ATTRACTING AND RETAINING A SPECIALIST TALENT POOL USING BRANDING AND ASSESSMENT TOOLS
Each year, the Government Legal Profession (GLP) recruits qualified lawyers, trainee solicitors and pupil barristers. They require rigorous recruitment, that meets the challenges of a small expert talent pool and firm regulatory framework. Our ‘always-on’ brand-building strategy and leading-edge assessment have reduced time-to-hire and created real benefits
for service delivery. And overall, we’re attracting and retaining career lawyers, while providing the public sector with an admirable return on investment – including a significant saving on contingency agency costs.
- ALWAYS-ON BRAND BUILDING
- REDUCED TIME-TO-HIRE
- LEADING-EDGE AND BESPOKE ASSESSMENT
- ACCESS TO EXPERT ACCOUNT LEADS
- EXCELLENT PASS RATE
- AGENCY CONTINGENCY COST SAVINGS
SCOPE & SCALE
The Government Legal Profession (GLP) is a virtual organisation working for around 30 Government legal departments. Each year, on average, they recruit more than 300 qualified lawyers, trainee solicitors and pupil barristers. They require a consistent and rigorous attraction, candidate management and assessment process which enables all GLP departments to recruit against the same high standards.
The GLP’s work specification and the legal specialisms involved, narrowed the field of suitable candidates considerably. As expenditure was funded by the public purse, efficiency and value for money were essential. The process had to be flexible enough to meet the varying needs of each participating department, who recruit to a variety of different roles and to specific job-related criteria. It also had to be delivered in accordance with the Civil Service Commissions’ Recruitment Principles. It was important that our solution delivered a cost-effective recruitment process of the highest standards, while meeting the challenges of a small expert talent pool and firm regulatory framework.
ALWAYS-ON BRAND BUILDING
With attraction materials focusing on the dynamism of the roles, we drilled down on how government legal work has a lasting impact on the nation. Consistent brand-building messaging directed the target audience to the GLP site for more information on the services and roles. As well as keeping GLP in candidates’ minds when considering their next career move, our ‘always-on’ strategy enabled reduced time-to-hire and created real benefits for service delivery in Government legal work.
LEADING-EDGE ASSESSMENT AND EXPERTISE
Our use of leading-edge and bespoke assessment tools guaranteed that we selected not only the best talent, but the right talent for the roles. In addition, all GLP departments had access to our expert account leads who understood and facilitated solutions to meet their unique requirements.
ATTRACTING AND RETAINING CAREER LAWYERS
Supporting the GLP with a cohesive strategy for candidate attraction, management and assessment, we now help them recruit an average of 250 qualified lawyers and 70
trainees each year. Meanwhile, retention in GLP Trainee roles is 95-100% year-on-year.
ADMIRABLE RETURN ON INVESTMENT
Together, we’re meeting our goals of attracting and retaining career lawyers, while providing the public sector with value for money and an admirable return on investment.
CONSISTENT PASS RATES
With a final round pass rate peaking at 1:3 for both qualified and trainee lawyers, consistent ratios allow us to offer a competitive price for our client.
REDUCED COST PER HIRE
This single cost-per-hire, irrespective of a campaign’s complexity, equates to between 5-6% of annual candidate salary – a significant saving on contingency agency