UK recruitment businesses are facing legal issues

Since the early 2000s, there has been a rapid increase in the number of recruitment issues that have affected a number of industries. This is especially affected the legal sector, who are struggling to retain talent and recruit suitable people for the world.

At the moment, the skill shortage is one of the biggest problems that is being faced by legal firms across the UK. The candidate’s market in the UK is experiencing a particular skill shortage, which is mainly due to a lowered trainee intake which occurred between 2008-2012.

Because of this, there have been fluctuations and decreases in the legal sector which has affected growth in the industry.

A recent trend has seen more people training to be employment solicitors, or specialising in a contentious disciples such as immigration and family law. This also means that fewer people are qualified to work in corporate banking and property law.

Because of this, there is a wider workload for practicing lawyers and a lack of has caused industry-wide instability.

How does this affect law firms and their current methods of recruitment?

Law firms are doing everything in their power to maintain their existing lawyers, by promising things such as promotions, pay rises and extra work. The skill shortage is meaning that companies are less willing to let their existing employees go, which is, in turn, contributing to the employment structure.

There is a growing pressure on solicitors because of this shortage, which is in turn, putting off interns from pursuing a career in law.

The response to legal recruitment

In the hopes of encouraging more people to work in the legal sector, there has been an increase in investment in the graduate programmes and HR. Legal recruitment agencies are being urged to take full advantage of technology during their recruitment plea, using videos, social media and everything in between.

In order to tackle the skill shortage, many agencies have lowered their entry requirements in order to increase staff retention. This is implemented by viewing candidates who have various experience and background.

As there is a high demand for solicitors and legal workers in the UK, it’s also important to ensure that you are also quick in your approach, as hesitation could lose you an ideal candidate.

At present, the ratio to job applicants means that the applicants have a much wider choice, so hesitating could mean that they are lost to another firm.