How to attract and retain top legal talent: recruitment tips for law firms

Attracting and retaining skilled legal professionals is one of the biggest challenges facing law firms today. The legal sector continues to face significant skills shortages in key practice areas, competition is high, and candidate expectations have evolved massively. 

Whether you’re a large national practice or a boutique firm, developing an effective recruitment strategy can help you secure the best people and build a stronger business. Here, we share practical recruitment tips for law firms to help you attract, engage, and retain top legal talent.

Balance your talent pipeline: from trainees to interim Lawyers

Building a balanced workforce means considering both ends of the experience spectrum.

Junior hires such as Paralegals and Trainee Solicitors can be a valuable long-term investment. These candidates bring enthusiasm, adaptability, and a willingness to learn - and, with the right training, they can grow into future fee earners and leaders. The number of trainee contracts being offered is rising, allowing firms to build internal capability cost-effectively.

At the same time, interim Lawyers can be a smart solution for short-term gaps or projects requiring niche expertise. Interim professionals are often highly experienced and can add instant value to a firm during periods of increased workload. However, they should complement - not replace - a consistent long-term hiring plan.

Strengthen your employer brand to attract top legal talent

A strong employer brand is one of the most useful assets for law firms battling it out in the war for talent. It is essential to think about what you can offer candidates, as recruitment is a two-way process and those wishing to attract the best talent need to give them something in return. Candidates will likely be attending a number of interviews, so consider what will make you stand out against other firms that are hiring and be sure to emphasise your unique selling points throughout the hiring process.

Take time to define what you offer beyond salary - whether that’s career progression, flexible working, a supportive culture, or exposure to interesting work. Communicate these benefits clearly throughout the recruitment process.

Company websites are often the first port of call for prospective employees, so it is advisable to have a careers section that displays further information about the various roles on offer, as well as shedding light on the team environment and benefits to staff. ‘Meet the team’ pages are typically among the highest-viewed sections of any site, so ensure these are kept updated and that the content is engaging and dynamic; it will entice people who want to work in an environment where they can see similar personalities to their own, as well as inspiring staff to mimic career paths that they aspire to.

Use social media to boost visibility and engagement

Social media is a powerful extension of your employer brand. Platforms like LinkedIn allow you to showcase your firm’s expertise, celebrate achievements, and connect with potential candidates.

Prospective employees often visit LinkedIn to read posts, testimonials, and team updates before applying for a role. Maintaining an active, authentic presence gives them confidence that your firm values openness and collaboration.

The legal profession has traditionally been cautious about social media, but when used responsibly, it can be an invaluable recruitment tool — and it helps with staff retention, too, by creating a sense of community and belonging.

Create a positive candidate experience

The recruitment process itself can shape how candidates perceive your firm. Clear communication, timely feedback, and flexibility during interviews go a long way toward creating a positive impression.

Even candidates who are unsuccessful should leave with a good experience - they may reapply in future or recommend your firm to others. A transparent, respectful process also reinforces your reputation within the legal community.

Retain talent through culture and development

Attracting great people is only half the challenge; retaining them is equally important. Firms that invest in their people and prioritise wellbeing tend to perform better in the long term.

Encourage ongoing professional development through mentoring, training, and clear progression routes. Promote an inclusive culture where employees feel supported, valued, and heard. Not only does this improve morale, but it also enhances your ability to attract future talent through positive word-of-mouth and referrals.

Partner with Sellick Partnership

At Sellick Partnership, we specialise in connecting law firms with exceptional legal professionals across private practice and in-house roles. If you’re looking to strengthen your legal team, our Consultants can help you find the right talent quickly and effectively.

Partner with Sellick Partnership for tailored legal recruitment solutions. Contact us or learn more about our Legal recruitment services.