It is essential to fill an open position at your law firm. Whether it is an attorney, paralegal, legal assistant, or administrative staff member, most law firms cannot afford to have key positions remain open when there is work to do.

When positions are not filled, essential work is likely not being done. To the extent it is being done, it might mean that an employee has to do the job of two employees, like an attorney handling a more extensive caseload than they can comfortably manage. Sometimes, it might mean that an employee performs job functions outside their normal job functions and qualifications.

Some Candidates Might not Be Local

When your firm posts open positions, applications can come in from candidates who are outside the locality. The candidates are in another city or state. Sometimes, the applicant is in another part of the world.

Recruiters may even recruit outside the locality where few local candidates are applying. The hope is they can lure somebody to the job location. Thus, it is increasingly likely that when a law firm looks at potential candidates, the pool consists of local candidates, with some that are not.

What Concerns Should Law Firms Have About Non-Local Candidates?

When candidates are not local and need to relocate for the position, law firm managers and owners need to screen these candidates carefully. Below are some questions a law firm may want to look into:

• Would the candidate be happy if they uprooted to a new location to take the position?
  
  
• If the candidate relocated for the position, would they stay long-term? Or would they be looking to return home at a later date?
  
  
• How long would it take the candidate to uproot and begin if the position was offered? Consider that many candidates may need to sell a home, uproot their family and kids, etc.
  
  
• Has the candidate ever been to the location where the position is? If they have, what do they think of the city, state, and locality? If they have not, are they sure they want to move somewhere they have never been?
  
  
• Would they return home if a position of equal quality and salary became available in their current location? Or would they stay once they accepted the position?
  
  
• Will the candidate need moving expenses to accept the position? If so, is the law firm willing and able to cover them?

In the end, law firms may decide to hire candidates who are relocating. If the answers to the above questions or similar questions in an interview are positive, the relocation may work out. But if the answers are not positive, and the law firm has a candidate who is already local with equal or superior credentials, a law firm may decide to hire the local candidate. A local candidate can usually begin quickly.

The reality is that many candidates who accept positions outside their locality back out once they get a job offer in their home state/city. Many candidates who accept positions get homesick and want to return home after some time. If the law firm is fronting moving expenses, it is frustrating if the candidate doesn’t stay a long time. It can also result in disruptive turnover within the law firm.