Recruiting Millennials and Gen Z Lawyers: What Matters Most to Them?

At some point, if you are successful with your strategic plans, you are likely going to need to hire additional lawyers. How do you attract and retain the next generation of legal talent—Millennials and Gen Z lawyers? These young professionals are transforming traditional expectations in the workplace, and understanding their values and priorities is essential for firms aiming for sustained success and growth.

Millennials, typically born between 1981 and 1996, and Gen Z, born between 1997 and 2012, have unique characteristics shaped by their experiences growing up in rapidly evolving technological and social environments.

Here's what matters most when recruiting Millennials and Gen Z lawyers:

1. Meaningful Work and Purpose

Millennials and Gen Z professionals are driven by a sense of purpose. They seek meaningful work that aligns with their personal values and societal impact. Firms should highlight their commitment to social justice, pro bono work, and ethical practices when recruiting. Demonstrating how their contributions can lead to tangible, positive outcomes will resonate deeply with these candidates.

Example: Establish a dedicated pro bono committee or provide opportunities for lawyers to regularly engage in community impact projects.

2. Work-Life Balance and Flexibility

Unlike previous generations, younger lawyers place significant value on work-life balance. They prefer flexible work arrangements, such as remote or hybrid work options, and appreciate employers who respect their personal time and well-being. Law firms that prioritize a healthy work-life integration are more attractive and can achieve higher retention rates among young talent.

Example: Offer flexible scheduling, hybrid work models, and ensure firm leadership models healthy boundaries by respecting employees' time outside work hours.

3. Career Development and Mentorship

Millennials and Gen Z lawyers are ambitious and eager to grow professionally. Clear career paths, ongoing professional development opportunities, and robust mentorship programs are crucial to their recruitment and retention. Firms that invest in their lawyers' continuous growth demonstrate their commitment to the individual's success, creating loyal and motivated employees.

Example: Develop structured mentorship programs pairing senior lawyers with younger associates and offer regular workshops, training sessions, or tuition reimbursement for further legal education.

4. Diversity, Equity, and Inclusion (DEI)

While federally funded programs now prevent or discourage DEI initiatives, the fact remains that the younger generations deeply value inclusivity and social responsibility. Firms with strong, authentic commitments to diversity, equity, and inclusion attract candidates who seek workplaces that reflect the diverse society in which they live. Transparency about DEI initiatives and genuine progress toward equitable workplace practices are key selling points for younger lawyers.

Example: Implement and actively maintain a DEI committee, conduct regular firm-wide training sessions, and establish measurable goals for diversity initiatives.

5. Authenticity and Transparency

Millennials and Gen Z lawyers prioritize authenticity and transparency from their employers. Clear communication about expectations, firm culture, compensation, and advancement opportunities fosters trust and aligns firm values with candidate expectations. Authentic engagement, both digitally and personally, is crucial for successful recruitment.

Example: Communicate openly during recruitment about compensation structures, promotion timelines, and firm culture through interactive Q&A sessions or digital forums.

Successfully recruiting Millennials and Gen Z lawyers involves understanding and genuinely addressing their expectations. Firms that embrace these values—purposeful work, flexibility, career growth, DEI, and authenticity—will stand out and secure the innovative, driven talent needed for the future of the legal industry.