Stop Kicking Own Goals in Legal Recruitment
Employers in legal recruitment are losing candidates not because of salary, but due to slow, disorganized hiring processes. Prolonged interview stages, gaps in feedback, and unclear decision authority erode candidate momentum and allow competitors to swoop in. The article urges firms to pre‑plan interview logistics, set salary ranges, and deliver feedback within 24‑48 hours, combining speed with rigor. Implementing these practices preserves employer brand and reduces costly vacancy turnover.
The Missing Middle: Why Mid-Level Hiring Is Broken
The legal market’s “missing middle” – associates and senior associates – has become a critical hiring bottleneck, with 68% of firms naming it their top talent challenge. Supply has tightened due to post‑COVID graduate shortfalls, the “big stay” of incumbents,...
The Big Stay: Lawyers Reluctant to Move in 2026
Australia’s legal market is entering a “Big Stay” phase in 2026, with lawyers opting to remain at their current firms rather than pursue new opportunities. Gartner’s Q4 2025 talent monitor shows confidence at a three‑year low of 55.7, and SEEK...