When speaking to legal professionals about why they are considering a career move, three themes come up regularly: salary, working patterns and progression. Candidates often discuss salary and flexible working openly because they are tangible and can be compared easily. However, progression can be different. Candidates may not mention it first, but it often plays a major role in their decision to move.
For law firms looking to attract and retain talented people, understanding what candidates really mean when they talk about progression can make a significant difference. It involves much more than offering a new job title or promising future opportunities. Candidates want to see what their career could look like within your firm. They also want to understand what they need to do to progress.
What does progression really mean to professionals?
When candidates ask for better progression, they do not necessarily expect an immediate promotion. Instead, they often lack clarity about their future with their current firm. They may not know what they need to achieve to reach the next stage. In other cases, their employer may have promised progression without explaining when or how it could happen.
That uncertainty can encourage people to explore the Legal Recruitment market. Simply telling a candidate that there is “scope for progression” rarely provides enough reassurance. If your opportunity sounds like their current role, they may see little reason to move. Candidates want to understand how career progression works in practice.
Where law firms can lose candidate interest
Very few firms will tell a prospective employee that there are no opportunities to develop. Instead, the issue is often that progression becomes vague. Candidates may hear phrases such as “we will see how it goes”, “once you are settled, we can look at it” or “it will depend on performance”. On the surface, these are perfectly reasonable statements because progression should, of course, depend on performance, capability and the needs of the firm.
The difficulty arises when there is nothing more concrete behind those conversations. Without clear expectations, professionals will interpret them as there being no defined pathway, no indication of timescales and no certainty that their development will genuinely be supported. Combine this with limited examples of people who have progressed internally, unclear development opportunities or training being viewed primarily as a cost, and an initially attractive opportunity can quickly begin to lose its appeal.
What are candidates looking for from law firms?
The firms that communicate progression particularly well tend to make it tangible. Rather than simply saying that opportunities are available, they can explain what development might look like from the outset. This could include discussing the potential career pathway within the firm, what would be expected before someone could move to the next level, realistic timescales for development and how and when performance and salary reviews take place.
Importantly, progression does not have to mean receiving a new job title every year. For many legal professionals, development can mean:
- Taking on more complex work.
- Gaining greater client exposure.
- Supervising or mentoring junior colleagues.
- Becoming more involved in business development.
- Working towards further qualifications and accreditations.
These opportunities can be just as important to someone who wants to feel that their career is continuing to move forward.
For legal assistants and paralegals, progression might mean having a clear route towards qualification and understanding what support the firm can provide along the way. For qualified lawyers, it could mean knowing what is expected to progress from Solicitor to Associate, Senior Associate and potentially Partner. Whatever the pathway looks like, the important factor is visibility. People want to understand where they could go, what they need to achieve and how their employer will support them in getting there.
Making progression tangible with Employee Development Plans
Employee Development Plans (EDPs) can help firms turn career ambitions into clear actions. An EDP gives employees and their Line Managers a framework for regular development conversations. Together, they can discuss career goals, identify development areas and agree practical next steps.
These steps might include building technical knowledge or gaining additional qualifications. Employees could also develop management skills or prepare for greater responsibilities. This approach gives both the employee and firm clear objectives to work towards.
Regular development conversations can also reduce the uncertainty that encourages employees to consider other opportunities. Employees can see what they are working towards and understand what their firm expects from them. They can also see how their employer plans to support their development.
For more practical advice, read our blog on supporting staff progression and development through Employee Development Plans.
Real examples make progression credible
One of the most effective ways a firm can demonstrate its approach to career development is through the experiences of its existing employees. Real examples can make your firm’s approach to career development much more credible. If someone joined as a Legal Assistant and later qualified with your firm, share their story. Likewise, highlight a Solicitor who progressed to Associate or Senior Associate.
You can also share examples of employees who gained additional qualifications or accreditations with your support. These stories give prospective employees evidence that your firm invests in career development.
Real examples turn progression from a promise into something candidates can picture for themselves. They show that career development happens within your firm rather than only appearing in recruitment conversations.
They can also strengthen retention. Existing employees can see colleagues progressing and understand that similar opportunities could exist for them.
Development as an investment
Professionals understand that they need to earn career progression. They do not expect promotions without demonstrating the necessary skills, performance and commitment.
However, professionals notice the difference between firms that encourage development and those that make employees chase opportunities. When firms actively support development, employees can take greater ownership of their careers.
When professional development is embedded within a firm’s culture, it tends to be visible in its conversations, processes and outcomes. Training is supported, expectations are communicated and career conversations happen regularly rather than only when somebody is considering leaving. This approach can make a significant difference to both recruiting new employees and retaining the talented people already within the firm.
Progression can be a powerful recruitment and retention tool
In a competitive legal recruitment market, salary and flexible working will continue to influence candidates’ decisions. However, firms should not treat progression as a secondary benefit. For many candidates, the decision to explore the market begins when they can no longer see a clear future with their current employer. Firms that can provide that clarity have an opportunity to differentiate themselves and demonstrate why moving to their organisation could be a genuine step forward.
Ultimately, the strongest recruitment proposition is not simply a better role today; it is a credible picture of what someone’s career could look like tomorrow. Firms that can make progression visible, achievable and supported are more likely to attract ambitious legal professionals. Also, they give their existing employees compelling reasons to stay.
How Eventus Legal Recruitment can help
At Eventus Legal Recruitment, we know successful recruitment involves much more than matching a CV to a vacancy. Our specialist Legal Recruitment Consultants take the time to understand each firm’s culture, team and long-term recruitment plans.
We also build strong relationships with the legal professionals we represent. We explore what genuinely matters to each candidate. This can include career progression, development opportunities, working patterns, remuneration and workplace culture. Understanding these priorities helps us identify opportunities that support a candidate’s longer-term career goals.
Our consultative approach also helps law firms attract people who align with their team and ambitions. In addition, we can offer insight into the Legal Recruitment market and support your wider recruitment and retention strategy.
If you are looking to grow your team, we would be delighted to support you. Discover more about our Legal Recruitment services or contact our team for a confidential discussion.