hiring trends: what law practices can learn from silicon valley
TRANSCRIPT
HIRING TRENDS: What Law Practices Can Learn from Silicon Valley
@ ClioCloud
By Jules Miller
GOAL: Be inspired to hire differently.
AGENDA.
1. What we can learn from Silicon Valley about hiring2. How law practices are like Silicon Valley tech
companies…and how they’re not3. Building a culture that attracts top talent4. Retaining talent so you spend less time hiring
Why am I Here Talking About Hiring? 12+ years working with enterprises and law practices on hiring and innovative talent solutions. I love this stuff!
Carbonado Group LLC
What Can We Learn from Silicon Valley?
They Spend A LOT of Time & Energy Hiring Rapid Growth
Constant hiring
“Fit” is critical A war for the best talent Every person
has an impact
Retention is critical
The Unicorns are On To Something
Tech company employees work incredibly long hours
…just like law firms
Tech companies are highly competitive environments …
just like law firms
The stakes are high…just like law firms And yet…
How Law Firms are Like Tech Companies
Law Firm Tech Co
Long Hours, high Stress, high Stakes ✔ ✔Opportunity to make a difference (world or company) ✗ ✔Practical skills tests ✗ ✔Feeling like voice is heard ✗ ✔Collaboration with “rock stars” & flatter management structures ✗ ✔Non-monetary perks (Often demonstrating trust + appreciation) ✗ ✔
Emphasis on cultural fit + employee ✗ ✔
…And How They’re Not
Shut Up and Take My Money!
77% of associates leave a firm by year 5
Highest attrition rates: years 2 & 3
50% of law firms reported increases in alternative career paths, non-partner track & flexible attorney programs
Associate Attorney was the unhappiest job in America*
Attorneys now are more willing to trade salary for intangibles.
“ ” “ ”
*beating out customer services associates & clerks…. Ouch!
It’s Not Working.
Study after study shows desire for: 1. Work environment, culture & reputation
• Hiring process that emphasizes culture• Company reputation and pride
2. Job resources• Non-monetary perks• Prioritization of employee happiness• Latest tech tools
3. Opportunities + meaningful goals• Leadership opportunities• Belief that they are changing the world
4. Autonomy + control over work• Flexibility• Voice heard in management• Collaborative opportunities
Attorneys who enjoy practicing the law but hate the culture are leaving law practices and exploring other paths
that offer these “intangibles.”
Attorneys Want More
It All Comes Down to CULTURE
How do you build a culture that attracts
top talent?
First, Look Within.
Why Would the Perfect Candidate Want to Work for You? They Have Options.
Define Your Unique Culture
The Talent Solution
Overall Company
Vision
•Big Picture Mission•Should be motivating and inspirational•Longer term (~5 year) goal
Articulate Values
•Specific list (3 – 10) of values unique to your company• Include as many people from the team as possible in the process
Make Decisions Based on
Values• Every decision
you make must be in line with values – your culture depends on it!
• Lead by example.• Enforce this with
all managers•
Hire an Fire Based on
Values
• Prioritize values in the hiring process
• Include a "culture interview”
• Do not put up with behavior that counters your values - make a statement by taking action
Reward Cultural Ambassadors
• Encourage living of values with real rewards – put your money where your mouth is!
• When certain people embody your values, make them a cultural ambassador
Creating a Culture Takes Commitment
This is Not A Differentiated CultureMost Law Firm Values Look Like This (if they have them at all):
• Integrity• Client Focus • Intellectual Rigor• Collaboration• Excellence
Which Law Firm is this??
UniqueSpecific
DifferentiatedIdentifiable
This is Pretty Darn GoodCustomer Success Comes First• We know the customer and know the product. No exception.• We build amazing products that make our customers happy and successful.• We earn the love and trust of our customers and never take them for granted.• We're humbly Canadian - but we're also damn proud of it.
Thrive as #TeamClio• We win together and lose together as ONE team.• We put the team's needs before our needs. No egos.• We respect each other and the Company, and strive to always do the right thing.• We balance what we give with what we take.
Draw the Fuc[redacted] Owl• We are aligned to common goals and empowered to make things happen.• We seek solutions when we find problems, wherever we find them.• We ask questions when we don't have answers.• We go above and beyond. Always.
Live a Learning Mindset• We are curious and always striving to improve ourselves.• We aren't afraid to fail.• We give each other real-time, honest, and actionable feedback, and likewise,
we're open to receiving feedback in order to grow.
