18 tips for employers hiring a lot of student, recent grads for legal jobs

When hiring dozens or even hundreds of candidates for legal roles—such as paralegals, legal assistants, lawyers, and compliance specialists—employers need a highly organized and detail-oriented recruitment strategy. These positions demand strong analytical skills, a deep understanding of legal procedures, exceptional writing ability, and strict adherence to confidentiality. Employers can streamline the process by using applicant tracking systems (ATS) to filter candidates based on education (such as law degrees or paralegal certifications), bar admissions, and relevant legal experience. Posting job openings on platforms like College Recruiter can help attract early-career legal talent, including recent law school graduates and entry-level legal assistants. Pre-employment assessments like legal writing samples, document review exercises, and scenario-based tests can help ensure candidates meet the technical requirements of the role.

To handle high-volume hiring efficiently, law firms, corporate legal departments, and government agencies can host virtual job fairs, collaborate with law schools, or run specialized recruitment events for legal professionals. Panel interviews, case study reviews, and legal research exercises are effective tools to evaluate candidates’ ability to interpret laws, draft documents, and provide sound legal advice under tight deadlines. Structured interviews focusing on ethics, attention to detail, and time management skills can further help differentiate top candidates. Once hired, a comprehensive onboarding program that includes training on firm policies, legal research platforms, compliance protocols, and mentorship opportunities ensures new hires integrate seamlessly into the organization while maintaining the high standards of professionalism required in the legal field.

We recently reached out to 18 hiring experts to get their tips for employers who plan to hire dozens or even hundreds of students, recent graduates, and others early in their paralegal, lawyer, and other legal-related careers.

• Ensure a Diverse Candidate Pool
• Prioritize Local Legal Expertise
• Avoid Over-Reliance on Past Experience
• Focus on Handling Pressure
• Don’t Prioritize Speed Over Competency
• Implement Practical Legal Writing Assessments
• Incorporate Values-Based Screening Process
• Don’t Sacrifice Quality for Speed
• Don’t Sacrifice Due Diligence for Speed
• Conduct Mandatory Conflict Screening
• Prioritize Competency-Based Assessments
• Establish Clear Expectations and Responsibilities
• Avoid Overwhelming Hiring Managers
• Invest in a Robust Onboarding Program
• Avoid Misclassifying Legal Professionals
• Value Collaboration Across Departments
• Incorporate Practical Skills Assessments
• Don’t Rush the Screening Process

Ensure a Diverse Candidate Pool

When hiring high-volume candidates for legal jobs, ensuring a diverse candidate pool is critical. From my years litigating over 1,000 employment cases, I’ve seen how diversity in hiring strengthens legal teams and improves problem-solving. We consistently apply neutral criteria in hiring to ensure we’re not biased toward any group, a practice all firms should adopt.

Another key is establishing transparent promotion standards. Making promotion criteria accessible to all employees mitigates potential discrimination and fosters a merit-based advancement culture. This approach not only improves fairness but also motivates candidates to perform at their best, knowing exactly what’s required to advance in their careers.

Finally, implement zero-tolerance protocols against discrimination within your hiring practices. Clear rules and consequences for discriminatory behavior create a more inclusive workplace. Based on cases I’ve litigated, maintaining an even-handed enforcement of these rules prevents workplace conflicts and retains talent.

Nick Norris, Partner, Watson Norris, PLLC

Prioritize Local Legal Expertise

When hiring high-volume candidates for legal positions, it’s crucial to prioritize a strong understanding of the local legal climate and precedent. I spent several years ensuring my firm had experienced professionals familiar with regional legal dynamics, which significantly improved our case outcomes. Employers can similarly benefit by focusing on local expertise, ensuring their team can navigate the intricacies of local law.

Another key strategy is to implement a robust mentorship program. At my firm, pairing new hires with seasoned attorneys fostered rapid skill development and created a culture of continued learning and support. High-volume hiring can sometimes lead to professional isolation for new employees; mentorship counters this by providing immediate network integration and developing a supportive community. Investing in such relationships has been invaluable for maintaining a strong, cohesive legal team.

David Fritch, Attorney, Fritch Law Office

Avoid Over-Reliance on Past Experience

One of the biggest mistakes you can make is over-relying on past experience as the main predictor of success. Just because someone has worked at a big firm, won a famous case, or has a strong resume doesn’t mean they’ll thrive in your specific environment—especially when hiring at scale.

