Cogito Wins The Case For Empowering Leadership Team At Top Law Firm

The Brief

The latest client for Cogito is an award-winning law firm recognised by The Times for its medical negligence work and as one of the best personal injury solicitors in the UK. They approached our team to undertake two potential projects to support their HR strategy.

Our client was keen for Cogito to host a half-day workshop aimed at second-tier leadership teams, equipping them with the skills required to attract potential employees and retain their existing ones. With around twenty attendees, the workshop formed part of their Leadership Development Programme. They also sought a deeper understanding of the recruitment market and advice on attracting and retaining high-calibre candidates and employees.

Cogito was ready to take on the case!

The Power to Empower

In today’s competitive market, companies need to consider more than just financial incentives for potential candidates. Some look for flexible and remote work options, while others value incentives such as health and wellness resources. Employers are now exploring alternative strategies to understand key motivators and job seeker behaviours, creating a positive work environment that attracts and retains talent.

For our client, Cogito sought to empower the leadership team with tools and strategies to future-proof their business.

Preparation Is Key

Our experts conducted extensive research into hiring trends in the legal sector, comparing the pre-pandemic workplace with the post-pandemic landscape. We gathered data from LinkedIn posts, Labour Market reports, surveys, and blogs. While our data was current at the time, we emphasised to our client that market conditions evolve rapidly.

What We Discovered

The post-pandemic world has introduced several factors affecting the labour market. Candidates now drive the market, demanding higher salaries, wellbeing initiatives, and flexible working.

Key Findings:

• The cost of employing fee-earning lawyers increased significantly, leading top law firms to conduct two pay reviews within the year.
• A shortage of talent in permanent vacancies, as experienced lawyers favour locum positions due to remote work flexibility and competitive salaries.
• Most candidates changing jobs receive a 10%-15% salary increase.
• Many firms reinvest a significant percentage of profits into staff development and training.
• Candidates are particularly interested in billable hour expectations and parental leave policies.
• Corporate social responsibility is a key factor, with many candidates valuing a firm’s charitable contributions.
• Diversity and inclusion efforts play a crucial role in retention—associates dissatisfied with D&I initiatives are more likely to leave.
• Law firms are improving employee benefits, including hybrid work environments, wellness programmes, and learning initiatives.
• Top motivators for workers: higher salaries, improved work-life balance, and greater job fulfilment.
• Many lawyers left the profession post-pandemic, seeking a more balanced lifestyle or career changes outside the legal sector.
• The newer generation of lawyers is attracted to flexible working, career development opportunities, and advanced technology.

Key Strategies for Attracting and Retaining Talent

While some law firms have increased salaries and bonuses, this alone is not enough to compete in the post-pandemic recruitment market. Firms must embrace evolving expectations and market trends.

Recommendations:

• Prioritise wellbeing: Implement health-focused initiatives such as gym memberships, wellness subscriptions, and walking meetings.
• Emphasise flexibility: Consider hybrid or remote work models to attract and retain talent.
• Foster a strong company culture: Employees want to feel valued and heard. Leadership should inspire, motivate, and encourage open communication.
• Offer competitive commission structures: Providing transparent and fair incentives improves retention.
• Support learning and development: Investing in training and career progression appeals to top talent.

The Workshop

Delivered by Learning and Development professional Sarah-Jane Hart, our findings were presented to the client’s leadership team, along with actionable strategies for attracting and retaining top talent. While salary and benefits remain key motivators, we highlighted the growing importance of non-financial incentives, including:

• Career growth and development opportunities.
• Work-life balance initiatives.
• Employee engagement strategies.
• Open and regular communication.
• Building a strong sense of community and company culture.
• Addressing burnout proactively.
• Encouraging employee feedback and demonstrating appreciation.
• Commitment to diversity and inclusion.

Our interactive session encouraged leaders to apply these insights to their business and create a practical, actionable plan to evolve their talent strategy.

Struggling to Attract and Retain Employees? Get in Touch with Cogito!

Effective talent attraction and retention strategies can significantly impact your business growth. Cogito can help you implement the right approach to succeed. Act now and get in touch!

Visit Learning and Development – Cogito or contact emmanaumann@cogitotalent.com to learn more.