We’ve all been there. Sometimes, regardless of how good things may be going at your current firm, or how successful you’ve been, you might feel like a change of scenery. But how can lawyers assess their career options and identify whether it’s time for a career change, and what should their next steps be?

Career change

There are plenty of factors for legal professionals to consider when weighing up a career change and it’s important to remember that the grass certainly isn’t always greener on the other side. You should take into account whether your departure will affect any cases you’re currently working on and whether you’ll be able to maintain courteous and professional relationships with your current firm. Can you ethically transfer your existing clients to your new employer? What effect will this have on your practice area? Will moving impact your ability to make partner? It’s crucial to keep these questions and many more in mind when making a move as you don’t want to find yourself in a worse position than you started in.

The warning signs

It goes without saying that if you’re not happy in your current role then you should leave it. That much is obvious. We spend far too much time at work to do something we don’t enjoy and your mental health is more important than any job. However, there are less obvious indicators that might mean it’s time for you to consider a career change. If you want to change to a specialism that your firm doesn’t focus on, or feel like your progression with your current employer is limited then that could suggest you need to move. Alternatively, you might want to seek out an employer that could potentially offer an improved work/life balance or the opportunity to work overseas. There are myriad options out there but ultimately, the only person that can understand your motivations and whether it’s the right time to leave is you. A good rule of thumb is that if you think your performance has been affected in any way – it’s time for a change.

Maintaining relationships

One thing you certainly don’t want to do is burn bridges and you must avoid what Facebook COO, Sheryl Sandberg calls, ‘leaving before you’ve left’ where you’ve essentially internally resigned while in the process of looking for a new job. This will only leave a bad taste and may affect your long term career success. It’s worth remembering that the legal sector is relatively insular and word travels fast. If you’ve downed tools for one firm, there’s a good chance others have heard about it. Try and leave on the best possible terms and, unless you’ve had a thoroughly unpleasant stint, attempt to leave the doors open for a possible return in the future. After all, you never know where your career could take you.

There are no concrete rules for when you should consider a career change, but what is important is that you do it on your terms and in the right way, otherwise it could impact your role at your next employer and ultimately your career progression.

Check out some of our other blogs to find out how you can get ahead in your career.

Or take a look at some of our current legal jobs.

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After the interview: what went wrong?

If you are interviewed for a job that you really want and are unsuccessful, it can be very disheartening. It’s tempting to replay the interview in your head, trying to work out what went wrong. You weren’t late and had dressed smartly. You’d prepared by doing plenty of research into the role and employer. You thought the interviewer seemed happy with your answers. So, why did they to decide not to hire you and how can you avoid it happening again?

Why you should ask for interview feedback

Instead of guessing the answers to these questions, it’s important to ask for feedback so that you understand which area of your interview technique needs developing. Don’t just chalk it up to experience and simply keep applying elsewhere. Most of us have an unsuccessful interview at some point, and it isn’t a waste of time if you view the experience as one from which you can learn and develop. Try not to let it knock your confidence: feedback might highlight aspects that you wouldn’t have considered; being mindful of them could directly result in you securing the next job that you apply for.

How to ask for feedback

How you ask for feedback will depend on the way in which you find out that you have been unsuccessful. If your recruitment consultant gives you the news, spend some time discussing the interview with your consultant who will be able to pass on any feedback and offer you tips on how you can improve your technique.

If you are telephoned by the company, ask there and then; if they email you, reply within 24 hours so that the interview is still fresh in their mind. And how do you word the request? Always begin by thanking them for the opportunity to be interviewed. Whatever you do, don’t suggest that the employer made the wrong decision. This graciousness is important because you never know when you might have to deal with the interviewer or company again in the future.

Then, rather than asking ‘why didn’t I get the job?’ or ‘what did I do wrong?’ – both of which put the interviewer on the spot and sound rather defensive – ask if they would mind letting you know what you could do to improve next time. Which area do they think that you could develop most?

If you disagree with any feedback, don’t allow your feelings to get the better of you or protest. Instead, focus on moving forward with a new insight.

