2 Hiring Moves That Could End Up Reducing Atty Turnover

Evan Parker

Law360 (March 15, 2018, 3:13 PM EDT) -- Law firms may need to rethink the way they interview and hire to reverse the steady tide of attorneys jumping ship in today’s highly active lateral market.

The traditional law firm hiring process — in which a partner gleans information from an associate candidate’s resume and references and in a one-on-one interview, feeling them out by asking about their accomplishments, interests and background — may be introducing an unnecessary level of personal bias into the hiring process and could be leading law firms to hire the wrong lawyers, according to Evan Parker, managing director at LawyerMetrix.

Instead, Parker and others like him suggest that hiring managers use data and metrics, structured interviews and a more scientific approach to narrow the candidate pool and identify who would thrive best in a given law firm or practice group.

“What you see is law firms are currently interviewing and selecting for factors not critical and central to success” such as a gut feeling or a personal connection, Parker said.

He suggests that better hiring strategies could play a role in remedying the industry’s retention issues and potentially even help with firms' efforts to improve diversity.