In law firms, lateral integration is a marriage of many resources. I am sure many remember the famous quote “it takes a village.” In the case of lateral integration, this quote is spot on for law firms in a competitive market. Recruiting, marketing, professional development, and human resources all play a significant role in an effective onboarding program.
Onboarding Laterals -
Onboarding the lateral should be a well thought-out process. Before you bring any laterals through the door for their first day of work, consider discussing your current process and evaluating ways to improve and engage the prospective lateral immediately. Organize a meeting of all principal administrative department heads to discuss the onboarding and orientation process. The purpose of the meeting should be to assign tasks and accomplish as much as possible before each lateral’s first day of work. Discuss everything from file transfers, conflicts, business cards, technology needs, and the orientation schedule. Consider including the secretary assigned to your new lateral to assist the onboarding team. The secretary should be able to identify meetings and client obligations in advance to help minimize conflicting demands in the first week.
Originally published in PD Quarterly – August, 2014.
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