What to do with interview feedback

Some feedback will be very easy to address. For example, if you are told that you responded to a particular question in a way which lacked detail, you can prepare a more thorough response should the question arise again. Other feedback may require more thought. Could you film yourself responding to key questions and review the way that you come across? Do you have a friend or recruiter that could conduct a mock interview with you? Would more research into a company help next time? If you are given a number of areas where you could improve and it seems daunting, aim to address one or two key ones.

So, see interview feedback as invaluable positive guidance which helps you to develop the way that you present yourself professionally and, consequently, enables you to have a successful career.

For more job interview advice from the team, check out our other posts here or call the office on 01772 259121 to speak to one of our experts.

Whether you’ve been in the legal field for one year or for 25, you’ll know the value of being organised. However, in the modern ‘information overload’ world that we all live in, it can be challenging to remain on top of things. There are myriad different apps and programmes you can use to help organise your life and get ahead from your competition, however even cutting through the noise and working out what works and what doesn’t can be a major challenge. So what are the top tech tools for lawyers and how can they benefit your career?

Storage

Only the most technologically illiterate are likely to have not heard of Dropbox, the most advanced and robust file storage tool out there. As lawyers, you’ll be well aware that your existing storage space on your phone, tablet or desktop can get filled quickly with all the documents that you’re sent on a daily basis, and using a programme like Dropbox can provide extra storage as well as helping you to remain organised. It’s also a useful – and secure – tool for exchanging information online with your clients and colleagues.

Practice management

There are plenty of different types of practice management software out there, some of which are suited to firms of a certain size or specialism. However, it’s probably fair to say that the most widely effective platform is MerusCase, a tool that lets you manage and automate your cases, communication, calendar, court forms, templates and case files. And as the programme is cloud-based one of the main benefits is that everything is one place. It’s advisable to do your homework as different programmes will suit different firms and individuals, however it’s likely you’ll find that adopting the software will make you more organised and your files safer.

Security

Ensuring your data is secure should be an absolute priority, particularly with the spate of high profile hacks taking place in recent months. If organisations with the resources of the likes of Sony, Google and IHG haven’t been able to stop hackers, then the average legal firm doesn’t stand much chance, unless that is, it invests heavily in its online defences. However, most companies still have their head in the sand when it comes to data security, and it’s often down to the individual to ensure that they remain safe when operating online. Almost every app or programme requires a password of some sort and the ever growing list of phrases with or without a grammatical symbol, number or capital letter can be hard to keep up with. By far and away the best product is Lastpass as this means you need to remember just one password. It also offers a safe and secure place to store login and credit card details, for example.

Research tools

As you’ll all be only too aware, one of the more time consuming aspects of the average lawyer’s role is research. However, that’s about to change as there are now two tools which look set to shake up the status quo in the legal industry. The first is Casetext, which contains a programme called Cara that finds relevant case law files for lawyers who upload legal documents, allowing them to get the exact cases they need. And the second is Ravel Law, which gives lawyers insights into how judges have ruled on previous cases, allowing professionals to tailor their preparations ahead of their cases, both of which can potentially save you a huge amount of time.

Work/life balance

Don’t laugh, it is possible to achieve a work/life balance when working in the legal sector. Obviously, a lot of the pressure is out of your hands, however creating boundaries is an effective way of regaining control. By using Google Voice to separate your phone lines – for free – you can set up a separate number for your firm on your mobile and restrict its hours, meaning the days of late night calls will be a thing of the past. It also means that clients can call or text you without reaching you on your personal number or pursuing you when you’re busy. You can even read transcribed voicemails and text messages when you’re in court and, as if that wasn’t enough, there’s also an automatic timing function so you can bill clients accordingly.

Ignore the reports, technology is here to help make our jobs easier, rather than stealing them from us. If you’d like to speak to our expert team about their favourite tech tools for lawyers then get in touch now.

What are your favourite tech tools for lawyers?

