As we come to the conclusion of this three-part analysis of the evolution and importance of the knowledge worker in the dynamic new e-discovery space (read parts one and two), it is clear that e-discovery practitioners must develop an increasingly complex suite of skills to remain relevant. As we previously noted, corporations must build sophisticated teams both internally and externally that can leverage technology-enhanced review tools and act as special operations consultants to outside counsel throughout the e-discovery process. This new breed of knowledge worker does not fall from the sky; rather, workers should develop organically within the corporation and the e-discovery services ranks. Knowledge worker development does not have to be a budget buster. Companies can tap a wide array of low- to no-cost resources to begin this evolution within their e-discovery teams, and this segment will outline and define several of those options.
Corporations, law firms and e-discovery service providers all agree that the e-discovery space is rapidly shifting to one that is technology-centric, and that there is an increasing level of sophistication necessary to perform technology-enhanced reviews and manage the various tools to maximal efficiency. But, there is a misconception that a company must invest in expensive new talent or costly and questionably effective certification programs to capitalize on these new solutions. This is simply not the case.