Hiring the right talent for your legal team isn't just about filling seats — it's about strategically building a team that will drive your firm forward. In today’s legal market, where talent shortages, rising hiring costs, and shifting work expectations are the norm, avoiding key recruitment missteps is more critical than ever.
As legal recruiters working closely with law firms across Australia, the UK, and the Middle East, we’ve seen how small hiring mistakes can lead to costly outcomes — from lost productivity to cultural clashes and premature resignations.
If you’re scaling your legal team in 2025, here are four of the most common legal hiring mistakes to steer clear of — and how to get it right.
1. Focusing Too Much on Process — and Not Enough on Outcomes
Having a structured legal recruitment process is essential. But it can’t come at the expense of agility. The best candidates — especially in high-demand areas like commercial litigation, corporate law, and legal operations — don’t stay on the market for long.
Once you’ve interviewed a legal candidate who ticks the right boxes, assume they’re doing the same for your competitors. That means your window to make a move is limited. Set clear recruitment timelines in advance, make sure all decision-makers are aligned and available, and be prepared to move quickly if you find the right fit.
Recruiter tip: Streamlining your decision-making process and reducing delays can be the difference between landing a top-tier experienced lawyer or legal assistant, or losing them to the firm next door.
2. Ignoring Cultural Fit in Legal Hiring
Yes, skills and legal qualifications matter — but so does alignment with your team’s culture and values. A technically brilliant corporate associate who thrives in a fast-paced, competitive culture might flounder in a more collaborative, team-driven environment.
That’s why assessing cultural fit should be built into your hiring process from the outset. Ask behavioural questions, involve team members in the process, and be honest about what working at your firm actually looks like.
Recruiter tip: A great cultural fit doesn’t mean hiring people who think and act the same. It’s about shared values, work styles, and communication approaches that align with your firm's long-term goals.
3. Overlooking Candidate Engagement
In a candidate-short legal market, your firm’s recruitment experience is part of your brand. Long response times, inconsistent communication, or a lack of transparency can damage your reputation — and cost you great candidates.
Keep candidates informed throughout the process, provide honest feedback where possible, and show that you respect their time. You may be hiring for one role, but every interviewee is also a potential ambassador for your firm in the market.
Recruiter tip: Even if a candidate isn’t right for one role, a positive experience may make them reapply in the future — or recommend your firm to others in their network.
4. Neglecting to Test Legal and Administrative Skills
Relying solely on interviews to gauge a legal candidate’s capability is risky. Whether you’re hiring a legal secretary, paralegal, or senior associate, incorporating practical skill assessments can help you make more confident, informed hiring decisions.
This could mean reviewing a candidate’s drafting skills, giving them a time management task, or asking how they’d handle a specific client scenario.
Recruiter tip: Testing skills doesn’t have to be time-consuming or overly formal. Even a short, role-relevant task can give you greater insight into how a candidate thinks and performs under pressure.
Final Thoughts
Hiring legal professionals today is more competitive and more nuanced than ever. By avoiding these common pitfalls and working with legal recruitment specialists who understand the nuances of your market, you’ll not only attract stronger candidates — you’ll build a team that’s equipped to thrive long-term.
Need support with your next legal hire? Whether you’re recruiting for a law firm or in-house legal team, our expert consultants at Barratt Galvin can help you access the right talent, faster.
Let’s find your next legal star.
👉 Get in touch with us here: https://www.barrattgalvin.com/contact