Shoosmiths – recruitment and selection
| Company name | Shoosmiths Law firm) |
|---|---|
| Sector | Legal |
| Number of employees | 1,239 |
| Type of workforce | Office workers |
What issue was the organisation facing?
Attracting the right people is an essential part of Shoosmiths strategy. In a rapidly changing legal market, the firm needs to seize opportunities for new business and having some of the brightest and best legal talent is critical. Effective recruitment and selection procedures have been important as growth has brought the challenge of integrating many new cultures which the lawyers, in particular, have brought in from other firms.
What action did the organisation take?
Shoosmiths place great emphasis on achieving the right work/life balance. Law firms are known for driving lawyers to work very long and unsociable hours in the name of client service, and they have deliberately kicked against developing that culture at Shoosmiths.
By offering a better work life balance and pro-actively helping employees achieve this through coaching and running Assessment Centres, Shoosmiths have been able to attract talented people who are looking for the right quality of work and client but without the personal sacrifice.
Shoosmiths have also developed a recruitment website which is designed specifically to provide the information which candidates can’t always find – for example, what is it like working at Shoosmiths? A series of video clips from various employees explains what life is really like and they know from the feedback given by the 200 most recent recruits in a survey, that what they have experienced matches up with what they were promised at interview.
DSE Assessments (Computer workstation assessments) are carried out on all new starters. This includes the on-line capture of information, which is followed up by a one to one training session. The aim is to have these completed within the first 5 days of joining the firm. Urgent medical issues are followed up immediately. In addition, anyone who is involved in a local office move or a move to one of the other offices is given a further assessment.
What has been the impact of implementing interventions?
Shoosmiths have successfully attracted many new partners including some very senior lawyers and partners from other law firms. They continue to receive CVs from lawyers who would like to join them, both direct and via recruitment agents.
Shoosmiths is an equal opportunities employer survey undertaken by the Black Solicitors’ Network which measured diversity in the top 100 law firms, Shoosmiths emerged as the top ranking firm. The people they recruit and promote are selected on merit and suitability, and are not discriminated against because of gender, race, origin, background, religion, marital status, sexual orientation, disability or age.
For the third year running the firm has scored at the top of an external survey measuring employee engagement and we believe it is the firm’s attitude to the well being of its staff that has influenced this result.