Data from SEEK has revealed that the legal industry, particularly in Melbourne is experiencing a 'tightening' in the market, meaning that there are fewer applicants seen for every job. In this competitive market, it's highly likely that your candidate is already hard at work at another law firm. So, how does your law firm stand out and attract these most sought-after candidates?

Momentum intelligence recently conducted a survey to identify the top 25 Australian law firms. Their findings indicate that while reputation is still prized, it isn't the only attribute. According to Lawyers Weekly, “the secret boils down to the right mix of business prowess, workplace culture and a potent recipe for innovation”.

So, what are things that a firm can do to be a more attractive place to work? Here are my top 5 suggestions based on studying employers of choice in the industry.

1. A Development Mindset

It is important to have an emphasis on personal development and culture of inclusion. It is important to demonstrate a culture where there is a strong emphasis placed on personal progression as research supports the findings that employees who feel a sense of mastery in their craft become more engaged. Richard Knox, Head of Human Resources for Ashurst Australia, explains his company's policy:

“We also take an innovative and agile approach to learning and development. The approach includes ensuring every staff member has a tailored approach to their development through opportunities including ongoing training, client secondments and inter-office transfers.”

2. Your People

Talent attracts talent, proving that one of the most important element, is regular doses of authentic positive connections with others in the workplace. Sue Gilchrist, Regional Manager for Herbert Smith Freehills sings the praises of the number 1 ranked firm; “We truly are a fantastic place to work. People like coming here, they love the work they do, they are challenged, and they have opportunities to do the things that make them tick – personally and professionally.”

3. Values

Nowadays, younger employees are attracted to organisations that make a positive difference. This can manifest in the very work that they do or in the company's social awareness and corporate responsibility. Jane Lewis, Director of People & Development for a leading employer of choice; Allens, noted: “Along with their client work, our people are passionate about making a difference in the community. The significant opportunities our people have to use their skills to improve the world in which we live is one of Allens' great strengths as an employer.”

4. Intrinsic and Extrinsic Reward

Employers are upping their game in the perks they offer candidates and the legal industry is no different. Extrinsic considerations include additional salary compensation: performance bonuses, sign-on bonuses, salary sacrifice, salary continuance insurance, senior manager incentive plans, novated lease options, discounted health and travel insurance and charity matched funding programs. Intrinsic rewards say a lot about your firm's culture: gym memberships, subsidised sporting events, flu vaccinations, employee assistance, emergency child care or priority child care? Are there flexible leave options and top-down support for workplace flexibility?

5. Quality work

After all, it is the primary reason for being there. The chance to work on a range of high-calibre clients and learn from experienced partners is certainly a selling point for many firms. Chief Operating Officer and partner for Gilbert + Tobin, Sam Nickless explains how their structure provides all staff with a chance to learn from the best: “[Gilbert + Tobin] is well-known as having a flat structure and lower-leverage model, providing outstanding direct exposure for our lawyers, to our partners in action,”

That's the winning recipe for attracting legal candidates from Australia's Top 25 law firms. What do you look for in a workplace?

For a full list of the Top 25, click here.