In a recent episode of the Legal Mastermind Podcast, host Eric Bersano sat down with Haley Revel, the Managing Director of HR and Talent Management at Calibrate, to discuss the evolving landscape of talent strategies in law firms. Haley, who spent over two decades at Accenture, shared her experiences and insights on creating more people-focused strategies within professional services organizations. This conversation highlighted how law firms can integrate innovative approaches to talent management, ensuring that both legal and business professionals are fully engaged and contributing to the firm’s success.
Haley’s transition from Accenture to Calibrate was a key point of discussion, underscoring her extensive background in talent management. At Accenture, she worked to optimize operational strategy and employee experience across a global workforce. Her journey into the legal industry, particularly her role in reshaping talent strategies for law firms, has allowed her to apply these skills in a new context. With a focus on fostering a comprehensive talent experience, Haley emphasized that developing people strategies tailored to each firm’s unique needs is critical to staying competitive in today’s market.
A New Approach to Talent Management in Law Firms
Haley spoke about the shift she has witnessed in law firms over the years. Historically, talent strategies in law firms have focused heavily on lawyers, leaving behind business professionals who are essential for day-to-day operations. Haley’s experience at Accenture helped her bring new ideas into the legal space, where talent strategies now include all employees, not just legal talent. She explained that law firms have an opportunity to grow by elevating the strategies they already have in place for their lawyers and applying similar methods to business professionals.
Haley shared that a major factor in driving this shift is the “war on talent,” which continues to affect many industries, including law. Firms that do not focus on a holistic talent strategy, where all employees feel valued and invested in the firm’s future, risk losing critical staff. Additionally, today’s workforce spans multiple generations, each with different expectations and experiences, making it even more important to create a flexible and adaptable workplace culture. By prioritizing people-first strategies, law firms can position themselves as desirable places to work, helping them attract and retain top talent.
Another aspect that stood out during the podcast was Haley’s emphasis on ensuring that all employees, whether generating revenue directly or indirectly, are equally important to the firm’s success. She argued that business professionals, such as marketing coordinators or IT staff, play crucial roles in supporting the firm’s growth, and their contributions should be recognized and nurtured.
Building a People-Centric Culture
Haley provided some practical insights into how law firms can build a more inclusive and people-centric culture. She outlined several steps that firms can take to ensure they are hiring the right talent and retaining them long-term. The first step, she noted, is understanding the firm’s identity and culture. Before hiring, law firms should ask themselves key questions, such as, “What do we stand for?” and “How do we support our employees’ personal and professional development?”
According to Haley, understanding the firm’s culture helps in creating a talent strategy that aligns with the firm’s overall business strategy. This is especially important when hiring new staff, as aligning personal and firm values ensures a smoother onboarding process and enhances employee engagement. Tools such as personality assessments or behavioral evaluations can assist law firms in finding candidates who fit well with their team dynamics.
She also stressed the importance of having a clear and consistent communication plan to articulate what is expected of employees. This includes moving beyond generic job descriptions to create a more transparent and engaging onboarding experience. Once employees understand the expectations, they are more likely to feel connected to the firm’s mission and remain engaged in their roles.
The Importance of Ongoing Development
Haley pointed out that ongoing development opportunities are key to retaining talent in the long run. Employees should not only receive training relevant to their current positions but also be given opportunities to grow in areas that interest them, whether in legal practice or in business functions. Haley shared an example from one of her clients, where introducing a competency framework allowed employees to understand what was required to succeed and identify areas for personal growth. As a result, the firm saw higher engagement levels and lower turnover rates.
She also explained that investing in employees’ growth benefits the firm by building a pipeline of future leaders who are equipped to handle greater responsibilities. This, in turn, reduces recruitment costs and strengthens the firm’s culture, as employees feel that the firm is genuinely invested in their long-term success.
Discover More on the Legal Mastermind Podcast
If you’re interested in learning more about how law firms can optimize their talent management strategies, the Legal Mastermind Podcast is an invaluable resource. Each week, hosts Eric Bersano, Ryan Klein, and Chase Williams dive into topics designed to help law firms grow and succeed. Whether you’re looking to improve your firm’s hiring process or seeking strategies to enhance employee engagement, the Legal Mastermind Podcast covers it all.
Tune in to new episodes every Monday on iTunes, Spotify, or Google Podcasts. For more insights into growing your law firm and enhancing your talent management strategies, visit Market My Market’s website or give us a call at (800) 997-7336. You can also reach out through our contact form. Don’t miss out on the opportunity to take your law firm to the next level!
