News and Updates from FWA
When it comes to recruitment, much of the emphasis lies in working out a strategy to attract the best people to your firm / organisation. You know you need to pull out all the stops. But what about retaining staff? Developing and maintaining a specific retention strategy can often fall by the wayside.
Recruiting new staff and developing your existing people will always involve a cost element. How do you weigh up the benefits of developing your people against the risks of them moving on regardless? More importantly, what if you do not develop them and they stay?
Here are some basics to consider if you want to keep your lawyers ‘sweet’:
Each employee will be looking for something different, something individual. Play to their strengths. Make sure the commitments you made when hiring them are there throughout their career with you. For those who have highlighted they want business development experience, give them that exposure with the freedom to test their creative abilities. For the person showing more potential for managing people, custom-build a programme that suits their role and status.
Despite an increasing choice of technological communications channels, many of us are still not getting it right.
Ultimately, people are your most important resource. Remember that your people have the potential to add enormous value to your business, and boasting about attracting the best is one thing… being able to hold on to them is something else!
It is no wonder people are moving to the Channel Islands, with the lure of the perfect work-life balance on top of the scenic beaches and that relaxed European lifestyle. The Channel Islands can offer you more than you know whether it is for a few years or for life.
Is the grass greener?’ We identified the growing emergence of in-house opportunities, as well as the fact that similar skills apply in both private practice and in-house.
The dos and don'ts of a successful interview