For many law firms, succession planning is something about a taboo topic of fear of disorder senior legal staff. But with the baby-boom generation approaching retirement age, there is an increasing struggle for legal jobs at the expense of profit law firm lawyers, if not take this issue seriously.

Unfortunately, there is no one-size-fits-all model for succession planning, especially with firms of different sizes from one partner practices to multi-site international law firms. But the principles remain unchanged, firms should be long and short-term successor to their important legal and executive positions, either internally or externally. The former is within reach of the larger companies, but smaller firms need to further a field, and it may be useful to a legal employment agency, based on a head-hunting project in their name and fill in any legal work that they have can.

It has to some extent a myth that only the succession planning for retirement. Other factors, succession planning should be taken into account, lawyers unexpectedly key decision to terminate employment, other law firms with major players in the employment, termination of employment and a decline in the value of the company (eg if it is after) and even crucial players want in a different position within the company with a different skill set.

Why is succession planning so important? Firstly, in order for a law firm, in order to be successful, it is of paramount importance that their leaders have a broad spectrum of experience, business development skills and know-how within the framework of its unrivaled range. Often the senior partner or practice manager will be the motivating force behind the legal practice, and with different age depending on circumstances, it would be extremely foolish to wait until the afternoon of the partners retires or returns to practice, that they depart .

Of course, the right caliber of legal persons to replace most important legal player is not easy to obtain, and lawyers should be in regular intervals Top Senior Solicitor, a strong leadership potential. These potential successors should be promoted within the framework of strategic job moves in different parts of the firm. In smaller companies, where the most senior legal positions are not in a position to be filled internally, law firms must take steps in good time to a significant pool of potential candidates, and again, a legal recruitment agencies would be an ideal partner in helping the company with this operation. In addition, law firms should not neglect to identify appropriate short-term replacement.

In the examination of customer service, it is likely that a lawyer with the approaching retirement age have longstanding relationships with many of its customers, and maintaining these relationships, it is essential that the followers are in at least one year before their entry into the retirement. In this way, the successor is able, together with the lawyer to the clients really understand and identify key fee-earning opportunities in the future.

Unfortunately, there is at the present time there is considerable pressure from law firms in younger partners, partners expect higher profits (due to ever increasing financial burdens, such as the large mortgages) to put pressure on law firms to maintain or improve profits in order to ensure that they are able to keep or recruit the best talent for their legislative majority leadership positions. It is also important for law firms, their benefits and incentive packages on a regular basis to provide a competitive advantage over other firms. Younger partners show high leadership potential should be maintained and its long-term prospects within the company should be made clear as a step to make them within the company.

In summary, succession planning should be a procedure that all legal recruitment practices should take into account, since it is essential for the proper functioning of a law firm and the optimal use of resources within the company whilst ensuring prosperity for the future, particularly in the promotion of legal jobs.

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