How to recruit and retain talent


Published by a ½Û×ÓÊÓƵ In-house Advisor expert
Practice notes

How to recruit and retain talent


Published by a ½Û×ÓÊÓƵ In-house Advisor expert

Practice notes
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This Practice Note discusses how in-house lawyers can recruit and retain talent within their team, focussing on personal development, the necessity for a learning and development framework, utilising secondments and an effective recruitment strategy.

There is no single right way to recruit and retain talented people. Every role is unique according to time and circumstances. Businesses have to adapt their strategies to thrive and the same applies to the in-house legal team when it comes to recruitment and retention. Successfully finding and keeping the right people is not just about HR policies and process; it is essential to have a clear purpose for the legal team and a vision of the roles and behaviours needed in the team to deliver value to the business.

In-house vacancies are being filled increasingly quickly. To recruit the right person for the job in this competitive market it is important to have a clear idea of what is needed from the candidate and be able to sell the team, the business and brand to them.

Personal development and career potential

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Jurisdiction(s):
United Kingdom
Key definition:
Retention definition
What does Retention mean?

Retention is a percentage of the sums payable by way of interim payment deducted by the employer and held until completion. Half of the retention is released on practical completion, the other half on the expiry of the defects liability period or issuance of a certificate of making good defects.

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