With the world emerging from the uncertainty of the pandemic, law firms are still managing to cope with the challenges and aftermath. The landscape of legal recruitment has completely changed after the pandemic as lawyers are adapting to new ways to manage their work and interact with colleagues and clients. 

During the Covid times, the ability to hire new lawyers and collaborate with them in person became impossible. In the post-pandemic world, expectations of recruiting skilled professionals by law firms have changed dramatically. As personal interactions were cut down completely, law firms are facing a backlog of cases due to the pandemic delays. Therefore, it is difficult for firms to recruit and retain talent while adjusting to newer norms altogether. 

Changing needs of the workplace 

Law firms today are adjusting to the modern working ways within the workplace. With lawyers enjoying flexible working hours during the pandemic, they are now trying to achieve a work-life balance. Previously, connecting personally with clients, adversaries, and peers was the norm which was pivoted to remote working. We are now seeing law firms embracing hybrid work models as the staff expectations of digital work have increased. 

Some firms have already launched their flexible workplace schemes while others are refreshing their policies based on feedback from their employees. However, those who remain rigid in their operations fail to attract new talent. As young recruits have become increasingly vocal about their demands for flexible work policies, firms are looking for alternate ways to attract the best. 

Law tech is the new trend

In the post-pandemic era, potential technology is changing rapidly. Law tech is gaining popularity, transiting our interactions with clients to virtual setups. Even interviews take place virtually so candidates have to be extra impressive to ace these. Job seekers need to hone their tech skills as law firms are now hiring hybrid teams as part of their office setup.

The whole legal framework has succumbed to technological change, for instance, the way lawyers make decisions or how people get access to legal advice. Since the post-pandemic world heavily relies on technology, potential candidates entering into the legal industry will have to demonstrate technological skills – exhibiting their digital expertise using a multiple of hardware and software with great flexibility. In general, the newly recruited employees focus on working for law firms that offer a rewarding career, challenging work, and better work-life dynamics.

Commercial awareness is essential

People affiliated with the legal profession need to have commercial awareness of emerging technology. Laws related to tech areas, specifically cyber security, artificial intelligence, data analytics, and blockchain have had a huge impact on the legal industry. As law firms tend to stick to their traditional way of working, recruiters are now looking for employees who are able to break away from the traditional mode of work and bring creativity. As a result, possessing soft skills has become important.  In the post-pandemic world, recruiters are looking for professionals with creative, problem-solving techniques. Besides embracing change, the firms are hiring employees who have the ability to assemble the right tools, and are ready to evolve with time. 

The shift toward remote justice

The shift is easier said than done. Before the pandemic hit the world, lawyers were used to going to the office, interacting with the clients, and making appearances at courts for trials. Although things are coming back to normal post-pandemic, there are new opportunities lined up for work. 

Throughout the pandemic, the legal industry saw a shift toward remote hearings. After, remote hearings increased as firms began hiring remote attorneys. The approach has been welcomed by everyone, especially those whose cases were in a backlog during the Covid. Remote justice for some also means quick justice served, however, this does not exempt the case from heading toward trials or arguments.  

Hiring competition and the pay scale  

Remote opportunities have created job possibilities for candidates while increasing the competition. The talent pool has increased – instead of the competition faced by candidates in the local market; job seekers have to face competition from all over the world as companies are willing to hire the best talent. Therefore, it has become more than important for applicants to stand out in the job process.  Though there is no traditional office setup or luncheons, the salaries of entry-level lawyers are moving upward spirally. That’s because the companies are competing to attract the best, who can adjust to the post-pandemic work models. 

Senior employees are also demanding a change in their remunerations, based on their experience in the field. It has become imperative for law firms to manage the pay scale and fight the battle of capturing new talent. Some firms are offering financial incentives, such as sharing a percentage of revenue with the lawyers for working with the clients. 


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