In today’s competitive legal market, attracting top law students requires more than just offering a prestigious name and a competitive salary. Today’s law students do more self-guided research online than ever, and they demand transparency from potential employers. Law firms have an opportunity to take advantage of students’ early research by controlling their firm brand, sharing their story, and attracting and retaining the brightest talent.
Why Transparency Matters
Transparency builds trust. When law firms are open about their culture, expectations, and opportunities, they foster a sense of trust and credibility among prospective hires. This trust is crucial, as many law students are increasingly cautious about entering an industry known for its high stress levels and demanding work hours. While you are promoting your firm’s brand and engaging with future hires, it’s important to take a step back from the hype and pizzazz. While an exciting boat outing may engage students, it’s not what will keep them at your firm long term.
From former BigLaw recruiting manager Elizabeth Greiner: “Every firm has a way to describe that intangible quality that makes a law student the right fit for the firm. And the best way to determine this is to be open and transparent about what kind of place your firm is and what kind of lawyer will be most successful there. Having one place for students to find out details about life at a law firm that goes beyond the current publications will make all the difference in creating successful matches.”
When law students have a clear understanding of what life at your firm will be like, they can make informed decisions about whether your firm is the right fit for them. This alignment of expectations benefits both the firm and the candidate, reducing the likelihood of early attrition.
What Information do Law Students Value Most?
- Firm Culture and Work Environment
- Law students want to know what it’s like to work at your firm on a day-to-day basis. This includes understanding the firm’s culture, values, and work environment. Are you a firm that prioritizes work-life balance, or is it expected that associates will regularly work long hours? Transparency about these aspects helps candidates determine if your firm’s culture aligns with their personal and professional goals.
- Opportunities for Growth and Development
- Prospective hires are eager to know about the opportunities for professional development within your firm. This includes information on mentorship programs, continuing legal education, and paths to partnership. According to a report by the National Association for Law Placement (NALP), opportunities for growth are a key factor for law students when choosing an employer.
- Diversity, Equity, and Inclusion (DEI) Initiatives
- Law students increasingly prioritize diversity, equity, and inclusion in their job search. Firms that are transparent about their DEI initiatives and progress—such as the composition of their workforce, leadership diversity, and specific programs to create an inclusive environment—are more likely to attract candidates who value these principles.
- Pro Bono Work and Its Recognition
- Pro bono work is an important consideration for many law students, as it reflects a firm’s commitment to social responsibility and community service. Law students want to know if your firm encourages pro bono work and whether there is a limit on billable pro bono hours. Transparency in this area—such as whether pro bono hours count toward billable targets or are capped—can be a deciding factor for candidates who are passionate about giving back to the community.
- Work Expectations and Compensation
- Clear communication about work expectations, such as typical hours, workload, and the nature of assignments, is essential. Additionally, law students appreciate transparency about compensation packages, including salaries, bonuses, and benefits. Knowing these details upfront allows candidates to assess whether the firm meets their financial and professional needs.
- Career Paths and Long-Term Prospects
- Law students are interested in understanding their potential career paths within the firm. This includes clarity on promotion timelines, the criteria for advancement, and the likelihood of making partner. Firms that openly discuss these aspects show that they are invested in their employees’ long-term success.
A centralized location with all the relevant information, written transparently, would help top law students easily find and discern information about firms. According to Vishruth Singireddy, a Class of 2026 J.D. candidate at University of Georgia School of Law: "navigating the legal market as a 1L is one of the hardest things I've ever done. Learning the firms’ names, practices, and even culture took an incredible amount of time and was frankly confusing. Even worse, there were many firms that I did not know were hiring.” Even top 1L candidates like Vishruth can become lost in the sea of information some firms provide. Transparency, focusing on the six content pieces above, and conciseness will go a long way.
How to Implement Transparency in Your Recruitment Process
- Detailed Job Descriptions and Firm Profiles
- Provide comprehensive job descriptions that outline the role’s responsibilities, expectations, and growth opportunities. This clarity helps candidates understand what will be expected of them and what they can expect in return.
- A great way to provide transparency and showcase your firm’s brand is through a Forward Firm Profile. Over 10,000 students on Flo Recruit Forward browse or have browsed firm profiles during early research to differentiate between firms and learn about summer programs, including key details like which offices have certain practice groups.
- Honest Communication
- During interviews and recruitment events, be open about the challenges and rewards of working at your firm. Avoid glossing over potential drawbacks; instead, present them alongside the benefits, allowing candidates to form a balanced view.
- Open Q&A Sessions
- Host Q&A sessions where law students can ask current associates or partners about their experiences at the firm. Encourage candid responses that give prospective hires a real sense of what it’s like to work there.
- Transparent DEI and Pro Bono Reporting
- Publish your firm’s Diversity & Inclusion (DEI) data and progress reports, along with information on your pro bono initiatives, on your website or in recruitment materials. Transparency in these areas not only attracts candidates but also holds your firm accountable for continuous improvement. If your firm follows initiatives like the Mansfield Rule, this should be celebrated and published.
- Forward Firm Profiles have built in sections for you to highlight DEI and and pro bono at your firm, as seen in the image above.
- Post-Hire Follow-Up
- Continue the conversation about transparency even after a candidate has joined the firm. Regular check-ins and feedback sessions can help ensure that new hires feel that their initial expectations are being met, which can enhance retention.
Conclusion
In an era where law students have more options and greater access to information than ever before, transparency in the recruitment process is not just a nice-to-have—it’s essential. By openly sharing information about your firm’s culture, expectations, opportunities, and values, you build trust and attract candidates who are genuinely aligned with what your firm has to offer. Ultimately, this leads to less turnover and more summers turning into full-time associates.
Whether you are a Flo Recruit Forward customer or not, your firm has a Forward profile to guide our law students’ search. Curious to review your presence? Book time with our team here.
Flo Recruit Forward brings job listings, applications, networking, and interviews hosted by law firms and law schools onto one platform, helping students find the right jobs in an increasingly decentralized hiring process. It is the legal career platform where 10,000+ law students are already navigating BigLaw recruitment.
We hope this transparency guide helps your law student recruiting efforts! If you need further assistance, feel free to chat in via our chatbot or reach out to our team at marketing@florecruit.com.