Check out some of our other blogs on the impact of technology on the legal profession. And if you’re looking for a career move, take a look at our current jobs.

It’s that time of year when many assess their career and decide that it is time to move on. But before you jump right in and send your CV out, it’s vital to take the time to review it and update it with your latest skills and achievements. And while you might not need us to tell you not to use your megalad@gmail.com or goddess@yahoo.co.uk email address when applying, we do have some very useful advice that our many years of experience in recruitment tells us will pay off. And with the average recruiter spending less than ten seconds reviewing a CV before deciding whether to keep it, yours needs to stand out from the crowd. Here’s how:

Tailor it

Nothing stands out more than a generic CV that hasn’t been updated for the specific job you’re applying for. Recruiters and potential employers want to see how well matched you are to that position so it’s no good sending out the same application every time. Read the job specification thoroughly and ensure your skills match the criteria that the organisation is looking for and you’re likely to receive a lot more responses than your regurgitated CV would bring.

No photo

Opinions are mixed over whether you should include a photo with a CV or job application. Some people think you should, more people think you shouldn’t. We’re in the latter camp and from our perspective, it’s much the same as including your birthday and only leaves you open to some employers potentially discriminating against you through their unconscious bias. While it shouldn’t make a difference, if an organisation is that keen to see what you look like then they can look at your social media channels. Which leads us onto our next point…

Sort out social media

While this isn’t part of your CV, it may as well be in the 21^st century as you’ll be hard-pressed to find an employer that won’t carry out at least a cursory search of Facebook, Twitter, LinkedIn and the like to see what you’re really like. You don’t have to delete all the photos of you on a night out, or dressed up for a friend’s birthday, but do hide them as they’re hardly likely to impress your next potential boss. All it takes is an update of your privacy settings and bang – the dirt is gone, or at least hidden.

Keep it simple

There’s no need to add in every single detail about your life achievements so far. Your 25m swimming badge isn’t going to make the difference between getting an interview or not, so the best advice is to cut the superfluous detail and only highlight what will actually help you get the job you’re applying for. Consider that the recruiter who deals with your potential job probably receives hundreds of CVs every day and is fairly unlikely to read all five pages of yours so keep it concise, put your most important information first and cut the waffle.

Check, check and check again

The final point is every recruiter’s bugbear and if there’s one thing likely to get your CV thrown in the bin, it’s bad spelling and grammar. This is barely even excusable anymore as, unless you’ve written your CV by hand or on a typewriter, you will have had access to a spellchecker. And if you’re reluctant to rely on technology, print it out and read it out loud to yourself to ensure it makes sense. And then ask a friend to check it. It may sound like a lot of effort, but if it makes the difference between your application being considered and being binned, it’s probably worth it.

Got a killer CV?

Once you’ve completed this checklist you’re ready to go!

And if you need a helping hand why not get in touch with us today to see how we can help you get the job you’ve been dreaming off.

For advice on nailing your interview, click here.

You may also like to download our guide on How to Develop Your Legal CV.

During a job interview, you might find yourself being asked some tricky questions which put you on the spot. Anticipating them and preparing your responses in advance will help you to manage your nerves and stay composed on the day. So, here are some of the most common questions that trip up interviewees and our top tips on answering them.

‘Tell me about yourself.’

This seems like a very straight forward question but many candidates fall into the trap of thinking this is just a warm-up question to put them at ease and end up telling the interviewer all kinds of irrelevant things that don’t relate to the job. This is an opportunity for you to give a brief outline of your current role and state the personal and professional work experiences that relate to the position you have applied for. One way to prepare for this question is to plan and rehearse a brief statement – a paragraph or so – that quickly describes who you are and what you can bring to the company. Don’t focus too much on your childhood, school life, early career, personal likes and dislikes or hobbies, unless they are relevant to the post.

‘What is your biggest weakness?’

