If a BigLaw Law Firm Can Recruit Gen Y, So Can You

Employers are keenly aware of the difficulty in attracting and retaining Gen Y employees.  Employers are attending seminars, reading books, and turning to HR for help interpreting the real desires of the internet generation.  The general theory, right or wrong, has been that Gen Ys are not interested in a life-long career with a single employer.  They’re not so into the idea of working the boring corporate work week–hence the additional push for a 4-day workweek, telecommuting, and other flex-time options. 

Gen Y (man)

But really, I think it’s safe to say that most employers will admit that it’s the communication barrier that’s created the generational log-jam.  Businesses really want to recruit the all-stars of this mysterious generation.  But, doggone it, they just don’t seem to know how.  If only the Gen Ys could speak Baby-Boomer for just long enough to explain what it is that they want!  Until today’s management communicates in a way that Gen Y understands and can relate to, it’s unlikely that the new workforce will be jumping at the chance to hash out their emotions with senior management over chai lattes at Starbucks any time soon.

But just when you think all hope is lost, that it simply cannot be accomplished, alas, a beacon of hope.  By way of  . . . a law firm?  Huh?

ABA Journal points its readers to the website of Halleland Lewis Nilan & Johnson, a Minneapolis law firm with a great Marketing Director and/or sense of humor.  When you visit the site, you’re faced with a talking-head type interviewer–suit, tie, smirk, and all.  The talking head bobbles back and forth as if he were nodding but not listening to a word you say (c’mon, you’ve been there–we all have).  Next to it is aan online “game,” the “Laywer Job Interview Translator,”  which allows you to select a question and get (1) the biglaw canned answer; (2) Halleland’s translation of the meaning of the canned answer; and (3) Halleland’s answer–had you asked them the question. 

Pretty clever, I’d say.

Now, the next time you try to make a pitch about “lightening up” as a way to attract Millenials to your workforce and you get a dirty look, just refer them to this site.  Then refer them to the ABA Journal, a national publication read by lawyers everywhere, which picked up the story and, undoubtedly, single-handedly altered Halleland’s recruiting roadmap (or, at the very least, sped up the engine substantially). 

Who knew?  A law firm raises the “trendy” bar a little higher.  Gen Y attorneys-to-be will surely have this employer in their sights.

For earlier posts on how to recruit, hire, manage, and retain Gen Y:

How to Tap Into the Millennial Market – Part 1

How to Tap Into the Millennial Market—Part 2

How to Manage Your Millennial Asset–Part 3

How to Retain Your Millennial Asset — Part 4

 

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