What helps is having a structured peer evaluation during the hiring process. It’s where you involve mid-level attorneys and paralegals in the evaluation process so they can interact with potential hires through guided discussions, collaborative problem-solving tasks, or even casual conversations. That’s when you get a much clearer sense of how they’ll actually function within the firm.

Alex Freeburg, Owner, Freeburg Law

Focus on Handling Pressure

Employers hiring a high volume of legal candidates should focus on how candidates handle pressure rather than just their qualifications. The legal field is demanding, with tight deadlines, complex cases, and high client expectations. A strong resume does not always mean a candidate can manage these challenges effectively. Using timed legal exercises, mock negotiations, or multitasking scenarios during the hiring process reveals how candidates perform under real-world conditions. Those who can think critically, communicate clearly, and stay composed under pressure are more likely to succeed in a fast-paced legal environment.

It is also crucial to avoid overlooking cultural fit within the firm. High turnover in legal roles often stems from mismatched expectations or work styles rather than a lack of technical skills. Candidates may be excellent lawyers but struggle in a firm that operates differently from what they are used to. Conducting behavioral interviews and engaging candidates in discussions about work habits, collaboration, and firm values helps ensure they will integrate well with the team. A well-matched hire leads to higher retention, stronger collaboration, and a more efficient legal practice.

Mia Mancinelli Cloud, Founder, Cloud Law Firm

Don’t Prioritize Speed Over Competency

Hiring at scale for legal positions creates pressure to fill roles quickly. The biggest mistake is prioritizing speed over competency. A bad hire in a law firm isn’t just costly—it risks malpractice, ethical violations, and client trust.

Every candidate must prove their skills before an offer. A paralegal should complete a legal research exercise. An attorney should analyze a mock case. Skipping these steps leads to hires who struggle with deadlines, case management, or courtroom strategy. Law firms can’t afford that risk.

Cultural alignment is also an underplayed factor. An excellent attorney with a toxic personality harms morale and destroys teamwork. Systematic behavioral interviews can measure flexibility, communication, and problem-solving. When asked to explain how they resolved disputes with co-workers, if the interviewee is hesitant, think of it as a red flag.

Retention is the final piece. Hiring doesn’t end at onboarding. Law firms with high turnover bleed money on training, recruitment, and lost productivity. Competitive salaries matter, but so does work-life balance. Burnout is real in this profession. Firms that ignore it will lose top talent to those that prioritize mental health and realistic caseloads.

Scaling a legal team takes more than quick decisions. Vet candidates rigorously, assess culture fit, and invest in retention. The cost of getting it wrong is too high.

Justin Lovely, Owner, Lovely Law Firm Injury Lawyers

Implement Practical Legal Writing Assessments

I’d suggest building a practical legal writing assessment directly into your hiring process. Ask each candidate to tackle a brief legal scenario that mirrors the real work they’d be doing. For instance, have them draft a short memorandum on a common contract issue or regulatory challenge. Then, have your legal team review these anonymously, so you’re looking solely at the quality of their reasoning and writing, not where they went to law school. This method really cuts to the chase. It strips away bias and zeroes in on the candidate’s core skills like clear legal reasoning, concise writing, and the ability to distill complex issues into actionable insights.

Riley Beam, Managing Attorney, Douglas R. Beam, P.A.

Incorporate Values-Based Screening Process

One major mistake I see employers make when hiring high-volume legal candidates is prioritizing efficiency over ethics in their screening process. In the rush to fill roles quickly, firms often rely too heavily on AI-driven hiring tools, automated assessments, and impersonal screening methods. While technology has a place, over-automation can lead to unintended bias, compliance risks, and poor hiring decisions—especially in the legal industry, where judgment, discretion, and ethical responsibility are critical.

One thing employers should do is incorporate a structured, values-based screening process to ensure candidates align not only with legal qualifications but also with the firm’s ethical standards and culture. This means going beyond resumes and automated filters—using real case-based scenarios in interviews, assessing critical thinking in legal problem-solving, and ensuring candidates demonstrate professional integrity.

