As the dust settles on London's annual round of legal salary reviews and the publication of autumn qualifying retention rates, it's worth considering the importance of not only attracting, but recruiting and retaining the very best young lawyers.

Across the profession we continue to see substantial growth in demand for English law qualified lawyers. It's the reason why so many firms have invested heavily in their trainee programmes in recent years. And, with candidates coming from diverse backgrounds, law firms aren't just competing with each other for the best graduates, but with other professional service organisations as well.

In this competitive environment, how can law firms attract the very best candidates?

Be clear about what you're offering

It might sound obvious: global law firms need lawyers with international experience, outlook and contacts. Almost all of our work is cross-border – in the last two years more than 30% of our deals involved more than five offices – and from day one, we encourage and expect our less experienced lawyers to work alongside colleagues from around the world to gain valuable exposure to different countries and cultures. It's why we guarantee an overseas seat as part of the training programme. There's no point joining a global firm if you want to focus on domestic work.

Creating a Framework

Today's newly-qualified lawyers want to plan and manage their careers, and firms should demonstrate their commitment to developing the careers of their lawyers. It's why we introduced an associate career framework, enabling our lawyers to know exactly what's expected of them at each stage of their development.

Training & development programmes

In an increasingly competitive market for top tier legal talent it is important that firms are able to provide world-class training. In addition to the professional development associates experience informally through coaching and mentoring, formal training and development programmes play an important role.

Lead by example

Nothing substitutes spending time with more experienced lawyers. An invaluable part of my development as a lawyer was working alongside partners who were able to explain the points and share their knowledge and experience. It's an area on which I try to focus as much as possible now that I'm a partner.

Be honest

Firms need to be open and honest with their lawyers about their career paths. We want to attract the best candidates as trainees, we want them to stay on at qualification and we want them – ultimately – to join the partnership. But not every lawyer will, or wants to, make partner. It's important that firms manage their lawyers' careers honestly.

It's a cliche but it's true: the most important part of any business is its people and successful law firms need highly skilled lawyers who take pride in what they do and an interest in their clients' businesses.

In my experience, working for an organisation that offers you the opportunity to develop and progress is essential for a fruitful and fulfilling career.

Melissa Butler is the administrative partner at White & Case's London office

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