Strategic Approaches to Legal Staffing for Firms and Departments

In this interview, Shelby Thompson, Legal Division Manager at Eastridge Workforce Solutions from Eastridge Workforce Solutions discusses the utilization of temporary staffing, temp-to-hire, and direct-hire placements in the legal sector. She explains that temporary staffing is commonly used to cover leaves of absence for secretaries, paralegals, and even attorneys. This option benefits law firms that don’t have the budget to hire a full-time replacement for a short period. Temp-to-hire staffing is another popular choice, allowing firms to test out candidates before making a direct hire decision. This option is often used for a few months, but decisions can be made sooner if the candidate proves to be a good fit. Finally, direct hire placements are the most common and encompass various roles within the legal industry, such as secretaries, assistants, paralegals, attorneys, and partners.

Key Takeaways

• Temporary staffing is frequently used in the legal sector to cover leaves of absence for various positions, including secretaries, paralegals, and attorneys.
• Temp-to-hire staffing allows law firms to test out candidates before making a direct hire decision, typically for three months.
• Direct hire placements are the most common option in the legal industry and cover a wide range of roles, including secretaries, assistants, paralegals, attorneys, and partners.

Temporary Staffing: Filling the Gaps

Temporary staffing plays a crucial role in the legal sector, particularly when it comes to covering leaves of absence. Whether it’s a secretary, paralegal, or even an attorney, firms often need temporary staff to ensure their operations continue smoothly. As Thompson explains, temporary staffing is a cost-effective solution for firms that don’t have the budget to hire a full-time replacement for a short period.

She further explains that working in a law firm is extremely busy, and leaving desks empty during leaves of absence is not an option. Temporary staffing services from agencies like Eastridge provide the necessary support by covering employee sick time, handling timekeeping, and managing payroll. This takes the pressure off the client and allows them to focus on their core business while ensuring their operations run smoothly.

Temp-to-Hire Staffing: Testing the Waters

Temp-to-hire staffing is a popular option in the legal sector, especially when firms want to test a candidate before making a direct hire decision. This approach is beneficial when budget constraints or uncertainty about a candidate’s fit for the role exist. According to Thompson, most clients opt for temp-to-hire staffing when they either don’t have the budget for direct hire or want to evaluate a candidate’s performance before committing to a permanent position.

Temp-to-hire staffing typically involves a trial period of around three months, during which the candidate works temporarily. This allows the firm to assess the candidate’s skills, work ethic, and cultural fit within the organization. However, Shelby notes that the decision to convert a temporary position into a permanent one can sometimes be made within a few weeks, depending on the circumstances.

Direct Hire Staffing: The Most Common Need

Direct hire staffing is the most common form in the legal sector. It is utilized for all roles, from secretaries and paralegals to attorneys and partners. According to Thompson, direct-hire staffing is the most common need in the legal services staffing industry. Clients rely on agencies like Eastridge to fill their already posted positions or even unposted roles that need to be filled quickly.

Direct-hire staffing offers several advantages for both clients and candidates. For clients, it ensures they can find the right candidate for the role without going through the time-consuming process of advertising the position, screening resumes, and conducting interviews. For candidates, it provides an opportunity to secure a permanent position with a reputable firm without going through a temporary trial period.

Conclusion

Utilizing temporary, direct hire, and temp-to-hire staffing in the legal field has significant implications for firms and in-house departments. Temporary staffing enables firms to sustain operations during absences and avoid desk vacancies economically. Temp-to-hire staffing allows firms to evaluate candidates before committing to a permanent hire, which is particularly useful in cases of budget constraints or uncertainty about suitability. Meanwhile, direct hire staffing, the industry's predominant method, swiftly fills vacancies and offers a streamlined process for securing permanent positions without trial periods. Employing these staffing strategies strategically enables legal recruitment goals to be met efficiently, catering to all forms of needs and situations.