Firms, especially smaller ones, need to be more creative in their benefits package to attract top millennial talent. Merely offering 401k, a firm cellphone and laptop isn’t going to cut it anymore.
The legal job market is competitive, not only between job-seekers trying to land a coveted position with a firm, but for firms that want to attract and retain quality talent.
Smaller firms are at a particular disadvantage. They don’t have the big salary, bonus packages and fancy offices to entice prospective job applicants. So if you know you’re a top-notch smaller firm and any attorney would be lucky to work for you, how do you attract interest from high-caliber talent when competing with larger firms that have bigger hiring budgets?