Human Resources - Energise Legal

Employer Branding

Law firms can leverage employer branding and compelling employee value propositions (EVPs) in several ways to attract top legal talent:

Define a Unique Brand Identity

Develop a clear employer brand that showcases what makes your firm unique as a place to work. This should highlight your firm’s:

Culture and values
Mission and vision
Opportunities for growth and development
Work-life balance initiatives
Commitment to diversity and inclusion

A strong, differentiated brand helps your firm stand out to potential candidates.

Create a Compelling EVP

Craft an employee value proposition that clearly articulates what employees can expect from working at your firm and what you expect from them. Your EVP should:

Be compelling and resonate with the talent you want to attract
Highlight unique benefits and opportunities
Set you apart from other firms
Be authentic and aligned with employee experiences

Showcase Your Brand Across Channels

Leverage multiple platforms to communicate your employer brand, including:

Firm website and careers pages
Social media profiles
Job postings
Professional networks

Share employee stories, testimonials, and examples of your culture in action across these channels.

Engage Current Employees as Brand Ambassadors

Your existing employees can be your best brand advocates. Encourage them to share positive experiences on social media and in their networks. This adds authenticity to your messaging.

Optimize the Candidate Experience

Ensure your recruitment process reflects your employer brand. Create an excellent candidate experience from initial outreach through onboarding to reinforce your EVP.

Highlight Growth and Development

Emphasize opportunities for professional growth, skill development, and career advancement at your firm. Top talent is often attracted to firms that invest in their people.

Showcase Firm Culture and Values

Use your online presence to give candidates insight into your firm’s personality, culture and values. This helps attract those who will be a strong cultural fit. By developing a strong employer brand and EVP, and consistently communicating it across channels, law firms can differentiate themselves and attract the high-calibre legal talent needed for long-term success. The key is to authentically showcase what makes your firm unique as an employer.

Did you know?

EnergiseLegal

EnergiseLegal’s founder Rachel Brushfield career heritage was in marketing and brand strategy and communications, skills and knowledge she now uses to help create a compelling employer brand and targeted employee value propositions for law firms.
We see talent from both sides, as we work with individual lawyers and law firms.
Investing in your employer brand will save budget in the medium term as you attract employees to the firm, saving recruitment fees.

What Next?

Read our client case studies and testimonials and get in touch for a no-obligation short meeting.

We help you

Create an employer branding strategy and plan
Identify and understand the future skills your workforce will need
Implement your strategy and manage the results

Services

Staff research
Employer brand research
Employer brand creation
Employee value proposition development

We support

Conducting the research to identify insights about your firm
Sharing our in-depth knowledge about what Millennials want
Helping you manage the needs of different generations in your workplace

Case Studies

Employer branding research
Coodes LLP

HR staff research
Coodes LLP

Talent Management

Portfolio careerists could help law firms succeed in the future world of work in several key ways:

Flexibility and Adaptability

Incorporating portfolio careerists allows law firms to be more flexible and adaptable to changing workloads and client demands. By engaging professionals who work on a part-time or project basis, firms can scale their workforce up or down as needed without the overhead of full-time employees. This agility enables firms to respond quickly to market fluctuations and take on new types of work.

Access to Diverse Expertise

Portfolio careerists often bring a breadth of experience from working across multiple industries and roles. This diverse expertise can be invaluable for law firms looking to expand into new practice areas or better serve clients with multifaceted needs. For example, a portfolio careerist with both legal and business consulting experience could provide unique insights on complex corporate matters.

Innovation and Fresh Perspectives

Professionals with portfolio careers tend to be independent thinkers who are comfortable with change. By bringing in these individuals on a project basis, law firms can inject fresh ideas and innovative approaches into their work. This outside perspective can help firms overcome institutional inertia and drive positive change.

Cost-Effective Talent Strategy

Utilizing portfolio careerists allows firms to access high-level expertise without the long-term financial commitment of full-time hires. This can be especially beneficial for specialized skills that are only needed periodically. Firms can bring in top talent for specific projects or time periods, optimizing their staffing costs.

Enhanced Client Service

The varied backgrounds of portfolio careerists can translate to improved client service. These professionals often have strong interpersonal and project management skills from juggling multiple roles. Their ability to see issues from different angles can lead to more creative problem-solving for clients.

Attraction and Retention of Top Talent

Offering portfolio career options can help law firms attract and retain top legal talent who are seeking greater work-life balance or diverse professional experiences. This is particularly relevant for younger generations of lawyers who may be less interested in traditional partnership tracks. By embracing portfolio careerists, law firms can create a more dynamic, adaptable workforce that is well-positioned to thrive in the evolving legal landscape. However, firms will need to carefully manage these relationships and integrate portfolio professionals effectively into their teams and culture to fully realize the benefits.

Did you know?

EnergiseLegal

Our team are portfolio careerists.
We value variety and love learning.
Portfolio careerists, professionals who don’t fit in just one neat box are one of our career coaching specialisms.

What Next?

Read our client case studies and testimonials and get in touch for a no-obligation short meeting.

We help you

Protect all you have built up; and secure the future in fast changing times
By sharing insights and practical solutions based on years of experience
By adding value; seeing talent from both the individual and firm perspectives
Understand the Millennial workers who are tomorrow’s managers and leaders

Services

Modern workforce planning
Talent development
Executive coaching
Leadership development
Modern HR policies and processes
Returners support
Group coaching

We support

You with your talent management and workforce planning
You to create insights to create change expediently
Greater understanding of the Millennial mindset
Updating HR policies and processes
The fulfillment, well being and productivity of your staff

Case Studies

HR performance management
HR values based recruitment
Returners support –The Law Society – redesigning the Returners course for the digital age.

Client Testimonials

Practical and creative insights

“Rachel’s combined coaching and talent management expertise has really worked for me. Rachel is skilled at putting herself in other people’s shoes and helping you to identify how to overcome blocks. She really does go that ‘extra mile’ – she’s full of practical and creative insights and ideas. I would strongly recommend her.”

Sarah Langton, Global Head of Recruitment, Clifford Chance.

Insightful and thorough

“Rachel is one of the most enthusiastic people I know. She is insightful and thorough and is always full of new ideas. She is an excellent coach, especially in the area of Talent and Career development.

She writes and is very ‘plugged into’ current research and the latest new approaches. She is also very supportive and generous to her friends and colleagues and I have no hesitation in recommending her.”

Dr Jacqui Grey, Managing Director, EMEA NeuroLeadership Institute.

Fantastic counsel, guidance and insight

“Rachel is one of those rare people that provides fantastic counsel, guidance and insight while avoiding corporate or consultant speak. She is honest, professional and extremely experienced in her field. She is in it for the journey, always checking in and nothing is too much of a problem for her, I cannot recommend her enough. I suspect she must be one of the prime movers and shakers in her industry – the complete package.”

Luke Oubridge, former Finance Director, Accenture.

Events

The Law Society Law Management Section (LMS) People in practice conference: Retain talent and lead into success 6 March 2019 ‘Talent attraction and retention’.
The International Bar Association. Panel session at Paris conference on talent retention and development. (2014)
LawNet annual conference breakout session; ‘Impact of GenY on the legal profession.’ (2015)
LawNet event ‘Talent engagement’ (2010).