Problem: Traditional sourcing and recruitment tools, such as job descriptions and postings, have unconscious bias baked in, limiting the candidate pool that is attracted to the open positions.
Solution: Use research and data to craft and place lawyer job descriptions that attract the most diverse, qualified pool of lateral associate and partner talent to populate the next generation of leaders.
Problem: Acquiring lateral partners or leaders that do not fully deliver on expected performance outcomes and/or fit the culture.
Solution: Define high-performing partner/leader performance metrics and expectations, assess the biographical and behavioral traits of current top talent using statistical modeling, and leverage that intel in the hiring process to increase the number of high-performers hired.
Bright Spot Study & Cultural Assessment
Problem: When hiring lawyers, legal organizations often over-value credentials and pedigree (e.g., law school rankings, grades, clerkships, employment at elite law firms) versus the skills, values, and mindsets that research shows contributes to high performance at a particular organization.
Solution: Assess and learn the skills, values, and mindsets that your organization’s high performers embody through a Bright Spot Study (i.e., qualitative 60-minute interviews with dozens of senior high-performers) and an Organizational Cultural Assessment (i.e., an online 15-minute survey that assesses the values of all lawyers in an organization).