Building a skilled workforce with modern recruitment & retention strategies
Trial Court Administrator Mark Weinberg shares an overview of court administration with new employees during orientation at the Seventh Judicial Circuit Court of Florida.
Staffing is one of the most pressing operational challenges facing courts today.
Courts across the country are struggling to recruit and retain qualified staff. Workforce shifts, generational change, rising employee expectations, and increasing competition for talent have made it harder than ever to attract and keep the people courts depend on. Staffing shortages increasingly jeopardize court performance, access to justice, and public trust.
The Recruitment and Retention Guide for Court Leaders at All Levels offers practical strategies to help leaders at every level attract, develop, and retain qualified staff. This in-depth guide outlines more than two dozen recruitment and retention strategies grounded in research and informed by input from court leaders nationwide.
Developed in collaboration with the CCJ-COSCA Pandemic Rapid Response Team and funded by the State Justice Institute, the guide addresses current workforce challenges and identifies concrete steps leaders can take. Also included are a quick reference guide and checklists.
Top recruitment strategies
Streamline the application process
Avoid asking excessive and unnecessary questions. Focus on questions that assess relevant experience and skill. Make the process convenient and provide meaningful and tailored applicant communication. Use technology to optimize an applicant's experience.
Update & clarify job titles and descriptions
Ensure job titles, job descriptions, and job postings are current and accurately convey the duties of the position. Rewording job titles and/or descriptions with more current terminology and using plain language can attract more relevant candidates.
Highlight the compensation package
Attempt to monetize the value of the entire benefits package. Consider generational differences to appeal to a wide range of applicants. Research indicates that younger generations value well-being-focused benefits while older generations prioritize benefits that focus on health care and retirement plans.
Allow workplace schedule flexibility
Flexible work schedules may include fully remote, hybrid, or flexible hours. Consider flexible work arrangements and evaluate the pros and cons to ensure work is completed and the needs of the public are met.
Implement hiring initiatives
Sign-on bonuses can be an effective tool, especially when filling positions that are more challenging to fill due to competitive private sector salaries. Other incentives may include bonuses for internal employees who refer qualified candidates for open positions.
Use more creative recruiting strategies
Engage in community outreach to educate the public about careers in the courts. Encourage judicial officers and court staff to visit colleges, high schools, and community events to explain the different jobs within the courts.
Top retention strategies
Focus on workplace culture & employee well-being
Workplace culture impacts productivity, engagement, and job satisfaction. A positive culture offers a supportive environment where issues are addressed, employees are empowered, and psychological safety is present.
Connect work with the court’s mission, purpose & strategic plan
Continuously use the strategic plan to show the court's direction and how an employee's work complements the mission and vision. Explain the significance of the employee's work in the court's mission and purpose and impact on public trust and confidence.
Effectively onboard new employees
Prioritize a structured, thoughtful onboarding experience to develop more engaged, productive, and committed employees. Ensure new employees feel welcomed and supported throughout their first months of employment.
Provide opportunities for professional development & career advancement
Identify learning opportunities focused on best practices, new research, emerging trends, and general leadership and management skills. Consider cross-training staff to expand knowledge and capabilities and create potential lateral career movement.
Offer regular feedback on employee performance
Provide regular and frequent feedback through formal and informal avenues. Two-way communication allows for open dialogue and a shared understanding of responsibilities and expectations.
Solicit & act on employee feedback
Learn what motivates employees through interviews, surveys, and focus groups. Use the feedback to develop concrete actions to improve job satisfaction, morale, and employee retention.
It's critical for us to invest in people to attract qualified talent and retain experienced staff who support efficient operations, preserve public trust, and ensure access to justice. This guide provides a wealth of examples to help leaders adjust to changing workforce expectations and a modern court environment.
Stephanie Smith
Judicial Administrator, Kansas Office of Judicial Administration
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