Finders keepers

In recent years we have seen significant change in the education and employment landscape. Overall, unemployment has fallen to a 44 year low* and the proportion of those employed in professional services has grown by nearly 4% over the last ten years. In the last 5 years, in real estate related business, employment has grown by 46,000** However, across the legal sector, there is a perceived talent shortage in what is largely a candidate driven market. Therefore strategies for reskilling and developing staff are a vital part of the employer’s proposition.

The routes into careers have also changed – as the recent National Apprenticeship Week in February highlighted, more direct opportunity to gain practical work experience alongside education, is becoming increasingly attractive to those seeking to get a skilled foot in the door in an increasingly competitive job market. Apprenticeships offer a good example of how employers, with training providers, are developing practical and effective solutions to “gain and retain” staff through programmes of supported learning complementing the individuals current and potential functions within a business. 

At JB Leitch we’ve keenly supported the apprenticeship programme, and have seen 25 apprentices completing programs over the last 5 years, with an additional 9 apprentices’ currently working across the business. Retention is high and many have gone onto achieve further qualifications and promotions. 

But what of providing pathways and incentives for all employees irrespective of their position? Of course this will be contingent on the size and nature of the business and the roles it supports, but for larger and more diverse organisations, opportunities for training and development can become an inherent part of operations, a positive embodiment of corporate culture and an attractive incentive to prospective employees. We support specialised academic progression (CILEx, PQE) and develop and deliver CPD accredited training programmes for staff and clients. Our strategy is to recognise, support and realise individual professional potential through personalised learning and development plans. This also incorporates training in other areas of the business which in turn provides exposure to other areas of opportunity whilst adding greater resilience and agility. We appreciate that constraints on time and resource can come at a cost to a business, so we explored the possibilities beyond traditional forms of face to face or paper based training. At the heart of this was recognising that individuals are responsive to learning in different ways. This informed development of an online system architecture that is tailored to provide users with an easy journey. With a simple hub / interface and intuitive navigation, learners can log in and readily access a considerable array of course based materials and legal resources. Accessible, personalised and user driven. 

But we also recognise that it’s equally important to consider additional factors which will influence a team’s commitment. We’ve spent time developing resources and benefits that recognise the employee “in the round” enabling us to provide support or “softer” benefits on a more holistic basis. Our benefits range from free eye tests to season ticket loans and retail discounts to our employee assistance programme. We’re also finalising plans for a range of drop in surgeries on matters ranging from understanding and managing finances to health and wellbeing. Our rationale for this isn’t so much “work / life balance” as just “life skills”.  

In summary, if it boils down to what’s important to the candidate and what’s important to your business, the answer is in recognising that these are not mutually exclusive. The aspirations of the individual for fulfilment through development as well as reward can be embraced and used to the benefit and growth of a business. To achieve this we need to be responsive, adaptable and committed. 

As we’ve seen, for attracting and retaining the best quality people, we should recognise that a good job is an opportunity - but also strive to provide opportunity in a good job. 

John Kelly our Learning and Development Officer and Penny Simister, HR Manager at JB Leitch