The Battle of Legal Support: Expertise VS Potential

It’s no secret that in the world of legal support, experience and expertise often take center stage.

As a specialist legal recruiter, I have based the success in my career so far on being able to connect with the best, most experienced, elite, and sought after legal talent in the country, promoting them into senior-level support roles across Canterbury to support our clients’ high performing teams.

With the already tight market and competitive economy, several of our clients have noticed the pinch of the past year between the recovering economy, war for talent, and hyper-inflated salaries putting pressure on their businesses while maintaining equity within their experienced support teams.

However, a bold move has been taking place lately—one that is challenging conventional hiring wisdom and redefining the landscape of legal recruitment. Over the past two months, I have partnered with our clients to combat these challenges, placing five entry-level candidates alongside experienced legal secretaries in specialist legal roles, and the results have been nothing short of exceptional. The benefits? Read our findings below.

1. Cost-Effective Talent

Entry-level candidates offer an attractive proposition for legal firms: cost-effective talent. While experienced professionals may demand higher salaries due to their years of expertise, entry-level candidates often require more modest compensation packages, valuing opportunity and exposure over financial returns. As these professionals gain experience and proficiency, these individuals can evolve into valuable assets for the firm, providing a long-term return on investment.

2. Maintaining Equity 

Experienced legal administrators who command exorbitant salaries can create a disparity in compensation within the firm. With a clear shortage and war for experienced administrative network, many firms find themselves pressured to compete with the market to attract desired talent, often pushing out relativities and banding of their existing staff and leading to hyper-inflated salaries or remuneration packages.

This can lead to morale issues and a lack of motivation among junior staff who see limited opportunities for salary growth. Hiring entry-level candidates at more reasonable salary levels can help bridge this income gap, promoting a fairer distribution of compensation and reward.

3. Transferrable Skills

One of the standout advantages of hiring entry-level candidates is the introduction of fresh mindsets and transferrable administration skillsets into the legal arena as they look to challenge themselves in a new environment. This can include everything from customer service, IT skills, attention to detail, numeracy and literacy skills, invoicing, organisation and PA skills, including diary and inbox management.

4. Molding Future Talent

When firms take a chance on entry-level candidates, they have the opportunity to mold these individuals into future key players within their own teams. By providing them with mentorship, guidance, and hands-on experience, legal professionals can cultivate talent that aligns perfectly with their firm’s values and culture.

This investment in the growth and development of entry-level hires not only benefits the firm but also contributes to the overall professional development of these individuals. They acquire real-world experience and receive training that is tailored to the firm’s specific needs, making them well-rounded legal professionals poised for long and successful careers.

Firms may also note increased retention of their senior administrators, increasing intrinsic reward of their internal teams by giving them the opportunity to mentor junior staff with their specialist legal knowledge of the legal industry.

5. Long-Term Sustainability

Hyper-inflated salaries can be unsustainable for law firms in the long run. When a significant portion of a firm’s budget goes toward paying high salaries, it can leave little room for investments in training, technology, and growth. By incorporating entry-level candidates, firms can allocate resources more wisely, ensuring they have the financial flexibility needed to adapt to changing market conditions and invest in the future.

6. Employer Branding & Social Responsibility

Hiring entry-level candidates also has the added benefit of enhancing a legal firm’s reputation and demonstrating social responsibility. Embracing newcomers to the industry can portray a firm as inclusive, forward-thinking organisations that values the potential of all individuals.

Clients, particularly those who appreciate diversity and social responsibility, are likely to view such firms more favorably. This can lead to increased client loyalty and trust, which are invaluable assets in the competitive legal market.

…So, what does this mean for my Team?

While it’s essential to reward experienced professionals fairly for their expertise, combatting hyper-inflated salaries and remuneration packages by embracing entry-level candidates is a strategic move that offers multiple advantages. It promotes cost-control, reduces income inequality, attracts diverse talent, and ensures the long-term sustainability of legal firms. This shift in hiring practices not only benefits individual organizations but also contributes to a healthier, more balanced legal industry overall.

Legal firms that dare to take a risk on entry-level candidates are not only shaping the future of their organisations but also contributing to the growth and diversity of the legal profession as a whole. This shift in hiring practices heralds a new era of inclusivity, innovation, and excellence in the legal support market—a trend that is both exciting and full of promise.

Interested to discuss further? Get in touch with Legal Support Consultant, Emily Watson to discuss further at emily@fluidrecruitment.co.nz .