When it comes to adding a new lawyer or even a new team of lawyers to your firm, the recruitment process is only the first step in any successful hiring process. Building a detailed onboarding plan is critical for any organization, but especially important in the legal field where competition is fierce and you want to ensure new hires can hit the ground running.

Whether it is a seamless transition to your firm with existing clients or having them immediately start to develop new business for the firm, it is key that new hires understand their role, the expectations of the firm, and that they understand the culture of the firm.

Here are a few tips to help you build a program that works for your firm:

1. Pre-Onboarding

The onboarding process begins at the offer stage. It is so important that discussions around the offer also include very clear information about the culture and strategy of the firm, the expectation of the role, information around key initiatives such as DEI and innovation practices at the firm, details of the benefits program, an outline of a hybrid work environment that includes expectations for being in office or around a home office, and information about growth and development.

This allows you to paint a clear picture of the organization your new hire(s) are joining and how they fit in. It is also an opportunity to sell the benefits of being associated with your firm.

Once the offer has been signed, provide information in advance of the start date that clearly outlines the onboarding experience at your firm. This allows you to set expectations and make new hires feel comfortable before walking through the door. Include things like logistics of the location, such as maps and floorplans, where to check in upon arrival on day 1, information about the provision of any technology and tools, etc.

During the pre-onboarding process, if your new hire is a lawyer coming from another firm and bringing their clients with them, it is important to take control of the communication to those clients. Ensuring they are aware of the transition, what type of firm you are and the benefits of continuing to work with their lawyer at a new firm is key to ensuring the clients and their business makes the transition to your firm along with your new hire.

2. Official Onboarding Starts Day 1

Extending a proper welcome and making new hires feel like they are part of a winning team starts the minute they walk in the door. You’ve already made them feel comfortable with the pre-onboarding, but the proof is in the pudding and the same attention to detail is key for their arrival.

It is important to reinforce much of the information and answer any questions the new hire may have. By following these key first steps, it immediately shows new team members that you are invested in their success as part of the overall firm and it exponentially increases their commitment to the firm and the onboarding process.

3. Tours and Introductions

Ensure other team members are aware of a new hire starting. Whether you have everyone in the office or a hybrid situation, ensuring that new hires get to meet the rest of the team is a critical part of making them feel at ease and at home in their new surroundings. It fosters a sense of teamwork and helps provide a sense of what working in your firm will be like.

As well as team members, it is important to introduce new hires to senior firm members who can act as resources or mentors to them, as well as making some initial introductions to clients. This shows new hires that they are a valued member of the team and helps them feel at ease.

4. Support for the Clients New Hires Bring to the Firm

If your new hire also brings a roster of clients with them, you should have already taken the time to communicate with those clients in advance, but it is key to ensure there is communication on Day 1. Clients need to know that making the transition from one firm to another will be as seamless as possible and keeping them informed with regular communication during this transition is key to achieving that. They already know the lawyer. Now is the time to reinforce the benefits of keeping their business with your firm.

5. Develop a Training Plan

Understanding their career plan and growth trajectory is a critical process for each new hire. A development plan can clearly lay this out, but these plans are not a one-size-fits all scenario. Taking the time to understand your new hire’s personal goals and creating a tailored plan that balances their desires and needs with the needs of the firm goes a long way to show your commitment to them and amps up their level of engagement in the firm.

6. Check In and Keep the Communication Flowing

Even the best onboarding plans aren’t perfect and the situation changes as new hires get into their flow and begin to understand more about their role and the firm. Too many firms make the mistake of thinking the end of the onboarding plan is the end of regular check-ins. This can cause confusion, feelings of negativity and an overall decline in commitment and engagement.

It is critical to check in throughout the onboarding process and then at regular intervals throughout the year. This allows you to ensure the new hire is getting the most out of the process, but it also provides an opportunity to answer questions or address concerns that may pop up post-onboarding and it allows you to ensure things are still on track. This continued engagement is great for the firm, but also means a happier team member and an increase in retention.

Lépine Talent is a full-service legal recruitment team that can help you attract the best talent, whether it is an individual or a full team. We work hard to understand your firm and then match you with talent that best fills your needs. We are experienced in assisting our clients with successful onboarding of new hires in order to support you through the process.