This is tricky because the point of an interview is to present yourself positively. The best way to approach this is to identify a gap in your knowledge or an area where you are seeking to improve yourself, which can be addressed through training or learning. For example, you may need to refresh your skills at using certain software. If you can’t think of anything, look at the person specification before the interview and identify a ‘desirable’ skill that you don’t yet have but are willing to work towards. Whatever you do, don’t tell them about a character weakness such as being continually late or forgetful.

‘What do you like least about your current job?’

The interviewer is looking to see how you speak about your existing employer and role. Be utterly professional and never criticise any individuals that you work with. The best bet here is to mention an aspect that’s far removed from the job you’re seeking. Finish by explaining that, despite the unappealing element, you have learned something useful from it or achieved something fulfilling. This shows that you have resilience and a positive attitude.

‘What has been your biggest failure?’

This is a tough question because it asks you to go over something that you’d probably rather forget, and at a time when you are already feeling under pressure. It is designed to find out more about your previous job performance and anticipate how you might behave in the future. Most importantly of all, the interviewer wants to know what lesson you learned from your failure. The number one rule here is to keep focused on your career: don’t talk about a divorce or anything similar. Equally, don’t mention something minor from years ago, like not passing a school test. Some candidates avoid the question and claim never to have failed at anything, but that also suggests that they’ve never taken any risks.

A top tip is to use the STAR framework (Situation/Task, Approach, and Results) to explain what happened. For example, you had to pitch to an existing client to win £10,000 of additional business. You approached it casually because you felt certain that the work was a dead-cert. Unfortunately, the client felt that a rival went the extra mile and gave the work to them. You have learned to treat every pitch with equal attention, regardless of your existing client relationship.

‘Where do you expect to be in five years’ time?’

Remember that employers just want to get a better idea about your background, your communication skills and how you’ll perform if they offer you the job. If you rehearse answering tricky questions and frame your responses so that you present yourself in the best possible light, you will impress interviewers, even when talking about your mistakes or weaknesses.

For more job interview advice from the team, check out our other posts here.

If you are looking for a new role check out our current jobs or if you want some career advice get in touch today.

Less than a year after the UK decided to leave the European Union, we undertook an in-depth analysis of the employment market for private practice lawyers across the UK to gauge the impact Brexit was having.  Our research was featured widely in the press – including Swindon Business News. Here’s an overview of the piece including quotes from our managing director, Lynn Sedgwick, had to say:

Private practice lawyer vacancies in the South West have fallen by 11% over the past year as the sector starts to suffer from uncertainty, according to a new survey.

However, the decline is less than the national picture – the data from specialist recruiter Clayton Legal shows vacancies across the UK as whole falling by 14%.

The firm says the fall in advertised positions could largely be down to lawyers not wanting to move jobs in an environment of uncertainty.

Despite the overall picture, there was a huge requirement for lawyers specialising in personal injury and employment in the South West with vacancies in these roles rising by 27%.

The survey, compiled from the recruiter’s comprehensive data on advertised roles, reveals increased demand in these areas not only reflects increased workloads but also a skills shortage caused by lawyers staying in their current positions for longer as uncertainty caused by Brexit takes hold.

Clayton Legal managing director Lynn Sedgwick said: “Almost a year has passed since the UK decided to leave the EU and while we have certainly seen lawyers being less committed to a career move, the hiring picture across the South West remains generally healthy.

“And while there is clearly caution around Brexit, we are also seeing a change in the recruitment strategies of our clients. Many firms are hiring lawyers for newly created positions due to increased workloads instead of replacement hires that are associated with specialists moving between firms. And as Brexit becomes more of a ‘business as usual’ scenario, we’re confident the ‘wait and see’ approach will pass.”

The firm’s data also reveals the regional variations in vacancy decline. London has experienced the most acute drop with available roles down 26% year-on-year, while the North West and the South East also experienced declines – 18% and 4% respectively.

The Midlands was the only region to buck the trend – vacancy levels there remained static year-on-year.

For more insights from the team visit our website or to receive a copy of our comprehensive research get in touch today.

