Post by account_disabled on Feb 20, 2024 1:48:45 GMT -5
In this context, the current situation highlights a shortage of good young lawyers who can join law firms. “Attracting talent is the firm's reputation and brand. Any firm must ensure its reputation in three environments: with clients, in its ability to attract these young lawyers and in the legal sector itself. In the last two, human resources plays a key role in creating that firm's reputation .”
In this fight for young talent, Moya recognizes Fax Lists that “ year after year the salaries of first and second year juniors continue to rise . At the same time, there is a shortage of students entering the legal profession who meet the criteria set by law firms to become future lawyers. The firm that is able to explain its culture and its brand and create an attractive project for the new generations will have a lot to gain.”
For this expert, “ the salary issue in this type of situation is not definitive ,” although he makes several things clear. “The fact that a firm offers a higher remuneration can indicate to the candidate that the firm has better clients and matters, they will learn more… it is not a choice for money , but rather what the remuneration in this case indicates. to the candidate. Even so, I still think that being able to define an attractive professional project and having good bosses is still definitive for decision-making in many cases.”
Along with this activity among the youngest lawyers, it is also perceived that there is movement of professionals at a more senior level . “We continue with the trend of the last two years, where law firms reinforce their structures with professionals who shine in a practice and sometimes arrive with part of their team. The flight of talent towards corporate legal consultancies is also observed.”
Bet on innovation in HR
Moya now begins a new professional stage at AMX Consulting in which “ we want to become strategic partners of the HR directors of the main legal firms , many of whom I already met at the University of Navarra and now it is about helping them in the development of the professional career of its lawyers, where talent management is key to avoiding leaks from one office to another office or company.”
In this fight for young talent, Moya recognizes Fax Lists that “ year after year the salaries of first and second year juniors continue to rise . At the same time, there is a shortage of students entering the legal profession who meet the criteria set by law firms to become future lawyers. The firm that is able to explain its culture and its brand and create an attractive project for the new generations will have a lot to gain.”
For this expert, “ the salary issue in this type of situation is not definitive ,” although he makes several things clear. “The fact that a firm offers a higher remuneration can indicate to the candidate that the firm has better clients and matters, they will learn more… it is not a choice for money , but rather what the remuneration in this case indicates. to the candidate. Even so, I still think that being able to define an attractive professional project and having good bosses is still definitive for decision-making in many cases.”
Along with this activity among the youngest lawyers, it is also perceived that there is movement of professionals at a more senior level . “We continue with the trend of the last two years, where law firms reinforce their structures with professionals who shine in a practice and sometimes arrive with part of their team. The flight of talent towards corporate legal consultancies is also observed.”
Bet on innovation in HR
Moya now begins a new professional stage at AMX Consulting in which “ we want to become strategic partners of the HR directors of the main legal firms , many of whom I already met at the University of Navarra and now it is about helping them in the development of the professional career of its lawyers, where talent management is key to avoiding leaks from one office to another office or company.”
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