Generations of lawyers are evolving over time, with retiring baby boomers having a significant impact on the legal profession, such as the increase in the number of lawyers compared to lawyers in Brazil.
Generational trends are not the sole changes happening. The rapid digital transformation we are seeing has simplified tasks but also expanded the work landscape by introducing new challenges in this new era.
Employers are now looking for new talents who are well-versed in digital language and are familiar with both the advantages and disadvantages.
We are talking about Generation Z, the individuals born between 1995 and 2005 who have recently completed their Law degree.
These trends intersect.
- The educational hub for Generation Z professionals.
- their most pressing need is employment with meaning;
- Outsourcing of less complex legal tasks.
This is beneficial for legal employers as it complements the demanding and intellectually stimulating work they provide, making them more appealing to Generation Z lawyers.
Distinguishing characteristics of Generation Z compared to Millennials
The advocacy sector is predominantly represented by individuals born between 1980 and 1984, known as the Millennial generation. They are often considered the primary age group that clients trust and can relate to.
Perhaps the most reasonable approach for companies facing rapid changes is to focus on the legal professionals of Generation Z, as they possess certain traits that make them better suited for the task.
Learning opportunities
Generation Z professionals are considered the most well-prepared generation in history due to their experience with a digitally mature society, unlike previous generations who often faced disappointment with the internet as it was seen as a mere fantasy.
Generation Z is adept at utilizing tools, analyzing digital data, and confidently implementing technology. Additionally, they benefit from the advancements in distance education.
It also looks for different methods to acquire the knowledge and skills they want outside of traditional college education, utilizing video tutorials, online courses, and practical experiences to customize their learning based on their individual objectives.
Vision for Business
Generation Z lawyers are better at handling risks in decision-making compared to Millennials due to having observed the instability experienced by Millennials during the 2008 real estate bubble crisis.
Generational trauma leads to decisions based on thorough analysis of realistic data.
Motivation
Millennials and Generation Z prioritize socially responsible companies and are skilled at advancing their careers within these organizations, unlike previous generations.
Generation Z sees new job opportunities as a means of funding causes that align with their values, rather than relying on a company to make a positive impact on society.
They view diversity, equity, and inclusion (DEI) as a necessity, not just an advantage.
How to appeal to recruiting lawyers and legal professionals from Generation Z.
Generation Z anticipates that employers will prioritize well-being, ethical and transparent leadership, and diversity, equity, and inclusion (DEI). To better attract them, large corporations should be ready to implement the following measures:
Establishing personal relationships between potential candidates and recruiters.
Generation Z job candidates consider their connection with the individual conducting the hiring process to be the most critical aspect in accepting a job offer. They also rely on feedback from current or past employees to evaluate potential employers.
Generation Z job seekers prioritize in-person interaction and appreciate the career resources and recruitment opportunities provided by their educational institutions more than Millennials.
Investing in diversity, equity, and inclusion as a component of the brand.
Generation Z highly values diversity across different areas such as thinking, background, and demographics. It is particularly crucial for them to witness diversity at the top echelons of an organization, as it demonstrates that individuals who resemble them can thrive in that environment.
Legal employers emphasize the significance of developing a strong narrative that conveys the company’s identity to the market. It is essential to ensure that the company’s website and recruitment marketing efforts reflect the diversity of the organization.
To incorporate DEI into your employer’s brand, it’s crucial to communicate how the culture promotes inclusion. Suggestions for achieving this and showing transparency at the same time include:
- Record videos featuring employees from various levels to humanize the company and provide an authentic depiction of the organization’s work environment.
- Host a podcast featuring top executives to broadcast their perspectives to the broader community.
- Create a blog post outlining the key qualities and behaviors that leaders look for in emerging talents within an organization, focusing on culture, attitudes, and workplace habits.
Advocacy involves strategic efforts to attract Generation Z talent due to the ongoing challenge of using limited resources effectively in employer legal operations.
Explore our blog for more articles on similar themes.
