The New Normal : Law Firms Navigating Workforce Expectations
By Rosa Nunez , Human Resources Director
SEPTEMBER / OCTOBER 2023
24
In the last few years , law firms have faced extraordinary challenges in the workforce . We were still recovering from the pandemic when the “ Great Resignation ” and economic uncertainty hit us . Learning to adapt to the changes in the market for lawyers and other staff caused by these events has not been an easy transition . From a lack of job applicants to the divide over remote work , HR departments are tasked with thinking outside the box to find new employees that meet the standards of excellence and production that were in place before the pandemic , but who are now prioritizing mentoring , work / life balance , and remote working .
Should Experience Remain the Main Hiring Criteria ?
Finding qualified candidates has become more difficult because many of those candidates have left the workforce , do not want to work full-time , or decided to follow a new career path . The shortage of qualified applicants has made the already difficult and competitive search for the best candidate in the market more arduous . The lack of “ typical ” candidates with industry-specific skills has forced us to redefine our definition of experienced and qualified .
At Johnson Pope , we have become more open to exploring the less traditional career path by shifting our focus to core skills that are easily transferable across industries . This mindset has created opportunities for current employees to learn new skills while meeting ongoing organizational duties . The work of a legal assistant and paralegal are now more blended , and structured mentoring of lawyers in business development and substantive skills is now expected by all applicants .
Embracing a Hybrid Work Environment
One of the key changes that the pandemic caused is flexible , hybrid work schedules and availability of remote work schedules . Job candidates routinely now seek employment opportunities that offer remote work and hybrid work schedules , because work-life balance continues to stay at the forefront of applicants ’ concerns . Providing the flexibility to work in the office or from home has created a better balance between career and home life . Instead of a single lawyer or paralegal working 5 days a week , the market may demand that a firm hire two lawyers or paralegals working flexible schedules or assuring an employee of a remote work schedule on which he or she can rely .
That said , remote work is not without risks . One of the difficulties associated with remote work is the false sense of achieving a work-life balance , which can contribute negatively to employee mental health and well-being . The inability to set a structured routine and differentiate the transition between work and home has caused many to burn
out or to become dissatisfied with the position . Remote work arrangements will often cause feelings of isolation and disconnection from colleagues , contributing to the further decline in the employee ’ s or firm ’ s satisfaction with the relationship . The problem of isolation and disconnection has made events in and outside the firm that get everyone together to talk , to get know each other , and to dispel the feeling of disconnection .
Johnson Pope consistently tries to do its best to remain as flexible as possible when it comes to remote / hybrid work arrangements while still recognizing that the practice of law is a business . While most of our employees returned voluntarily to the office after the mandates ended , we felt it was important to have a formal , hybrid work policy to avoid any misunderstandings , to set expectations and to avoid disparate treatment that can create resentment .
Our policy requires employees to be in the office at least three days per week . The policy still allows for flexible scheduling , but it also places emphasis on the connection remote employees often want to feel and recognizes that some employees prefer to work from the office and not remotely . To date , the three days a week , in-office schedule has worked to satisfy those who want remote work and those who prefer in-office work five days a week .