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St. Mary's Journal on Legal Malpractice & Ethics

First Page

266

Date Created

5-8-2025

Publisher

St. Mary's University School of Law

Editor

Natalia Francesca Jasso

Last Page

308

Abstract

Most lawyers remember the stress associated with walking into their first job interview. The goal being to get the interviewer to “pick me.” Today, legal employers need to be prepared to be more of the interviewee than the interviewer in the hiring process. Over the past few decades, much focus has been on identifying the skills essential to success in the legal profession—mainly those skills and traits legal employers view as important when hiring new associates. These findings led to changes in legal education in order to prepare law students for entering the employment market and successfully securing a position. Recent changes in the legal employment market, legal education, and a generational shift in the talent pool indicate a need to redirect the focus from what legal employers want to what the new generation of potential legal employees view as essential to their success and satisfaction in the legal profession. Studies have shown a decline in interest in pursuing a traditional path to success in the legal profession and a shortage of talented new lawyers willing to fill available positions. This, coupled with the impact of “the Great Resignation,” will likely have a systemic effect on the ability of law firms to hire and maintain new talent and keep up with the increasing, changing needs of private clients. The effects will also be felt across those institutions relying on talented lawyers to serve the public, such as government entities and non-profit organizations that serve those most in need of legal assistance or court intervention.

First, this Article discusses the changing dynamics in the market for legal talent that has led to an increased need to attract new talent and a decline in the ability to do so. These changes include the loss of current legal talent caused by voluntary resignation, retirement, and a growing decline in interest in traditional aspects of the legal profession. Next, this Article discusses the effect a lack of available legal talent has on providing representation for those in need of legal services from both private firms and public interest/non-profit organizations. To expose the need for changes in hiring attitudes and practices, this Article examines the current attitudes and traditional practices in the hiring process. This will lead to a discussion regarding what legal employers need to know about the traits and characteristics of young lawyers, namely those in the Gen Z cohort. Using this information as a base, the Article provides legal employers with a view of the hiring process from the candidate’s perspective, focusing on what these individuals will be looking for in their employer. Finally, this Article suggests a starting point for making necessary changes in the hiring process in order to successfully attract legal talent. It is a task vital to the sustainability and stability of any legal organization and the ability to serve the changing and growing legal needs of the public.

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