More than ever, law firms are relying on lateral recruiting as a primary growth strategy for increasing revenue. Unfortunately, many lateral hires fail to meet law firm expectations. Studies show that up to 38 percent of lateral hires leave within five years, and an estimated 41 percent are “unsuccessful,” according to a global lateral hire risk mitigation study by Decipher and Citi Private Bank Law Firm Group as reported by ALM.

In a competitive and crowded market, how do you determine whether a lateral candidate’s promised book of business is truly portable? What can you do to ensure a lateral partner hire is accurately representing his client relationships, and how can you assess the likelihood the business will follow? There is no magic formula. The whole process is a delicate balance between trusting a candidate’s transparency and taking a calculated risk, but by incorporating these five simple best practices into your recruiting process, you increase your likelihood of predicting a lateral candidate’s potential for success.

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