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.

​

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

​

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

​

​

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 of Clayton Legal, was recently featured in Totally Legal discussing the rise of the paralegal role. Here’s what she had to say:

The vast majority of you probably ended up in the legal sector through the traditional route of university and a training contract, possibly with a conversion course sandwiched somewhere in between. For the past few decades, this has been the only option if you wanted to work as a solicitor, lawyer or barrister, but that’s no longer the case thanks to the rise of the paralegal.

An alternative route

Robert Houchill made waves in 2015 by becoming the first person to qualify as a solicitor through ‘alternative means’ after working as a paralegal for four and a half years as part of the Solicitors Regulation Authority’s (SRA) ‘Training for Tomorrow’ programme. This initiative was launched to inject more flexibility into the routes to qualify in the profession.

The move highlights that the role of the paralegal is significantly changing. Where in the past the position was solely focused on admin support for qualified solicitors, now the distinction between the two is considerably smaller and operating as a paralegal represents a viable route into the sector for professionals who were unable to secure a training contract, for whatever reason.

The trend is still very much in its infancy, but times are changing. While less than 10% of training contracts are currently awarded to paralegals, there are some firms acting as outliers, including Trowers & Hamlin which recruited 40% of its trainee workforce from paralegals. In addition, DAC Beachcroft has given 60% of its entry level roles to existing paralegal employees.

The necessary skills

There are no definitive rules for what skills are required by paralegals as the role can vary depending on the work of the firm and what area it operates in. However, generally good organisation and administrative abilities are always highly sought after, as are research skills and the ability to communicate findings with senior professionals and qualified solicitors. Opting for this route also highlights to potential employers that you have the drive and determination to work for what you want and that you’re keen to progress in the sector.

It’s still the norm for professionals to operate as career paralegals, but the ‘alternative means’ option provides a second viable route within the sector. It’s estimated that in the next seven to ten years there will be more paralegals than solicitors and it’s highly likely that a significant chunk of qualified solicitors will be those who started off as paralegals.

Naturally, there are some doubts and some commentators have suggested that the move could potentially undermine the profession or reduce the quality of people being admitted. However, the SRA has made securing the opportunity to qualify as a solicitor a demanding process and all paralegals must prove that the experience they’ve gained equates to the requirements of recognised formal training.

It’s highly encouraging to see another route opened up into an area that has historically had rigid entry requirements. Such a move could also help to increase social mobility within the profession, a target that many firms have been struggling to meet. The success of the programme can only be judged further down the line, but the idea, and the development of the paralegal role, should be greatly welcomed.

For more tips and insights visit our blog.

©Depositphoto.com/@ dragana.stock@gmail.com

Many graduates will have their sights set on a career within a specific legal specialism before they graduate, however for both students who are uncertain, and those who have a fairly clear idea of the route they want to embark on, it is worth considering how well suited you are to various roles. Not only does the nature of the work being undertaken differ vastly from specialism to specialism, but as Legal Cheek recently outlined, the traits of graduates attracted to various areas of law varies too.

Corporate Law – ‘The all-rounder’

Lawyers who specialise in corporate law will find that their work spans across a number of different practices and so they’ll more than likely become familiar faces in the firm, which is perhaps the main reason corporate roles usually attract the sociable type. However, the generalist nature of the field means that you may have to withstand quips from colleagues in highly specialised roles. A key characteristic of the role, as with the majority of legal positions, is stamina.

Real Estate – ‘The communicator’

Although students may be put off by the notoriously hard nature of land law, they should be encouraged to hear that it is incredibly different in practice. The work undertaken by land lawyers is often highly commercial, involving prominent names in the energy field. Lawyers who choose real estate as a specialism will need to be excellent communicators, as explaining the details of land ownership to clients with minimal understanding of the relevant legal intricacies can be particularly challenging.

Litigation – ‘The fighter’

Tenacity is essential for lawyers who want to become successful litigators. As dispute resolution solicitor Henry Sackville Hamilton puts it; “You’ve got to be a particular type of person to want to engage in arguments on other people’s behalf’s day in day out.” Some litigators take a bold, confrontational stance while others opt for a calm and academic approach, however regardless of tactics all dispute solicitors need to be commercially aware. Legal excellence is also key, as litigators live and die by the arguments they establish.

Banking – ‘The adrenaline junkie’

Although most might believe otherwise the principles of banking law are fairly straightforward. Lawyers either act for those lending the money or those borrowing it, and provide them with advice on structuring and strategy. Lawyers wanting to work within the banking specialism should be prepared for negotiations, especially when parties have different bargaining positions. Financial services in general is an incredibly fast paced sector, and banking law is no exception. Having both strong communication skills and a grasp of maths is also essential for banking roles.

