TRU CEO Jared Coseglia joins David Horrigan and friends on Thursday, January 14 at 1:00pm ET for Relativity’s annual “State of the e-Discovery Union: Predictions” webinar! See Relativity’s Horrigan and Constantine Pappas discuss the predictions of e-discovery’s leaders and luminaries by registering for free HERE!
There should be no more than one week between rounds of interviews.
TOP 3 Reasons Legaltech Candidates Decline Offers In The Pandemic
- They now have multiple competing offers as the job market rebounds.
- Employers take too long to make hiring decisions and candidates pull out of the process as a result.
- Offers are well below market rate and candidates are no longer accepting "pandemic" compensations.
2020 has finally drawn to a close, and we hope the new year finds all of you happy and healthy.
A new year (hopefully) brings new opportunities—and the same may hold true in the legal job market. While 2020 was in large part dominated by the COVID-19 pandemic, law firms, corporate legal departments and alternative legal service providers (ALSPs) are continuing to find creative ways to plug gaps in talent. Frank Ready turned to TRU's Jared Coseglia to help round out this story.
Jared Coseglia quoted in Legaltech News
Epiq announced last week that it was a launching a new supplemental staffing service geared toward corporate legal departments. Other legal vendors might be eager to follow in the e-discovery provider's footsteps. Corporate Counsel leaned on commentary from TRU's Jared Coseglia to set the scene.
Jared Coseglia quoted in Corporate Counsel
The 2021 data privacy, e-discovery, and cybersecurity job market will be explosive.
TOP 3 Job Market Changes For Hiring Managers In 2021
- Unlike 2020, candidates will be entertaining multiple offers more frequently this year.
- Unlike 2020, hiring managers will move quickly and expeditiously on making new hires.
- Unlike 2020, “pandemically low” offers will be easily outbid.
19 U.S. states and 21 localities have laws that prohibit asking a potential employee about their salary history.
TOP 3 Ways To Talk Compensation Without Asking About Salary History
- “What is your desired base and total compensation?”
- “Our salary range is between X and Y, will this meet your expectations?”
- “What would you consider market compensation commensurate with this role?”
Instead of your standard company overview boilerplate, try adding a sentence or two that connects the business to the demands of the role at the top of your job description.
TOP 3 Ways To Connect A Job Description To Your Company
- How does the job support the company’s primary goal?
- What department(s) does the role work with?
- How does the job increase connectivity with the clients/customers your company supports?