Trends in the legal recruitment market

Sara Beernaert, Sara Berquin and Karolien Eeckhoudt, three of our leading legal recruitment partners, share their perspectives on the trends that are currently reshaping the legal recruitment market.

The importance of Employer Branding

In recent years, the recruitment landscape has undergone significant transformation. Where the focus used to be on simply filling vacancies, we now see a broader, more strategic approach emerging. One of the key aspects of this evolution is the growing importance of employer branding.

Employer branding is about how a company positions itself as an employer and how it is perceived by potential employees. It revolves around conveying the company’s values, culture, and the work experience that can be expected. This plays a crucial role in attracting and retaining the right talent, especially in an increasingly competitive job market.

In an era where companies are competing for talent, it’s important to offer more than just a good salary. Candidates are looking for a workplace where they feel valued, can grow, and be part of a positive culture. A strong employer brand helps to differentiate you from other employers. Today’s candidates conduct thorough research on companies before applying. They look at reviews, social media, and the experiences of others. A strong employer brand creates a positive impression, increasing the likelihood that talented candidates will apply.

Employer branding is not only effective in attracting new talent but also in retaining current employees. Employees who feel connected to their company’s values and are proud to work there are often more loyal and stay longer. Additionally, companies with a strong employer brand often find that they need to invest less in expensive recruitment campaigns. A good reputation naturally attracts applicants, and retaining talent leads to lower costs for new hires and training.

In today’s job market, employer branding is not a luxury but a necessity. Companies that invest in this will find that they not only attract the right talent but also create a culture where employees want to stay and grow. In a world where candidates have more choices than ever, a strong employer brand is the key to success.

Personality is often more important than legal-technical knowledge when hiring legal counsels

What we are increasingly seeing is that when hiring a legal counsel, companies are placing more emphasis on personality, sometimes even more than on deep legal-technical knowledge. This might seem surprising at first, given the complexity of legal issues that companies must address. However, this shift towards valuing personality is a response to the growing need for lawyers who are not only legally proficient but also great partners to the team and clients, or even strategic partners in the business.

Firstly, personality is crucial for building trust. Companies are looking for legal professionals who bring empathy, integrity, and a proactive attitude in addition to legal advice. A lawyer who can communicate complex legal issues clearly and accessibly strengthens the bond with both internal and external stakeholders. These communication skills are essential, especially in a business environment where decisions must be made quickly and legal risks managed effectively.

Moreover, soft skills such as negotiation abilities, the capacity to perform under pressure, and leadership play a significant role. Legal counsels with strong personalities are better equipped to handle the dynamics of the business world, where legal and commercial interests are often intertwined. They can better represent their clients in negotiations and legal disputes and are often more capable of finding creative solutions that serve both legal and business interests.

While legal-technical knowledge remains indispensable, companies recognize that these skills can be refined or supplemented through training and experience. In contrast, personality traits are often harder to develop. Therefore, companies prefer lawyers who not only possess the right legal expertise but also have personalities that contribute to a positive work dynamic and strategic success. They are also more likely to retain a good legal counsel for a longer period.

The candidate is king

The era when companies had the luxury to take their time selecting the ideal candidate is long gone. Today, candidates have significant power in deciding where, and under what conditions, they choose to work. While career and professional growth remain crucial, they are increasingly intertwined with personal development and life goals.

For organizations, adapting to this shift is imperative. Companies must streamline their recruitment processes to be swift, straightforward, and personalized. Additionally, they need to address the growing demand for flexibility, such as offering part-time positions, flexible working hours, and opportunities for professional development.

Moreover, it is essential to move beyond the notion of seeking the “perfect fit.” While legal qualifications are undeniably important, it is equally valuable to consider a candidate’s growth potential, motivation, personality, and alignment with company values. Embracing a more open-minded approach in the selection process can significantly broaden the talent pool and expedite the acquisition of competent professionals.