How legal recruiters can be more valuable to clients - by challenging them

Fides Search is a consultancy and search firm for legal, compliance and regulatory hires. Their Director Edward Parker joins us in this instalment in the Aspirant Analytics Podcast to talk about the importance of qualitative analysis preceding searches, the usefulness of data for his work, and on the value of pushing back to clients when they may be going down a wrong path (and how this builds the relationship).

Fast data vs Slow data - an Interview with Clifford Chance

Sarah Langton, Global Head of Recruitment at Clifford Chance, is sharing with us a crucial distinction in recruitment that elevated the firm’s talent acquisition and retention to new heights: The insight that not all data is equal and that most people place too much emphasis on what she calls “fast data”. Instead, she argues in our interview, you need to also take into account “slow data”. Here’s the distinction.

People Analytics demystified — Part 3: P-value

Imagine this: You look at your population of Oxford graduates, and compare their on-the-job ratings with non-Oxford alumni. You see that Oxford grads have, on average, higher on-the-job ratings. Does this allow you to conclude that Oxford grads are better lawyers? Well, it depends on the p-values of this data set.

And this is what we’ll cover in this week’s instalment of the People Analytics Demystified series.

Are Trainee Lawyers A Burden? A Business Perspective

Law firms need trainees like a society needs children. Yet in an era of increased lateral movement of associates and partners, the importance of a firm’s homegrown talent is often underestimated. Successfully recruiting and retaining trainees is a key factor in a firm’s success, not only in financial terms, but also when it comes to building a home-grown cohort of new company leaders.

Do your interviewers get it right? Quantify real interview success

In recent years, there has been a significant increase in the number of tools used to help assess candidates, including personality tests, cognitive tests, and gamification. Notwithstanding the insights these tools may yield, interviews are still at the core of recruitment, and especially of the final decision. However, little has been done to assess how effective people are at conducting interviews, and whether they are able to correctly make the critical hiring decisions.