When looking for new talent, it’s easy to resort to the familiar ways when it comes to hiring like prioritizing top law schools, recognizable firms, and polished resumes. But if your firm is only looking for talent in the same places you always have, you might be missing out on the associate who will truly stand out.

Today’s legal talent is much more diverse, broader, and capable than ever, but it is essential that you know where and how to look for these candidates. Exceptional candidates aren’t limited to the top law schools, those who follow the most traditional paths, or the one’s with the most experience. Many bring valuable experiences from regional schools, second careers, or irregular paths that have sharpened their judgment, passion, and client focus.

With this in mind, how can firms start shifting their approach? First, revisit your job descriptions. If your job descriptions unintentionally screen a specific type of candidate and filter out others instead of inviting them in, it may be time to take a closer look. Consider using blind screening tools to evaluate applicants based on their skills and accomplishments—not just their alma mater or last employer. Finally, build partnerships with affinity groups like law school diversity offices and legal incubators to expand your reach to find the perfect applicant for your firm.

This goes beyond just having an equitable talent search, it’s about smart hiring. Firms that lean into competency recruiting over the familiar ways, are better positioned to find resilient, collaborative, and high performing associates who align with the needs of the clients and firm. In a competitive market, relying on the same old and overused approach won’t get you ahead.

If your hiring strategy hasn’t changed in five years, now’s the time to change it.