William London, Law Firm Owner, Kimura London & White LLP

Don’t Sacrifice Quality for Speed

When hiring legal professionals in high volumes, employers must resist the temptation to prioritize speed over quality. Legal work demands precision, ethical integrity, and strong analytical skills, and cutting corners in the hiring process can lead to serious liability, ethical violations, and damage to a firm’s reputation. One mistake I’ve seen is over-reliance on resume screening software that filters out candidates based on arbitrary metrics rather than substantive legal expertise. Employers should instead invest in thorough evaluations, such as case studies, practical legal assessments, or structured interviews with senior attorneys who can accurately gauge a candidate’s judgment and reasoning skills.

Another critical mistake is failing to consider long-term retention when hiring at scale. High-volume hiring often leads to burnout and turnover if new legal hires are overworked or placed in roles without clear career progression. Employers should ensure that they offer competitive compensation, mentorship opportunities, and a work culture that prioritizes professional development. If a firm or legal department gains a reputation for treating lawyers as disposable, it will struggle to attract top-tier talent in the future. A well-thought-out hiring process isn’t just about filling roles, it’s about building a legal team that can sustain long-term success.

Ed Hones, Attorney At Law, Hones Law Employment Lawyers PLLC

Don’t Sacrifice Due Diligence for Speed

When hiring at scale for legal positions, it’s crucial not to let speed override the need for thorough candidate evaluation. While high-volume hiring often comes with tight deadlines, cutting corners in vetting can lead to compliance risks, ethical concerns, and costly turnover. Legal work requires precision, critical thinking, and integrity—qualities that can’t always be gauged through a quick resume scan or an AI-driven hiring process.

Instead, firms should maintain structured assessments, including case studies or scenario-based evaluations, to ensure candidates possess not only the required qualifications but also the judgment and attention to detail necessary for legal roles. A balanced approach—using technology to streamline initial screenings while keeping rigorous interviews and assessments in place–ensures that efficiency doesn’t come at the expense of quality.

Kalim Khan, Co-Founder & Senior Partner, Affinity Law

Conduct Mandatory Conflict Screening

A law firm or corporate legal department that hires multiple candidates without proper conflict screening risks exposing itself to ethical violations, client disputes, and disqualifications from cases. Failing to identify prior engagements, opposing party connections, or undisclosed financial interests can lead to serious consequences, including malpractice claims and regulatory penalties.

A structured conflict check process must be mandatory before making hiring decisions. A comprehensive review of a candidate’s past clients, firm associations, and disclosed conflicts should be conducted using internal databases and external verification. Even a junior hire with a prior internship at an adverse firm can compromise a case’s integrity. High-volume hiring does not justify shortcuts in due diligence. A well-documented conflict screening system protects the firm, its clients, and its long-term credibility.

Nate Baber, Partner and Lawyer, InjuredCT

Prioritize Competency-Based Assessments

One crucial thing employers should do when hiring high-volume candidates for legal jobs is to prioritize competency-based assessments over traditional metrics like academic pedigree or firm prestige. While academic credentials and prior firm experience are important, they do not always reflect practical legal skills, problem-solving ability, or adaptability—qualities that are essential for success in a legal role.

Employers should implement structured hiring processes that include real-world case studies, situational judgment tests, and behavioral interviews to assess candidates’ ability to handle complex legal issues. Additionally, incorporating AI-driven tools and data analytics in the initial screening phase can help streamline the hiring process, ensuring efficiency while maintaining fairness.

Conversely, one thing employers should avoid is over-reliance on automation without a qualitative review. While automation can help with sorting large applicant pools, excessive dependence on keyword-matching algorithms can filter out highly capable candidates who may not use the exact phrasing expected by the system. A balanced approach, combining technological efficiency with human judgment, ensures the best legal talent is selected.

Gökhan Cindemir, Attorney at Law, Cindemir Law Office, Istanbul – Turkey.

Establish Clear Expectations and Responsibilities

When hiring high-volume candidates for legal jobs, one crucial step is to establish a clear set of expectations and responsibilities right from the start. From my experience, preparing a comprehensive onboarding checklist that outlines specific tasks and evaluation metrics ensures that new hires quickly integrate into the firm. This approach helps eliminate confusion and improves productivity from day one.

It’s also essential to develop a thorough screening process. I’ve found that using a “Paralegal Scorecard” and situational questions during interviews provides a deeper understanding of candidates’ skills and fit for the firm. At my law firm, implementing this system has significantly streamlined hiring efforts by highlighting candidates who demonstrate the precise competencies needed.