©depositphotos.com/FS-Stock

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Less than a year after the UK decided to leave the European Union, we’ve been busy preparing our latest in-depth analysis of the employment market for private practice lawyers across the UK to gauge the impact Brexit has had.  So what has our data revealed? And what does this mean for the sector?

Nationwide vacancies fall

While our data reveals that vacancy levels across the UK have fallen in all regions year-on-year (13%), it is by no means all doom and gloom. In fact, there are certain specialisms that are bucking this trend and performing exceptionally well. Personal injury lawyers have been increasingly called on in response to the proposed cap on whiplash claims which has resulted in drivers rushing to get their claims through the courts.  And the UK’s ageing population has translated into unprecedented demand for wills and probate specialists across the entire country.

Lawyers reticent to move job in current environment

While the fall in advertised positions is, on first glance, a less than optimistic picture, it can be attributed to lawyers being reticent to move roles in an environment of uncertainty.  While some lawyers are less committed to a career move the hiring picture as a whole remains very healthy. And our conversations with our clients clearly demonstrates this. Many firms are hiring lawyers for newly created positions due to increased workloads instead of replacement hires that are associated with specialists moving between firms.  And as Brexit becomes more of a ‘business as usual’ scenario, we’re confident the ‘wait and see’ approach will pass.

Check back next week for our next blog where we’ll be focusing on the regional demand for private practice lawyers. And if you can’t wait that long contact us today to get your hands on the full report.

For more insights from the team visit our website.

©Depositphotos.com/newartgraph

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Clayton Legal Managing Director, Lynn Sedgwick, has commented on our latest survey results in Lawyer Monthly. The article highlighted some of the key insights and trends taken from our comprehensive data review including:

• Vacancies for private practice lawyers have fallen by 13% year-on-year.
• London has experienced the steepest decline with available roles down 26% year-on-year.
• Lawyers specialising in family law were in particular demand across the South and North East where vacancies were up 50% and 65% respectively.
• Personal Injury specialists have also been highly sought after with advertised roles up by 27% in the South West.

Lynn said, “Almost a year has passed since the UK decided to leave the EU and while we have certainly seen lawyers being less committed to a career move, the hiring picture as a whole remains generally healthy.  And while there is clearly caution around Brexit, we are also seeing a change in the recruitment strategies of our clients.  Many firms are hiring lawyers for newly created positions due to increased workloads instead of replacement hires that are associated with specialists moving between firms.  And as Brexit becomes more of a ‘business as usual’ scenario, we’re confident the ‘wait and see’ approach will pass.”

To read the piece in full click here.

For more insights from the Clayton Legal team visit our blog. And if you’re looking for a career move take a look at our vacancies here.

©depositphotos.com/4zeva

Lynn Sedgwick, Managing Director at Clayton Legal, recently featured in Totally Legal on a different route into the profession: the paralegal apprenticeship. Here’s what she had to say.

If one thing is clear, it’s that university is no longer a requirement for aspiring lawyers. Calls to improve social mobility, in what has long been seen as a highly selective profession, have led many firms to review their recruitment processes – which have been criticised for favouring students from Russell Group universities – and explore options to improve their apprenticeship programmes.

The introduction of apprenticeship programmes

In moves championed by the government, Eversheds Sutherland, Addleshaw Goddard, and Freshfields Bruckhaus Deringer have all introduced apprenticeship programmes which offer A-Level students an alternative route into the legal profession. Indeed, in a related, but arguably more radical change to increase route into the profession, the Solicitors Regulation Authority, is now allowing individuals to be admitted as solicitors under its “equivalent means” system, provided that they have the right quality and quantity of experience.

Addleshaw Goddard’s new solicitor apprenticeship programme, which will be run in conjunction with BPP University Law School, will see apprentices become part of the firm’s transaction services team (TST) after just six years. The TST – which was established to help reduce the administrative burden on associates, allowing them to focus on client-facing matters – has grown steadily since its launch and now has a total of 134 paralegals. Paralegals in the TST complete complex administrative and process driven work, and play a crucial role in an increasingly competitive, and cost driven legal marketplace.

