Eight of the ten most successful law firms at showcasing their expertise online and distributing it via social media fall outside of the UK’s top 50, even though as a whole there is a lot more that large firms can do to improve their standing on Twitter, new research has found.
Lawyers frustrated by having to confine their tweets to 140 characters will be free to express themselves in ‘moots’ of up to 500 words on new legal social media site mootis, launched today.
Pinsent Masons is an example to other law firms on how to make the most of a Twitter account, while the ‘private’ setting on Slaughter and May’s account makes it the firm not to emulate, according to a report on the use of social media by large City law firms.
A community interest company which offers support to separating parents through its websites OnlyMums and OnlyDads, has launched a family law panel which it says could become “the place to go as the starting point for family law matters”.
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Fewer than half of solicitors in Scotland use the three main social media platforms for professional purposes, according to new research. The most popular social network tool was LinkedIn, with 24% of the solicitors polled using it on a daily or weekly basis.
Law firms will have to adopt a more forceful marketing model if they are to survive in the post-alternative business structure (ABS) marketplace, a specialist in growing online businesses has urged.
A common trope on this website and elsewhere is that alternative business structures and all the other changes in the legal market will hit the traditional high street law firm hard. In saying this, there is an implication that a reduction in the number of solicitors on high streets is a bad thing. This is a shaky assumption – if everything was shipshape, I don’t suppose so many non-lawyers would be eying up the market. For one thing, quantity does not equal quality – better one efficient, accessible law firm down the road than three inefficient, inaccessible practices.
Law firms’ social media policies need to extend to issues such as who owns contacts and content developed by staff members through the use of networks like LinkedIn, while they should also be cautious about searching the social media activity of potential recruits, new guidance has advised.