Encouraging growth opportunities is another method I prioritize. For instance, offering mentorship programs and continuous skill development workshops can be particularly beneficial. These initiatives not only help retain talent but also ensure that employees remain engaged and invested in their roles, which is crucial for high-volume hiring where engagement levels can vary widely.

Matthew Pfau, Curriculum Developer & Educator, Paralegal Institute

Avoid Overwhelming Hiring Managers

One common hiring mistake is overwhelming hiring managers with an unmanageable volume of interviews and candidate evaluations within a compressed timeframe. This can lead to burnout and hasty, potentially poor hiring decisions.

Instead, organizations should implement strategies to distribute the workload, such as establishing dedicated hiring teams or utilizing technology like applicant tracking systems and AI-powered resume screening. These approaches streamline the initial screening stages, allowing hiring managers to focus on a more thorough evaluation of the most promising candidates.

Anthony Michel, Attorney, Michel, Allen, & Sinor

Invest in a Robust Onboarding Program

Hiring a large number of employees without a robust onboarding program can result in high turnover and reduced efficiency. Employers should prioritize investing in a structured training process that ensures new hires are fully prepared for their roles.  

A well-designed onboarding program not only improves employee retention but also facilitates a smoother integration into the company’s culture and work expectations. This leads to faster productivity gains and higher overall performance within the team.

Mick S. Grewal, Founder/Managing Partner, Grewal Law

Avoid Misclassifying Legal Professionals

Legal hiring mistakes create long-term liabilities for firms and businesses. As an attorney handling business litigation and loss cases, I have seen how high-volume recruitment leads to compliance risks when employers classify candidates as independent contractors without proper legal safeguards. Misclassifying legal professionals to avoid payroll taxes and benefits may seem cost-effective, but it exposes companies to lawsuits, back pay claims, and government penalties that easily exceed six figures.

Every legal hire must have a well-documented classification, with clear contracts defining duties, compensation structure, and work expectations. Employers who rely on contract-based legal professionals should conduct regular audits, ensuring no missteps that could reclassify workers as employees under labor laws. A single misclassification claim can trigger investigations into an entire workforce, creating unnecessary legal and financial burdens. Hiring at scale does not excuse cutting corners in employment classification.

Shane Lucado, Esq., Founder & CEO, InPerSuit™

Value Collaboration Across Departments

When hiring for legal roles, there’s a lot of focus on courtroom performance or writing skills, but collaboration is equally important. Legal professionals are often working with cross-functional teams, from marketing to finance, and candidates who can collaborate across departments and integrate legal advice into broader business decisions are highly valuable. Legal roles are more about team dynamics and less about solo performance than people think.

Marcus Denning, Senior Lawyer, MK Law

Incorporate Practical Skills Assessments

What I believe is that employers hiring high-volume candidates for legal jobs should not rely solely on traditional resumes and academic qualifications.

Legal roles, especially entry-level ones, require strong research, analytical, and communication skills, which aren’t always evident from a degree alone. Instead, employers should incorporate practical skills assessments, such as legal research exercises, contract review tasks, or written arguments based on case studies. These help identify candidates who can think critically and apply legal knowledge effectively under real-world conditions.

Additionally, employers should avoid overly lengthy hiring processes. Legal candidates often apply to multiple firms, and a slow process can lead to losing top talent to faster-moving competitors. Streamlining interviews and offering structured, skill-based evaluations can improve efficiency while maintaining quality hires.

By focusing on practical skills over credentials and ensuring a swift hiring process, employers can successfully manage high-volume legal hiring while securing the best talent.

Pallavi Pareek, Founder & CEO, Ungender

Don’t Rush the Screening Process

One thing employers should not do when hiring high-volume candidates for legal jobs is rush the screening process just to fill roles quickly.

Legal positions require strong analytical skills, ethical judgment, and attention to detail, so skipping thorough assessments can lead to costly hiring mistakes. Instead of focusing solely on speed, employers should implement structured interviews, standardized assessments, and ethical scenario evaluations to ensure candidates are truly qualified.

While automation can help with initial resume screening, final hiring decisions should always involve human judgment to assess critical thinking and legal reasoning. Prioritizing quality over efficiency leads to stronger hires and fewer long-term issues.

Elizabeth Harders, Executive Resume Writer, Resume Polished