Private Client – ‘The people person’

Lawyers wanting to work with private clients will need not only fluency in equity and trusts, but also a preference for working with individuals rather than big name companies. Research ability is vital in this specialism, but perhaps the most important factor is excellent communication skills. Lawyers may find they work for particular clients throughout their professional career, so establishing strong relationships from the offset is key.

For more in depth career advice, check out our career tips pages and make sure you register for one of our career events

Historically the only way into a top law firm was by graduating with a law degree – more than likely from an elite university – and spending two years completing a training contract. However, the new government-backed Trailblazer scheme looks set to challenge the traditional route to becoming a qualified solicitor by creating an entirely new pathway into the profession.

From school to the legal profession

The new school-leaver scheme, which combines part time qualifications with on the job paralegal level work, looks set to carve out a new route into the profession. While some can be completed in as little as two years, others will give students the opportunity to fully qualify as a solicitor in just six years. Unlike many elite institutions which require students to hold three A-levels at A’s or above, legal apprenticeships on the whole only require applicants to hold an average of three C’s. The lower entry requirements will undoubtedly open the door to students from more diverse backgrounds.

From apprentice to lawyer

Global firm, Eversheds, looks set to pioneer the six year apprenticeship, and are now taking applications for 2016 starters. The internationally renowned law firm, which ranks 15th in the UK in terms of revenue, has announced that it will take on eight apprentices in September, all of which will be offered positions with the firm upon qualification. Successful applicants will be paid a starting salary of £15,200 outside London and £17,200 in London, a figure which will increase year on year.

Other firms such as Clyde & Co are offering level 3 trailblazer apprenticeships across the practices in its London, Manchester and Guildford offices. The ‘earn-while-you-learn’ scheme will see apprentices become qualified paralegals in just two years. International law firm DWF also recently announced it would be offering the level three paralegal apprenticeships in its Manchester head office across the firm’s commercial and insurance teams.

The benefits of apprenticeships will undoubtedly be felt by both candidates and employers. Successful applicants will need to be dynamic, tenacious and committed, but in return will receive fully qualified solicitor status without accumulating any of the debt associated with a law degree. While practices are likely to benefit from the increased social diversity that offering a new route into the profession will bring with it.

Want to find out more?

We run career events throughout the year for legal professionals at all stages of their career. Check out our events pages for more information

OK, not everyone wants to be a partner. But, for many solicitors, a partnership is the logical reward for the years of study and hard work that comes with a commitment to the legal profession.

But what do you need to know about the partnership experience, how can you prepare for it and how can you maximise your chances of attaining it? Here are Clayton Legal’s five top tips:

Are you ready?

Long ago, perhaps when most solicitors wore pinstriped suits and hats during all their waking hours, it may have been true that admission to a partnership meant a life of clubbable lunches and rounds of golf. Those days have, unfortunately, been consigned to the rubbish bin of history. Partners now need to justify their position and reward on a daily basis. And if you are not ready for this, then perhaps you need to wait for the time when you are.

Are you in the right place?

Working for a firm and effectively being a shareholder in it are two very different experiences. This is a major financial, commercial and personal commitment so ask yourself if this really is the right environment to make it in. Do you have complete faith in the direction the firm is taking and its ability to gain and retain clients? Will you be able to get along with your partners on both a social and business level? Do believe they are not just competent lawyers but also have the commercial acumen to sustain and develop the practice? These are all questions best answered before rather than after you find yourself at the partnership table.

Have a Plan

A partnership doesn’t just fall into your lap because you have managed not to get fired. Think through and implement a strategy – a series of timed steps tailored to your target firm – your current one or one better attuned to your goals – that will bring you to the inner circle by a defined deadline.

Get and retain business

Of course you need to be a highly capable lawyer to merit entry to partnership, but now legal professionals are judged as much on their business development skills as they are on their technical ones. A masterful understanding of Rylands v Fletcher or Donoghue v Stevenson is unlikely to get you to any partnership table, and even if it did it wouldn’t keep you there very long unless you could also bring in new clients.

Play the game

Partnerships, whether we like it are not, are political environments so recognise this and act accordingly. Network, support, socialise, fit in. Remember that your potential new partners will not just be thinking how clever you are and how good you are with clients but whether you are the sort of individual they will be comfortable working with, possibly for the rest of their careers.

We are presenting at this year’s Legalex Show on the skills needed for 2017 – don’t miss what will be an insightful and informative presentation.