The New Year is an ideal time for a fresh start and, as a result, more people decide to make a career move than at any other point. So, with companies likely to see a significant increase in the amount of applications from which they must shortlist, how can they ensure that they pick out the right candidates? Here are our top five tips.

1) Before you begin to look at the applications, it’s vital that you define your ideal candidate. Use your job description and person specification to create two checklists: the essential criteria and desirable criteria needed to do the job. The standards are likely to relate to all of the following key areas, plus any others that are relevant:  education, work experience, skills and knowledge, competencies and personality traits. Be very strict about the criteria you term ‘essential’: these should relate to the qualities and traits of top performing employees in the role.

2) The next step is to begin the shortlisting process. At this stage, some employers choose to utilise the services of a specialist recruiter that knows the market inside out: they can identify the right talent quickly and may already have people among their network of candidates that might fit the role.

3) If shortlisting in-house, do so in stages.

Stage 1: Go through the applications and discard any that don’t meet all of the essential criteria. You now have a list of candidates who can all do the fundamentals of the role. At this point, it is also worthwhile noting where applications have come from so that you know where to advertise future vacancies.

Stage 2: Decide how many candidates you want to interview. Go through the remaining applications, weigh them against each item in your list of desirable criteria and record the number of criteria they meet. Some recruiters like to use a spreadsheet as this helps them to rank candidates at a glance. During this stage, you should also check that there are no inconsistencies in their CV and that spelling, punctuation, grammar, presentation and attention to detail are in line with your expectations.

4) You can now decide who to select for interview. It is important to think outside the box here: you may have a list of desirable criteria, but it’s unlikely that an individual will meet all of them, so decide which combination will have the most impact. Also, if you are replacing a current post holder, don’t have a vision of replacing like with like: think about what they could do when they joined, rather than what they can do now.

5) In addition to notifying the candidates selected for the next stage, ensure that you also contact everyone who applied –even if there were hundreds- to thank them for their interest, but letting them know that, unfortunately, this time they have not been shortlisted for interview. A superior candidate experience is crucial in today’s skills short environment. After all, a candidate that isn’t the right fit for now might just be, in the future.

If you have a vacancy and would like to talk to us about how we can help you shortlist the right person for the job, contact our specialist team of recruiters.

Just landed yourself a new job? Congratulations!  Your effort applying and interviewing has certainly paid off, however the hard work shouldn’t stop there. Now is the time to ensure you are not only fully prepared for the role, but also that your first few weeks are a success and demonstrate you are the right hire. So what can you do to ensure your first few weeks are a glowing success? Here are our top tips.

Build relationships before you begin

If you have a break between leaving your new job and starting the next, it might be all too tempting to put your feet up and relax. And while it is important to be well rested and mentally prepared, make the time to create the foundations for strong professional relationships. Write a personal thank you to your interviewer, or hiring manager, and take time to find out what you can about your new line manager and colleagues. It is also advisable to ask if there is anything you can do to prepare – is there any reading you should be doing or research about the firm and clients you will be working in? All this will position you as an individual that is serious about their career and passionate about making a good first impression.

Review your induction schedule

It’s likely that you will have received an induction booklet or handbook prior to your start date, make sure to set plenty of time aside to read them both thoroughly.  Pay particular attention to the dress code and give yourself plenty of time to source appropriate items. And if you haven’t been issued with a schedule or policy booklet, requesting one will certainly set a good impression with the employer. And remember, if you have secured your role via a recruitment consultancy, they will also be able to assist you with liaising with your future employer so make use of your contacts there.

The first few weeks

Regardless of how busy you might be in your first few days and weeks, it is vital that you take the time to introduce yourself to your colleagues.  After all, establishing the grounds for strong professional relationships not only creates a more enjoyable work environment, but it can also help you get to know the structure and culture of the business.

It is also advisable to schedule some time at the end of your first week to sit down with your line manager to discuss how you are finding the role. This will also offer the chance to get some initial feedback, and discuss anything you are finding challenging or would like more information about.

Professional development

The end of your first week also offers a great time for you to set yourself a 90 day goal which should include where you want to be and what skills you want to develop and acquire.  Once you have this in place, regularly review it to assess how you are progressing. And ensure that you make the time to review your skill sets and discuss opportunities to develop these – whether this is via internal or external training opportunities – with your firm.

