With 2018 coming to a close, we reflect on the year and the evolving legal climate taking time to assess how these subtleties will influence trends in 2019. As managers or legal professionals, you may have already noticed the shift, whether it be the sudden increase in mental health awareness in law or the influx of international professionals in the city, these nuances will ultimately change the Vancouver legal landscape. Here are Arlyn Recruiting’s Top 5 Trends that we believe will have the great impact on HR in 2019.
Diversity
It most likely comes as no surprise that as Vancouver becomes increasingly more and more multicultural over the years, we are now seeing an increase in international
workers.
With the local legal market slowing down, and demands continuing to exceed the supply, you might want to consider hiring these international professionals who are normally qualified lawyers in their home countries. Consider a temp-to-perm strategy where the relationship with the candidate starts off with a short-term assignment that has the potential to lead to longer-term employment. You’ll be able to see firsthand, how they tackle your assignments and projects and just how well they fit into your office culture
Flexibility
Autonomy is listed as one of the top factors for employee satisfaction. This could mean a myriad of things for an employee, but the broad definition, stands for employees looking to break free from the regular 9-5 job or the ‘typical’ model of a full-time job routine. With technology expanding at a rapid pace, booking boardrooms for meetings has become a thing of the past, and many duties can now be easily completed with just good internet connection. Four-day work weeks have also been proven to boost productivity amongst employees. A New Zealand company recently went permanent with the four-day work week after an experiment that has since gone viral. No matter the definition, higher levels of autonomy tend to result in an increase in job satisfaction, and a happy employee makes for a productive worker.
Leadership
It is not hard to believe that employees work better and more efficiently in environments where they feel trusted, respected and valued. Micromanaging can often lead to demotivated employees, a stifle in innovation, and a loss in opportunity for your employee to learn and create their own judgements. We find that this method of intense management and restriction can often lead to candidates expressing frustration and dissatisfaction. Instead, leading by example is a great way to enforce how a company wants their staff to behave and work. By acting as a leader, you will be able to better equip your team with the right tools for success, provide them with the opportunity to grow and retain employee loyalty, which will ultimately benefit your bottom line. As Steve Jobs says: “It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.”
Business Culture & Ethics
Now more than ever, with this candidate driven market, we find that creating a strong and relevant corporate culture is vital in differentiating your company against others organizations that provide similar services. Candidates are becoming increasingly more selective when it comes to joining a firm since they themselves are well aware that they are a “hot” commodity. With websites like Glassdoor that allow present employees to review their experience at firms they have either interviewed or worked at, it is critical that this change is made sooner than later. Therefore, establishing a recognizable company culture and a set list of valued ethics, can make you stand out significantly to future team members as well as reinforce the connections with existing ones. Try refining your current stance on what it means to be a member of your firm, create a culture that establishes a desirable identity for your firm, and most importantly take the employee experience seriously.
Social Responsibility
With society becoming increasingly more aware and responsive to social matters, it is our responsibility as business professionals to continuously adapt with the current social climate to ensure the safety of our staff, represent those who are unable to represent themselves, and listen to the needs of our team members. We see first-hand the effect this change has on staff members and should take responsibility in understanding the importance of increasing mental health awareness and recognizing social movements within our organizations. According to the Precedent Magazine, it is understood that “close to 28% of lawyers suffer from depression and 19% live with anxiety” disorders. Being aware and recognizing issues like these make your office more accommodating for the people you employ. Employees feel valued when they see their employer taking time to assist staff in overcoming certain obstacles in their life as well as acknowledging social movements in this post-Weinstein world.
Whether you lead a team of legal assistants, junior associates or even the firm itself, 2019 will see a major shift in workplace change and culture. According to research, the current job market is 90% candidate driven. That means you don’t pick talent anymore, the talent picks you. There will be more of an emphasis on company culture, the employee experience, and a major change to what is considered the traditional workplace model. With the city of Vancouver continuing to diversify, this ultimately means an increase in international talent, meaning more opportunity for your firm to diversify your own pool of existing candidates.
From our 25+ years of recruiting for Legal Professionals in Vancouver, we have first-handedly seen these trends evolve; whether they be subtle or large, we understand the vital importance of adaptation to these shifts, and by making yourself aware, you’ll be one step ahead of the game.
