If your firm is like the small firms I’ve worked with, you have a cohesive and happy team. If you follow the advice I’ve shared with you, it will only improve that culture of team and success; which is why you must be relentless when bringing on new talent.

First thing is you must ensure anyone coming on board will be open to business development. Moving forward that should be a part of the staff and lawyer profile you are looking for. This is one way you can ensure your firm will continue to grow.

Another thing to keep in mind is ‘fit’. One of my clients has his law clerks and associates do the initial interview. This gives them the opportunity to see if this person is someone that they would like to work with. After you’ve done such a good job creating a cohesive place to work, the last thing you want to do is upset the apple cart by bringing in a dud.

I can tell you one thing, if you have created a culture where people love to come to work, it won’t be as hard as you think to get more great people. There are a lot of unhappy and unengaged people in the legal industry that would jump at the chance to work for someone they respect, be a part of a team, be a part of growing your firm. And when you are selecting lawyers ask yourself if this is someone you think could become a partner one day? Which leads nicely into the next section.