affect the types of hires we will see in 2016.
“As of 2015, the average business’ workforce consisted of 20 percent contingent workforce and 54 percent traditional full-time employees. The other 26 percent are a grey area of people who fit into both categories; perhaps remote workers or part-time employees. Fieldglass predicts that by 2017 that will change to 25 percent contingent and 41 percent traditional workers, while the remaining 34 percent will exist in that grey area.”
Utilizing a flexible workforce can help organizations achieve its constantly adapting and changing goals. An external workforce can be beneficial if an organization is focused on keeping down costs, interested in finding the highest quality workers for projects, or are under time constraints. Instead of having internal employees work on something they might not be interested in or qualified for, short-term hires can do the work better and faster.
Because of the speed at which technology is advancing and things like online hiring platforms are available, it is easier than ever before to access contingent workers. And when organizations take advantage of this, and are able to figure out the ins and outs of managing non-traditional employees, they are able to derive additional value from the wealth of skillsets and talent that is available on-demand in today’s marketplace.
Ultimately, the full-time workforce is not at risk. But using external workers “affords companies access to pre-screened, pre-trained workers with niche skills, who can get to work quickly and stay on only for as long as they are needed. And, as a company’s needs change, an external workforce can be scaled up or down quickly.” If companies readjust and optimize talent management strategies to sync with these hiring trends, they can reap great benefits.
Today’s traditional flat organizational structures were set in place to save costs for companies, but research purports that it may actually do the opposite– at up to $25,000 per employee. Because organizational structures have flattened and companies have removed positions to save money, promotion opportunities have decreased over the last ten years, and individuals spend roughly three years longer at each job-level than in 2010, resulting in much turnover.
What can companies do to mitigate this turnover? Encourage employees to move across functions, so that individuals do not feel so stagnant and itching to move. Employers need to simply develop a relationship with their employees and provide an open source of communication for the employee to be able to express his or her desires and how individuals want to continue to grow and improve their skills within the organization. Motivate employees with personal growth, experience, and new skill-learning opportunities to increase their capabilities, so that they can still value and enjoy their career development even if it does not mean being promoted quickly. Steve Bruce, writer for Recruiting Daily Advisor, cites these strategies can decrease turnover by 33%, saving an organization with 10,000 employees $7.5 million per year.
The struggle for corporate legal departments to fill in-house vacancies is real. According to a survey done by ACC, only about 30% of in-house lawyers reported willingness to make a lateral move within the in-house sector, and even only 62% would reportedly consider moving jobs to advance their career.
Not only are the ideal candidates hesitant to make moves to fill the vacancies, but companies are also hesitant to hire those without in-house experience, and it is rare that employers will hire on a fresh graduate, as they would rather exhaust the market of seasoned candidates before resorting to that.
These two combined trends result in in-house legal departments struggling to fill vacant positions, with many candidates failing to fit the bill and low desire for lateral in-house moves.
mpd partners is founded on the philosophy that in order for this firm to thrive, we must build long standing trust based relationships that allow us to produce results. My survival of over 18 years in the legal industry is due to truly understand how the business and the recruiting world works. The essential key in the recruiting equation is to develop and maintain long standing relationships. For us to build these relationships, it is imperative for us to take the time to know and understand your firms and companies. Once we know the ins and outs of the law firms and companies which we work with, we are able to form an adaptable partnership, which adds value your prospective hires.
We understand today’s business and hiring challenges, and share the common goals of our clients in attracting, retaining and improving the most important aspect of any organization – its people. mpd partners strives to be different from other businesses in that we value our relationships so much that we see them as the bedrock of our company. To that end, mpd partners believes that in order for us to do an outstanding job, to produce results, we must build strong friendships based on trust, with all of our clients.
“The way we communicate with others and with ourselves ultimately determines the quality of our lives.”
It is important to keep in mind the specific things that will make the way you communicate more effective. These tips below do not only apply to leaders or people in authoritative positions, but to everyone. These communication tips are effective no matter who you are, what position you hold, or who you are speaking to.
1. Know your audience: Think about what people need to hear from you, and how to delivery the message so that the target audience will be able to hear it.
2. Pay attention to body language: Constantly track people’s physical reactions to your message, and adjust your communication style if needed.
3. Be honest: Honesty builds trust.
4. Be authentic: If you stay true to who you are, people will gravitate more to your message.
5. Speak with authority: Be clear, direct, and assertive.
6. Speak to groups as individuals: Be able to work a room and make every single person feel as if he or she is being spoken to directly.
7. Listen: Communication is a two-way street, so actively listen and stay focused on understanding the other person’s perspective.
8. Admit your mistakes: Model accountability for your words and actions.
9. Solicit feedback: Check in to verify that your message was understood correctly. If not, try again.
10. Be proactive: Give clear, concise goals and directions so people don’t waste their time heading in the wrong direction.
Source: “10 Communication Secrets of Great Leaders” by Dr. Travis Bradberry