The Hardest Legal Jobs to Fill — And How to Secure the Right Talent Now
The legal hiring market is facing significant challenges, with firms struggling to secure skilled professionals amid growing competition. As candidates’ expectations evolve and counteroffers become more frequent, traditional recruitment methods are proving less effective. Demand for top legal talent continues to exceed supply, requiring firms to reassess their approach to hiring.
Recent insights from SEEK highlight that the most in-demand legal roles in Australia include:
- Generalist In-House Lawyers
- Litigation & Dispute Resolution
- Corporate & Commercial Lawyers
- Insurance & Personal Injury Lawyers
- Criminal Lawyers
- Family Lawyers
Why Are These Roles So Hard to Fill?
In-House Lawyers
As businesses increasingly bring legal expertise in-house, demand for professionals with strong governance, contract negotiation, and regulatory skills continues to rise. Companies seek legal counsel who can navigate risk and compliance while aligning legal strategies with commercial objectives. Finding professionals with the right blend of technical knowledge and business acumen remains a significant challenge.
Litigation & Dispute Resolution
A rise in large-scale litigation, including class actions and corporate disputes, has increased the need for experienced litigators. Many seasoned litigators are transitioning into advisory roles or moving overseas, making it difficult for firms to retain top talent in this highly specialised area.
Corporate & Commercial Lawyers
With ongoing mergers, acquisitions, and corporate restructuring, the need for corporate lawyers remains high. However, strong competition for experienced professionals has led to frequent bidding wars and counteroffers, making both recruitment and retention difficult.
Insurance & Personal Injury Lawyers
Legal professionals specialising in risk assessment, claims management and regulatory compliance are increasingly in demand. The rise in insurance-related legal matters, including those stemming from natural disasters and pandemic-related claims, has created a shortage of skilled lawyers.
Criminal Lawyers
Criminal law remains a highly active field, with increased enforcement actions, financial crime investigations, and general defence work driving demand. The growth of cybercrime and fraud-related cases has added further pressure on firms and legal departments. However, demanding workloads and public sector funding constraints make it difficult to attract and retain experienced criminal law professionals.
Family Lawyers
High demand in family law is fueled by divorce cases, custody disputes, and property settlements. The emotionally charged nature of these cases, combined with the long hours required, often leads to high turnover.
So How do you Secure Top Legal Talent in a Competitive Market?
With demand far outstripping supply, firms need to refine their hiring strategies to attract and retain the best legal talent – here’s how you can win the talent war.
- Craft Offers That Go Beyond Salary
Legal professionals today consider more than just compensation when evaluating opportunities. Workplace flexibility, professional development, and organisational culture play a significant role in decision-making. Firms that offer hybrid work arrangements, leadership training, and well-being initiatives gain a competitive edge.
- Expand Recruitment Channels
Highly skilled legal professionals aren’t always actively searching for new roles, making traditional job boards less effective. Partnering with specialised legal recruitment agencies, like Elias Recruitment, provides access to pre-screened, high-calibre candidates who might not be visible through conventional hiring methods.
- Accelerate the Hiring Process
Top legal candidates often receive multiple offers within days, while many firms can take up to 6 weeks or longer to complete the hiring process. Reducing delays, improving communication, and streamlining recruitment can help prevent losing top talent to competitors.
- Be Ready for Counteroffers
High-performing candidates frequently receive counteroffers from their current employers. To secure the best talent, firms should focus on career progression, mentorship, and long-term growth opportunities—factors that can be more compelling than financial incentives alone.
- Engage Passive Candidates Early
Many top legal professionals are not actively job-hunting but are open to the right opportunity. Firms that adopt a proactive recruitment approach can engage these candidates before they explore other options.
In a nutshell
The legal industry is experiencing a hiring crunch that demands a shift in recruitment strategies. Firms that adapt quickly, strengthen their value propositions, and expand their sourcing methods will be best positioned to attract and retain top legal talent in 2025 and beyond.
To learn how you can get that competitive edge, contact Elias Recruitment today.
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