The programme combines funded part-time study and in-house training, with apprentices rotating across a number of practice areas. After completing the six-year programme, successful apprentices will be awarded a LLB (Hons) degree, and after assessment by the Solicitors Regulation Authority, will also qualify as a solicitor.

Apprentices get the chance to immediately experience the workplace

Commenting on the new apprenticeships, Mike Potter, Partner and Head of the Transaction Services Team said, “The solicitor programme is standout in giving the apprentices immediate experience of the workplace, and is an excellent alternative to the traditional university route to qualification. It will shape the future of careers in the legal sector.”

These comments echo a consensus which is slowly, but steadily, being adopted by many leading legal practices. Law firms have long endeavoured to increase female representation within their organisations, however if practices want to feel the true benefits of a diverse culture, they need to embrace initiatives to improve social mobility.

With research from Byfield Consultancy finding that more than 80 % of legal trainees at the top 50 UK firms were from Russell Group universities, it is clear that the profession has a long way to go. However, apprenticeship schemes such as Addleshaw Goddard’s six year paralegal programme, and Eversheds Sutherland’s level seven trailblazer initiative, are a positive sign of shifting attitudes towards qualification routes within the profession. Paralegal apprenticeships provide aspiring legal professionals with the opportunity to gain experience and a qualification simultaneously, the pioneering firms championing them will undoubtedly reap the benefits of a more diverse and engaged workforce.

For more insights from the Clayton Legal team visit our blog. And if you’re looking for a career move take a look at our vacancies here.

©depositphotos.com/kataklinger

Very few people go into the law because they see it as some sort of ‘soft’ career option (and if they do, they very quickly get disavowed of that notion). Yes, the rewards, both financial and professional can be very attractive but it calls for a level of commitment and dedication that can make other alternatives look rather easy in comparison.

But how do you make the most of the opportunities open to you? Is it down to academic brilliance, social skills or, as a study by UCL school of Management seemed to suggest, how physically attractive you are? According to a new book by Angela Duckworth, a professor at the University of Pennsylvania in the US, the answer to all these appears to be ‘no’. Instead, she argues, the secret of success is what she calls ‘grit’.

Resilience, determination and never give up!

Grit (as anyone who has seen the John Wayne film, ‘True Grit’ or its recent incomprehensible remake, will know) embodies the qualities of hard resilience, determination and a refusal to give up. Yes, folks, although unfashionable in this age when reality TV suggests that the route to fame and fortune is a quick and easy one, the message from Professor Duckworth is that there are few things more powerful than a willingness to work long and hard.

Having made a sustained examination on what gets people to the top in a wide variety of sectors including education, the military, commerce and industry and the professions, the common factors are motivation and, crucially, stamina. Or, as the American professor with the suspiciously British surname puts it, “This is a marathon, not a sprint.”

How do you succeed?

So do you have what it takes to succeed? If you have a spare few minutes in your busy day (although we do have to ask why you have a spare few minutes if you are serious about this) then Ms Duckworth provides a quick self-assessment questionnaire on her website which might either cheer or depress you. But what can you do to get more of this elusive ‘grit’? And can it really be taught and developed?

One of the key findings of the professor’s extensive research is that natural talent is not necessarily essential. And in all too many cases, it may actually prove to be a handicap. The justification for this seemingly odd assertion is that the so-called talented can develop a sense of entitlement and, as a result, not put in the effort to achieve their full potential while those with something to prove to get on and prove it. Consequently the key may be to cultivate what she calls a ‘growth mind-set’ which embraces new experiences and treats failures, not as an end but stepping stones to greater effectiveness. Yes, it all may sound a bit ‘American’, despite the fact she picked up one of her prestigious degrees at Oxford, but underneath the transatlantic jargon the message is a common sense one that should speak to us all – life is tough so get on and do something with it.

Do you think grit and determination are crucial factors if you want to be a success in the legal sector?

For more insights from the team take a look at our other blog posts. And if you’re looking for a new role check out our latest vacancies.

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