What does it mean to invest in new talent? Lisa Slater, Jarred associate and early talent specialist shares her experience working in the legal sector.
‘Firms won’t achieve their goals if they don’t invest in talent.’ she starts. Naturally, the best investment for an organisation struggling to secure the right people is to bring in an experienced fresh pair of eyes like Lisa’s but what else do they need to make an allowance for?
An investment of time
According to Lisa, it’s a tricky area to work in. In order for a business to meet its ambitions, it needs the right workforce level but in a sector like legal where lead times include mandatory training and certification, planning takes precision.
‘But there is no science to it’ she says. Questions like where the business is heading and what they are going to need come up against issues like attrition and the fact that you can be recruiting up to two years in advance – and in some cases, even longer.
An investment in engagement
The process starts with a review of the recruitment and selection pipeline and conversations around diversity and inclusion. After speaking with stakeholders at all levels, Lisa can gauge the firm’s appetite for change, she’ll also pull together her key findings and recommendations ready for managed implementation.
‘Sometimes there’s room for movement but at other times you’ll come up against rigid parameters. Some clients are happy to kick the tyres on a few ideas but at the end of the day, my job is all about opening their eyes to the art of what’s possible and then making it work on a practical level,’
An investment in change
She mentions a recent project. ‘We came in to review the firm’s selection process. They were a client that we’d worked with before, so we knew them well.’
She explains that the process never happens in a vacuum and that everything, down to the interview scripts, needs to be in alignment with the company’s culture and values – so understanding these is really important.
‘We ran focus groups and spoke to stakeholders to find out what was working and what wasn’t, this kind of fact-finding is invaluable.’ she says.
They were able to revise the procedures, run training and redesign the scripts to provide a process that was more in tune with the client’s values and objectives: vital when the workplace has seen profound change over a short period of time.
Caring is key
‘It’s all about asking the right questions to the right stakeholders, otherwise, you’ll miss the mark,’ Lisa states.
At Jarred Consulting we’re committed to helping our clients to recruit, manage and retain the best calibre talent they need to take their businesses forward. We do this by building trust and mutual respect and then watch these elements trickle down through the process. Get in touch for a friendly discussion about how we can help you to achieve your goals.
