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Talent Management in Law Firms

How to Make the Most of Your Legal Work Placements

Human resource departments have become a vital fixture across all industries in the last few decades and now law firms are looking to their HR team for strategic insights into talent management.

A law firm’s greatest asset is its legal talent; encouraging new skills that can grow in-line with a firm’s future projections, or establishing a continuing professional development programme that can help with the introduction of new technologies, are all beneficial to law firms in today’s competitive marketplace.


Talent Management and a Law Firm’s Objectives

Once a law firm has a clear list of objectives for its future structure, shaping your talent to match these is relatively straightforward; consider which areas you might wish to develop in the near future then find the best staff, and training providers who can offer the supporting courses.

Of course, this is a basic idea, but often the simplest ideas are the best.

Establish how you wish your firm to project itself – shape its ethos, specialisms, talents and resources, then set about training your lawyers in ways which will support your goals.

Offer your employees the support they need to advance their own professional talents, help them to discover their interests and skills, and cultivate an attitude of professional learning.

Talent Management and Legal Recruits

Obtaining the right talent for your law firm starts with recruiting.

Attracting the most promising law school students, seasoned lawyers, and top talent means your firm must stand out from the rest. Offering outstanding support throughout the recruitment process, focussing on your skill-based training schedules, mentorships, counselling and so on, will help you to attract the best talent.

HR departments can ensure transitions between jobs go smoothly, help with in-house career promotions, business development and training courses. They are essential to the message your firm projects and also to internal communications within the firm – use them wisely, making the most of their talents.


Talent Management and Communication

For a firm to operate at the peak of its ability there must be a two-way communication line from legal trainees all the way to senior management, and back again.

Developing relationships with associates and managers is integral to maintaining and managing your talent, but this is an area where HR can come into its own. They have the ability to access, and communicate with, all levels of the firm’s employees, including any different generations, while also being privy to the ultimate goals and ambitions of the firm.

HR can bridge the gap between management and trainees, older employees or young, and support the training, requirements, and future goals of the company and staff.


Talent Management and IT

A strategic and successful talent management process will work closely with information technology. No matter how much some firms may rile against the unstoppable march of IT progress, it is necessary to provide for client expectation, competition with rival firms, and to capitalise on modern technology that replaces billable hour’s tasks.

A strong partnership between the two is required to sustain expansion, support employees when implementing new IT procedures, encourage new developments, and to increase efficiency.

By recruiting and retaining the best employees through HR engagement, training, communication and IT your firm stands a greater chance of success in achieving its goals.


Talent management within today’s workforce is vital and links to all employees and departments within a firm. Encouraging and supporting your firm’s growing talent through training, HR, clear objectives and IT development will ensure your firm’s future prospects.