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Solo & Small Firm Section Chairs : DavidCarter – CarterInjuryLaw , PA & DawnMyers – MyersLaw , P . A .
thesayinggoes “ hireslow andfirefast ,” butmybelief isthatifyoudothefirstpart right , you ’ llseldomfind yourselfhavingto “ firefast .”
The biggest challenge I ’ ve personally faced as the owner of a small firm is hiring the right people and being able to retain them for the long term . The saying goes “ hire slow and fire fast ,” but my belief is that if you do the first part right , you ’ ll seldom find yourself having to “ fire fast .” In this article , I want to share what I ’ ve learned about how to find the right employees and not just keep them around , but keep them happy .
Strategy
Thus far , hiring a recruiter or headhunter to help me find legal staff has seemed too expensive and hands-off to me , although it is certainly an option . I hope to get there someday , but I think , at least when starting out , it ’ s crucial to personally curate a team that shares your values and vision , and I just did not feel that was something I could outsource .
It all starts with your brand , your firm values , and your mission statement . I distill that down the best I can and place listings on Indeed , Monster , etc . I ’ ve also had success having my current staff refer new hires to the firm . After sifting through the resumes I receive , I have a staff member set up Zoom calls to save time . I then conduct an interview process that proceeds with a Zoom call followed
by an in-person interview with personality test and typing test . If the would-be employee is punctual , presentable , and smart , then I am almost done . I need to drill down on a few final characteristics before I commit to the hire . In my view , the non-negotiables are optimism , empathy , and diligence . I can train almost anyone how to work a personal injury case , but I cannot train them to be a happy person , to be kind and understanding with my clients , or to deeply care about the quality of their work . I truly believe that everyone in my office has those things in common .
Team Building
Now that you ’ ve hired your team , you can ’ t just keep them physically sitting at a desk in your office . You must keep them happy and motivated .
I go back to the brand and core values here . Are you setting a good example ? Do you treat clients and other staff with respect and care ? If not , how can you expect your staff to do the same with you , your other employees and your clients ?
About once a quarter , engage in a team building activity . Treat your team to lunch or dinner . Last month , my staff and I took a pottery class together in the morning and then did a food tour in downtown Tampa in the afternoon . It gives your employees a chance to see you , the boss , and each other , as something more than worker-drones . You really get to know one another on a deeper level and that ’ s important in any team .
As a small firm , it ’ s no doubt difficult to compete with the larger firms in terms of benefits . However , I urge you to get creative . Be more flexible with schedules than the big firms ; this is something your employees who are parents will really appreciate . Having worked at a larger firm , I know it really feels like you can get lost in the shuffle and your work is not appreciated . At a small firm , this is your strength . You can really shower praise on employees who excel , make them feel special , and create a small family-like environment .
Conclusion
I ’ m certainly not where I want to be as a leader , and I haven ’ t perfected the hiring and retention process . I probably never will . But I hope these tips help you , or at least get you thinking about how you can build your own “ Dream Team !” n
Author : David Carter – Carter Injury Law , PA
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