No Doors, Only Windows• We're open and accessible.• We're free to be ourselves and to be genuine with each
other. Clio's culture is enriched through diversity.• We're encouraged to say what's on our mind and ask
questions. Good, bad, or ugly.• We communicate openly, broadly, and frequently.
Work Hard, Be Agile• We love deadlines. We live deadlines.• We don't punch clocks. We're measured by the
contributions we make.• We support each other to get things done fast and more
efficiently.• We do not view quality and velocity as opposing ideals.• We embrace change - and we're not afraid of it.
Stay Fit, Have Fun• We nurture our physical and mental health.• We laugh. A lot.• We always strive to be present, mindful, and in the
moment.• We have a fun and enthusiastic work environment.
Silicon Valley Tech Companies:
• Establish values and stick to them
• Are serious about living and breathing their defined culture
• Never compromise on cultural fit in hiring
• Reward alignment with culture
• Fire people who violate the culture
• Spend time helping new team members understand the culture
“For individuals, character is destiny. For organizations, culture is destiny.”~Tony Hsieh
“The thing I have learned at IBM is that culture is everything.”~Louis Gerstner, former CEO of IBM
“It's about getting the best people, retaining them, nurturing a creative environment & helping to find a way to innovate.”~Marissa Mayer, CEO of Yahoo!
Cultish about Culture
This is just the start.
Hiring is not over when the candidate accepts the job.
The Best Hiring Tip Ever
Focus on Retaining TalentOnce the right people are on your team, do everything possible to keep them at your company. The longer they are there, the stronger your culture will become and the less you will have to hire – the best people who are a good cultural fit will come to you proactively!
One year of paid leave for new mothers and fathers.
Covers the costs of freezing eggs and fertility assistance.
Annual stipend of $2,000 to travel anywhere in the world.
3 free meals a day, on-site acupuncture and improv classes
Compensated for seeing a life coach.
Reimbursement for daycare and adoption fees and $4,000 “baby cash”
Relaxation lounges with video games, onsite hair cuts and monthly poker
tournaments. Bring your dog to work.
100% medical, dental and vision coverage to employees
and dependents.
Unlimited vacation policy w/ $1,000 in spending money for employees who take a vacation longer than a week.
Retain Talent With Benefits & Perks
High level of transparency. Anyone can ask Travis, the CEO, a question at a weekly meeting.
20% of time to work on independent projects
Six days of paid volunteer time off and up to $1,000 to donate to a charity of their choice.
Law Firms are stepping it up with startup-inspired programs and perks:
• Free monthly massages (Benesch, Friedlander, Copland & Aronoff)• Dance-offs, karaoke, table tennis, ice cream sundaes, and weekly beer and
pizza gatherings celebrate team and individual successes. (Cooley)• Telecommute 25% of the time (Hogan Lovells)• Meditation classes (Kirkland & Ellis)• Massages, fresh fruit delivery, yoga classes (Hanson Bridgett)• Telecommute up to two days a week (WilmerHale)• A dedicated Happiness Committee (Perkins Coie)• On-staff mental health professionals and coaches (Fried, Frank, Harris,
Shriver & Jacobson)• Wine parties (Crowell & Moring)
A good start, but we can do better!
1. Identify firm’s unique perks and align with core values
2. Connect the values promoted by those perks
3. Evaluate perks appeal to candidates/potential hires
4. Market and promote perks as evidence of firm’s values and culture points
Law Practices Showing Some Progress
Example: Aloha Friday’s @ Salesforce.
• CEO Mark Benioff loves Hawaii and took a sabbatical there before starting the company
• Employees wear Hawaiian shirts on Fridays to “spread the aloha spirit” and bond as a team
• Offices pop with bright colors and prints • Conference rooms have names like Maka
Launa and Hala Kahiki• Embodies culture of philanthropy 1/1/1
model: 1% time, 1% product, 1% equity
It Doesn’t Have to Cost A Lot of $$
“I have never felt more valued by any other company. Management supports promotions to ensure you're reaching your highest potential. I love my job!”
“I started as an hourly employee and the company has rewarded me for hard work and creativity by allowing and encouraging me to work in a variety of roles.”
Personal and professional development funds. “Slack really wants you to grow as a person”
“I feel like Pinterest genuinely cares about me as a person.”
If not, there is still more work to be done on your culture.
Do Your Employees Say This?
