Due to the COVID-19 pandemic, many law firm libraries are finding that one of their biggest challenges during this unprecedented time is staffing.  This is the toughest Law Librarian job market we’ve ever seen. From our clients, we hear daily the difficulty they have recruiting new talent and issues with staff shortages. If you scan job postings on LinkedIn for Research Librarian, Law Librarian, Reference Librarian, Senior Business & Legal Research Analyst, or Corporate Research Analyst, etc., you will see numerous jobs, but very few applicants for these positions.   

We’ve highlighted a few staffing issues and solutions, from both the perspective of the employer and the job seeker.  

Location-based/hybrid roles.  

One of the biggest challenges is recruiting law firm librarians to work at a physical office.  Many of the current advertised roles are listed as hybrid, but with little information.  Be specific in what a “hybrid work arrangement” entails, for example, the position is eligible to work remotely up to 3 days per week, subject to approval.  And if the position will initially be remote and will then transition into a hybrid role, define what that means and provide a timeline.  During the pandemic, many employees transitioned to 100% remote and now prefer/demand remote work.  Instead, advertise your role as a fully remote/virtual position or a remote position with occasional required travel to an office.   

Full-time vs. Part-time Roles.  

The pandemic forced many law librarians into early retirement, or they have joined the Great Resignation.  Consider advertising your role as full-time OR part-time to recruit top talent.  Many want the flexibility of a part-time role, due to shifting priorities at home and in life.  If you are a job seeker, consider a part-time role that will get you in the door of a firm and may lead to full-time employment down the road. 

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Showcase your Tech! 

Technologies such as Slack, Zoom, Microsoft Teams, GoToMeeting, etc. have all dramatically changed the way law firm library teams work and collaborate.  The pandemic forced those in law firm environments to go completely digital — everything from treatises to team meetings.  In your Librarian job postings, be specific and include language such as “attends monthly team meetings via Microsoft Teams.”  Recruit those with a high level of comfort with these technologies.  If you are a candidate seeking a new job, list these technologies as Skills on both LinkedIn and your Resume. 

Consider Staff Leveraging Solutions.  

Solutions providers are always in the market for talent. Solutions providers aren’t looking to fill one-off positions but are building teams to deliver the level of solution required in these pandemic-affected labor supply times. Think beyond the standard onsite temporary staffing model. Instead, consider short or long-term virtual staffing solutions or off-loading research.   Here at Accufile, our skilled team of AccuDesk researchers work directly with law firm information services and research professionals as an extension of their teams to provide supplemental research support, NOT a replacement.  If you are a job seeker, consider working for a company that provides remote research support and services to law firms. 

To ensure your firm’s information and research needs are met, be flexible and open to innovative ways of staffing your law libraries.