Take a look at some our other blogs to gain some more valuable career advice.

Or take a look at our current roles to find your next game-changing role.

Rewind even as little as 10 years ago and the vast majority of legal jobs were found in the capital. Let’s not be mistaken, London is certainly still the UK’s main legal hub, however in recent years the sector has spread more widely into other regions of the country. This has been partly fuelled by the concept of ‘Northshoring’ and more and more firms are choosing to relocate at least some of their services to outside of the capital. We’ve been conducting our latest review of hiring activity across the regional markets, with some interesting results – so where is demand for UK legal jobs stemming from?

North West

The North West has once again performed above expectations in terms of legal jobs, with our research showing that vacancies have risen by 36% month-on-month. Manchester and the surrounding areas is a main beneficiary of the Northshoring trend with a series of major firms now based here including Eversheds Sutherland and Addleshaw Goddard, amongst others. These firms have been on the hunt for experienced professionals which has meant that corporate associates and senior associates in particular, have been highly sought after.

Midlands

The Midlands has fared even better than the North West, recording a legal vacancy uptick of 69% month-on-month. The majority of this hiring activity has been focused on the property arena with firms seeking conveyancers, particularly in the commercial arena. According to recent reports, available office space within Birmingham and the surrounding areas is at a 10-year low, with firms keen to take advantage of the second city’s lower prices in comparison to London, which is driving a need for property specialists.

North East & Yorkshire

Property has also been the main driver of activity, or the lack of it, in the North East & Yorkshire recently.  While there was strong demand for conveyancing specialists in the first half of the year, new reports that suggest that this region – along with London – has experienced the slowest increases in property prices which has forced firms to hold back on hiring until the market improves. However, legal professionals with experience of working in the family and private law arena have been highly sought after.

London

Along similar lines, London has also been hit hard by the stalling property arena, however this has been negated by the growing need for administrative assistants and specialists. Many firms have experienced an uptick in workloads as clients ask them to map the post-Brexit market, which in turn has meant employers have been on the hunt for legal back-office professionals, who have contributed to the huge rise in demand seen over the past two months.

South East

The UK legal jobs market has been most active within the south east in recent months. It has seen a huge boom in demand for conveyancing and other property experts. Commentators suggest that this growth is down to the staggeringly high cost of buying property in London. This forces potential buyers out to the surrounding areas like Essex and Hertfordshire and firms in this region have been sourcing property expertise to help manage the increased workloads they’re now facing.

Wales

Demand for legal professionals in Wales has mainly focused on litigation and crime specialists, with higher court advocates particularly sought after. Unfortunately this trend isn’t driven by anything positive, but instead a rise in violent crime which has caused an increase in arrests and prosecutions. However, while this certainly isn’t good news, it does mean that legal specialists are highly sought after across Wales, but particularly in the south.

The brunt of legal activity is no longer focused on London and UK based legal jobs have spread further across the country, with areas like the North West and the Midlands now true legal employment hotspots. If you’re looking for your next regional opportunity – or are looking for a role in the capital – then speak to our expert team to find out how we can help.

Take a look at some our other blogs to learn more about regional employment trends within the legal sector.

Or take a look at our current roles to find your next game-changing legal role.

You’ve landed a new job, so why do you feel so stressed? Part of the reason is probably the worry over handing in your notice. It can be challenging to part ways with an employer, particularly if you’ve been there for a long time. After all, you don’t want to seem disloyal, or like you’ve gone behind their back to secure a new role. You may also be worried about burning bridges or impacting long term-relationships. We’ve provided some helpful tips that should make handing in your notice a stress free experience.

Bringing it up

Don’t hang about when you’ve been offered a new role and look to book a date in the diary as soon as possible when handing in your notice. Leaving it until later will only mean the issue is hanging over you and it could even begin to potentially eat into your notice period.

