Transforming Hiring Practices: Insights from Legal Staffing Expert Chere Estrin

In this week’s episode of Masters of Growth, we sat down with Chere Estrin, the CEO of Estrin Legal Staffing, a nationwide staffing organization, and a prominent figure in the legal community.

Listen to the full conversation here:

In our conversation, Chere shared her extensive experience and wisdom on various topics related to the legal staffing market and effective hiring processes. Here are some key takeaways from our discussion.

Understanding the Current Labor Market

Chere began by shedding light on the current labor market for law firms. She described it as the “toughest market we have ever seen,” with the unemployment rate in the corporate world inching up to 4% and sitting below 1% in the legal field. This translates to a highly competitive market where talented candidates are scarce and in high demand.

• Candidate Tight Market: With an unemployment rate below 1% in the legal field, good candidates are nearly impossible to find and are quickly snapped up within ten days.

• High Demand for Associates: Two to five-year associates are particularly difficult to find, and they demand higher salaries than ever before, especially given the dramatic increases during COVID.

The Anatomy of a Successful Hiring Process

Chere emphasized the importance of having a robust and efficient hiring process. She cited common mistakes law firms make and provided detailed recommendations on how to attract and retain top talent.

• Fast Response Times: Avoid delays in the hiring process. Promptly respond to resumes and involve the necessary team members quickly to prevent losing top candidates.

• Treat Staffing Agencies Well: Consider them as partners working for you. Ensure timely feedback and cooperation to maintain good relationships and effective support from staffing agencies.

• Provide a Good Candidate Experience: Ensure that candidates receive timely feedback and professionalism throughout the process. This helps in building a positive reputation, which is crucial in the small, tight-knit legal community.

• Utilize Glassdoor: Monitor and aim for good reviews on platforms like Glassdoor, as potential candidates frequently check these before applying.

Delegating Effectively

One of the critical points Chere made was the importance of delegating tasks in a law firm to improve efficiency and profitability.

• Delegate to the Lowest Competent Level: Attorneys and senior staff should delegate routine tasks to paralegals, legal assistants, and intake professionals to free up their time for high-level responsibilities.

• Training: Ensure that your staff is well-trained to handle delegated tasks efficiently.

Transitioning from Individual Contributors to Business Owners

Chere addressed the common challenge of law firm owners having an individual contributor mindset rather than thinking like business owners. She advised law firms to:

• Adopt a Business Mindset: Focus on growing the business by delegating tasks and thinking strategically. This shift can lead to better management and higher profitability.

• Reputation Management: Build a positive work environment and maintain good internal communication to foster a supportive firm culture.

The Role of a CEO or COO in Law Firms

Hiring a Chief Operating Officer (COO) or Chief Executive Officer (CEO) can be crucial for law firms looking to scale and operate more efficiently.

• Importance of Hiring Experienced Leaders: A COO or CEO can manage the business aspects, allowing attorneys to focus on their legal work. This is especially beneficial as most attorneys are not trained in business.

• Fractional Roles: For smaller law firms that may not need a full-time COO or CEO, hiring fractional leaders can be an effective solution.

Tips for Finding Non-Lawyer Talent

Chere shared several strategies for finding quality non-lawyer talent for roles such as intake specialists, paralegals, and marketers.

• Utilize College and Paralegal School Placements: These institutions often provide placement services to connect graduates with potential employers.

• Use Staffing Agencies for Specialized Roles: Agencies can headhunt for specific roles by tapping into their networks and reaching out to candidates directly.

• Leverage LinkedIn and Networking: Engaging with professional groups on LinkedIn and building a robust professional network can be invaluable for finding candidates.

My conversation with Chere Estrin provided great insights into the intricacies of the legal staffing market and effective hiring practices. By understanding the current market, refining the hiring process, delegating effectively, thinking like business owners, and leveraging the right resources, law firms can navigate these challenging times with greater ease and success.

For more information and insights from Chere Estrin, visit Estrin Legal Staffing and check out her award-winning blog, The Estrin Report.