Legal recruiting strategies are more important than ever in the post-pandemic workforce. While COVID-19 may no longer dominate headlines, the ripple effects—particularly the staffing crisis—still impact law firms across the country.
Although restrictions have lifted and the threat of illness has decreased, law firms continue to experience the fallout. Employee engagement, already strained before the pandemic, has deteriorated even further. Many professionals are no longer getting sick, but they’re still losing interest in their jobs.
A major sign of this disengagement is the rise of “quiet quitting,” where employees do just enough not to be fired, but lack motivation to grow, innovate, or lead.
If your law firm wants to attract and retain top talent, it’s time to rethink your legal recruiting strategies.
Legal Staffing Strategies Were Already Needed
Even before COVID-19, legal recruiting strategies were critical. The virus only sped up existing issues. Baby Boomers may have retired faster due to the pandemic, but many were nearing the end of their careers already.
Similarly, more professionals were leaning toward contract or temporary work instead of long-term roles. This wasn’t new—the pandemic simply made it more obvious.
Other pre-existing issues that worsened post-pandemic include:
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The mental health and substance abuse crisis
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Increased preference for career-hopping over long-term industry commitment
These realities mean the legal staffing crisis won’t resolve itself. Legal recruiting strategies must evolve to meet the moment.
How to Use Legal Recruiting Strategies to Boost Engagement
The root of the staffing problem isn’t a lack of talent—it’s a lack of interest. Candidates are no longer attracted by outdated incentives. Your firm must align with what today’s workforce values. Below are three proven legal recruiting strategies that can help you do just that.
1. Legal Recruiting Strategies Must Include Modern Tech
Modern candidates expect firms to adopt cutting-edge technology.
Legal staffing firms have stressed for years that even small firms must keep up with tech trends. In today’s market, outdated systems are a red flag for job seekers, especially Millennials and Gen Z, who grew up with technology.
These generations don’t want to waste time on tasks that could easily be automated. They want to use tech to do their jobs better, faster, and smarter.
During the pandemic, many experienced what it was like to work from a home office equipped with better tools than those found in traditional law firms. Going backwards isn’t appealing.
If your technology lags, so will your recruiting.
2. Flexibility is Key in Legal Staffing Strategies
Flexible work arrangements are no longer a bonus—they’re expected.
Back in 2019, 70% of lawyers said flexible hours and remote work were the most appealing benefits a firm could offer. Now, that number is likely even higher.
Today’s talent is done with long, rigid hours. Firms that offer remote options and flexible scheduling position themselves to attract the best in the field.
Flexibility should be baked into your recruiting strategy, not treated as an exception.
3. Align Legal Recruiting Strategies with Purpose
Younger professionals—especially Millennials and Gen Z—want meaningful work. Compensation matters, but values and purpose matter more.
They’re drawn to firms that offer:
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Volunteer programs
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Philanthropy or giving back initiatives
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Social responsibility and ethical practices
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Opportunities to work on impactful, purpose-driven cases
Your legal recruiting strategy should highlight how your firm supports causes, empowers communities, and provides work that aligns with employees’ values.
Today’s Legal Recruiting Strategies Must Reflect Today’s World
The legal workforce has changed—and it’s not going back. Waiting for the old normal is no longer a strategy; it’s a liability.
Instead, take the lead by embracing what today’s talent really wants:
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Modern technology
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Flexible schedules
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Purpose and meaning in their work
Attracting and keeping top-tier legal talent will require both intention and innovation. But if you implement forward-thinking legal recruiting strategies now, your firm can thrive in this new world of work.
Want more support to help your law firm grow with today’s workforce?
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Blog by Molly Hall McGrath