What to say

The vast majority of meetings will only be awkward if you make them so. Your manager is most likely an experienced professional so this won’t be the first time they’ve dealt with someone leaving. They’ll probably ask you where you’re moving to, and why, and if you want to avoid burning bridges, focus on the opportunity you’ve been presented with, as opposed to the reasons for you leaving the current firm. It’s advisable to resist the temptation to criticise the company and instead focus on confirming your resignation, telling your boss about the new role and thanking them in person for the support you’ve received.

The counter offer

Unless your boss has been counting down the days until you hand in your resignation it’s possible that you’ll be made a counter offer in the form of a promotion, pay rise or potentially even both. But what do you do when you’re intent on handing in your notice?

Whatever you do, don’t accept anything there and then. Weigh up your current options and consider whether a pay increase or change of role is actually what you’re looking for. Can your current company keep up with your ambitions? If so, why haven’t they already? It can be tempting to accept an offer on the spot, but if the same problems will reappear a few months down the line, then it’s probably not worth taking it.

What to write in your resignation letter

When it comes to your resignation letter, keep it professional and as straightforward as possible. Inform your manager of your decision and, if you’re genuinely sad to be leaving, write something along the lines of “it is with regret that I have decided to move on.” Then you should confirm when your last date will be, state that you are happy to assist with handovers or training and end on a positive note and again thank them for the support they’ve provided during your time with the firm. You can, if you like, go into greater detail about why you’re leaving, but it’s likely you will have broached this in the meeting.

How to deal with workplace emotion

If you’re a valued member of staff and have a good relationship with your boss then they may find it hard to mask their emotions, but in this instance it’s ok to be empathetic and express your sadness about your departure. However, it’s also advisable to keep a level head – this is still a professional relationship and you’re, hopefully, doing what’s best for your career. You might feel a touch of guilt once the decision has been widely announced but, again, this is only natural, particularly if you’ve got friends at work and/or a supportive boss. Just remember, if they really care for you, they will want you to succeed so shouldn’t have any ill feeling towards you.

Handing in your notice can be stressful, but it doesn’t need to be. Follow our handy tips and get in contact if you’re considering finding a new role at a new firm.

Check out some of our blogs to gain more cutting edge career advice

Or take a look at some of our current jobs

©Depositphotos.com/AndreyPopov

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It would be fair to say that a large brunt of legal activity in this country takes place in the capital. It’s hardly surprising, after all, London is one of the leading cities on Earth and is home to international, market-topping firms of all shapes and sizes. In addition, most of our major courts are based here as are the majority of regulatory and trade bodies.

UK legal recruitment

London-centricity isn’t necessarily a good thing and as the country has become more focused on the capital, debates have started over whether activity and investment should be spread more evenly across the country. It was suggested, for example, that the national football stadium – based in Wembley – should in fact have been built in Birmingham to provide easier access to those living in the North of the UK. The arrival of HS2 could close the gap between London and the rest of the country, but it will be some time until this is rolled out in full.

The legal sector has the same issue. While the trend of ‘northshoring’, has picked up pace in recent years, the industry as a whole is still overwhelmingly focused on London, largely at the expense of other regions of the country. UK legal recruitment is no different and the majority of hiring agencies are based in or around the capital.

You’ll find many Northern based firms complaining about how it’s unfair that they’re not given the same level of backing or support that others in London receive and that infrastructure is not as developed as it is down south. However, those suggestions aren’t entirely accurate. Transport links aren’t as extensive and there isn’t a wholesale equivalent to the tube, for example, because the population is smaller and there is less demand for these services. You can be sure that if there was a market for improved infrastructure or services that a firm would have already jumped on the opportunity to make a potentially huge amount of money.

However, regardless of levels of investment, we feel where we’re based is immaterial. Perhaps 20 years ago when communication channels weren’t as extensive as they are now it would have mattered, but in the modern world, not even slightly. UK legal recruitment is as it sounds, UK-wide, and despite being based in Preston, our rigorous approach combined with our deep networks and complete understanding of the legal market means we can effectively serve firms and find them the talent they need wherever they’re based across the UK.

Different area, same skills

Legal professionals aren’t just based in the capital, they’re all over the country, and rather than selecting an agency on the basis that they’re relatively close to London and must therefore know what they’re doing, firms should instead conduct thorough research into their suppliers and choose the organisation that can offer the best deal, has the best relationships and ultimately provide the best service. Where they’re based is insignificant if they have the right resources and approach in place.

If the legal market still worked in the way it did 50 years ago, then geographical location would still be relevant, but the days of striding out of a firm and walking into the office of the nearest recruiter to find a new role are gone. And, with the vast majority of communication done online, it doesn’t matter if a hiring agency is based in London, Leeds or Liechtenstein, as long as they can fully map the market, have existing relationships with legal specialists and can ultimately find your firm its next game-changing employee.

Check out some of our other blogs to find out how you can find the right legal recruitment agency for your firm

Or take a look at some of our current legal jobs

Our managing director, Lynn Sedgwick, has written a guest column for job site TotallyLegal. In it, she discusses the factors which are influencing the increase in regional demands for legal professionals in areas such as Yorkshire and the Midlands.

Below is an excerpt of the piece:

“Even as recently as five years ago the vast majority of employers were based in the capital with only smaller, independent firms having a physical presence in the wider regions of this country. But why has the shift taken place? There are a combination of contributors, perhaps most notably, the exorbitant cost of property in the capital. Firms are finding they can cut their rent costs in half by moving to other areas. In addition, many have struggled with a ‘churn’ of talent brought on by being based in a legal hotspot like London. And, by moving further afield, they hope to be able to retain their staff for longer. In purely geographical terms, being based somewhere like Birmingham, or Leeds, for example, means firms are better positioned to serve the needs of their clients, wherever they are located. There’s also the matter of Brexit. The wider uncertainty this has caused in markets across the UK favours the legal sector and drives greater activity, which increases demand for services and therefore specialists across the country.”

You can read the full column on the TotallyLegal website here.

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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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.

We usually use this blog as a platform to offer advice, tips and updates on the legal landscape. However, we’re expanding rapidly and are on the lookout for individuals to join our team. Do you have what it takes to make it as a recruiter? Here are the top five skills you’ll need to succeed.

Confidence

You’ll need to be able to hold your own with people who are experts at what they do, and don’t appreciate their time being wasted and that means you have to be confident. Nobody wants to be consulted on a potentially life changing job move by someone who they suspect might know not their specialist field as well as they say they do. You need to be confident enough to take on new areas of expertise, but also be able to portray that confidence to clients and candidates. In addition, you’ll have to be comfortable picking up the phone and engaging with people who don’t know what your credentials are and likely to be at least mildly sceptical about what you’re doing. Many jobs require people to be confident, but not many where it’s as important as it is in recruitment.

Communication

Along similar lines, you’ll need to be an effective and concise communicator and able to get your point across quickly. You’ll probably be speaking to people who are busy in their current roles and don’t want to waste hours of their lives chatting to a recruiter. You’ll also need to be able to master your email communications and online marketing on platforms like LinkedIn. After all, you’re not going to have much success if your job advert iz ritten lyk dis.

Resilience

It’s not just applicants who face rejection, recruiters do too and you need to be able to take the bumps on the road and still be able to perform to the best of your ability. You’ll have good days and bad – that’s a given – but the secret is being able to prevent the bad days from affecting your output.

Target driven and motivated

At the vast majority of firms, you’ll have certain KPIs to work to. That’s an approach that’s not suited to everyone and not all organisations have the same model, people who are motivated by the idea of working to specific goals will do well here.

Multi-tasking and speed

As a job applicant it’s unlikely you’ll have used just one recruiter to help your job search and organisations are the same and will look to multiple sources for their own talent. This means that if you can move quickly and efficiently, then you’ll be able to beat your competitors. However, you’ll also have a lot to do at once and will likely be dealing with a lot of vacancies and therefore multiple companies and even more candidates. Consequently, you must be able to juggle multiple projects and various tasks simultaneously. You’ll have to keep in mind the details, experience and motivators of a large number of people and this requires a lot of organisational competency. If you can master the idea of ‘less haste, more speed’ then you’ll do well.

Do you have what it takes?

If you’re looking for a career in a challenging and fast-moving, but also highly rewarding, industry and want to join a successful, supportive and rapidly growing organisation, then get in touch with one of our expert consultants for a chat.  And for more insights from the team take a look at our other blogs.

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