Embarking on a job search can be an exciting yet daunting journey, not least for legal professionals that may be entering the job market for the first time in years. The process itself is marked by numerous crucial decisions and considerations, whether this is your first legal role after qualification, or a move well into your career.

And, whilst it may be tempting to jump into the process with both feet, it’s always worth taking a small step back, and approach the task at hand with a strategic mindset.

The critical factor here is doing the work needed to get organised and implement your ‘project new role’ plan – even if time is short.

To help kickstart the process, we have outlined an 8-step roadmap, focusing on key actions to take at each stage that can help to make it both easier and significantly enhance your prospects from the get-go.

Step 1: Consider what you want from your new role

Before beginning your job search, it’s important to sit down and have a think about what exactly you’re looking for. You might be instinctively looking for a role that is similar to your current one, or you might have had a change of heart and are looking at a role in a different practice area, or area of specialism. Regardless of what your initial preference might be, it’s important that you take some time to re-evaluate your career progress, goals, how close you are to achieving them and what steps you can take to get you there. Have your priorities changed since you last considered looking for work? If so, what are those boxes your new role should absolutely be ticking career and personal-wise? Having a clear idea of what to look for in your job search will help to make it a much more fruitful venture. 

Step 2: Enlist the help of a specialist

Once you’re set on the direction and purpose of your search, the next logical step is to decide whether to go it alone and spend time researching opportunities in the market, your region, and your practice area and apply to vacancies advertised.

The alternative is to enlist the help of a reputable legal recruitment specialist who will search the market on your behalf, and present you with (often exclusive) roles that are designed to be the absolute best ‘fit’ for you and your requirements from your next employer.

A legal specialist will be particularly helpful if you are aiming to carry out your job search with discretion while currently employed. Not only will they help you do the  above but they can also ensure you are fully informed and in the know about the culture, vision, and values of the firms that you have in mind as well as provide guidance on how best to approach the other parts of the hiring process, including interview preparation, how to handle your notice period, and leave on good terms with your current employer. 

Step 3: Get your documentation in order  

Even in a world where 91% of all employers now use social media as part of their hiring process, the CV/Resume is still one of the most important tools any candidate has.

It is the first thing most employers will look at before even thinking about inviting someone to an interview. It’s also your best chance to immediately introduce your education and experience. Used correctly, your CV can improve your chances of getting the ideal job.

Unless you are searching for your very first legal role, you will need to make some time to update any existing or old documents, adding in your most recent experience and any new skills you’ve picked up (that are relevant for the role you want of course).

When listing previous roles, don’t just describe your responsibilities. Rather use it as an opportunity to showcase results you produced, and can produce for prospective employers by detailing your achievements in the role you’re describing. 

What you want to do here is take this opportunity to convince a hiring manager you’re the right fit for the role in question, and avoid the common mistake of using your CV as a catch-all document for every potential role. If you want to write a killer CV that stands out to prospective employers, it must be relevant to them. Research the firm, look over the job description and make a note of all the important qualities and experiences they value and then, tailor your CV accordingly.  

Step 4: Include a Cover Letter 

At Clayton Legal, we’ve long been advocates of the humble cover letter to create standout for our legal candidates and provide that golden opportunity to add personality and interest in the role, over and above a CV.

Without a cover letter, your job application is just another sheet of paper, or another PDF file on the computer screen – one often lacking in personality and excitement. It is also much more likely to be skimmed over and discarded; worse, not read at all.

However, that’s not to say that any old cover letter will do. Crafting a compelling cover letter seems to be somewhat of a dying art in recent times, and whilst it has certainly evolved, it is still a worthwhile document to have in your job-seeking armoury.

Whilst we have a number of top tips when it comes to cover letter etiquette, in short, keep it short. Keep it readable. Keep it relevant to the job offer. Get someone to check it. Above all, put some serious effort into making sure it’s as good as it possibly can be, as a lack of effort will rarely open the door to an interview.

Step 5: Carry out your due diligence

If you are considering moving into a different practice area, it goes without saying that you need to ensure you do your homework. Find out as much as you can about your chosen area of specialism by thorough research and attending relevant webinars and workshops, and consider what evidence there is to show that a different practice area can actually provide what you’re looking for. Networking can prove incredibly useful to this effect. Leverage professional networks, both online and offline, to connect with individuals that possess a background & experience you could greatly benefit from, and consider joining trade associations and special interest groups to stay informed on what opportunities that switching may or may not provide you. 

If you’re moving into a different kind of role – managerial perhaps, look at a range of job profiles in detail and prepare to demonstrate your suitability and knowledge of what will be involved. Linking this back to your own CV here is key.

Step 6: Get your digital footprint in order 

If you don’t already as a legal professional, ensure that you harness the power of LinkedIn in your job search as it will not only help to expand your network but also help to build a winning personal brand with a presence compelling enough to catch the eye of employers. This is what makes your LinkedIn profile one of the most important assets in your search. As a platform that provides immense value for professional relationships, learning how to utilise it can facilitate eventual life-long connections with potential mentors and employers. 

If you already have a strong online presence (be that on LinkedIn or in a personal capacity on other platforms) you should also make some time to check your digital footprint. Are there any posts or content that you wouldn’t want a potential employer to see? Consider your privacy settings in the very least and give everything a thorough review with fresh eyes (profile pictures, bios etc).

Step 7: Prepare, prepare, prepare

Landing a new role is all about confidence. The more confident you are in yourself, the better chance you have of securing a new position when you get to the all-important interview stage.

This is where preparation is a non-negotiable.

Practising and preparing for potential and/or upcoming interviews equips you with not only the skills, but also the readiness to go into the interview room and effectively communicate your suitability to employers. Begin looking at the most common questions candidates are asked in interviews and draft your answers to match what they’ll be looking for in your responses.

On that note, it is worth practising adjusting your body language and facial expressions as those can often impact the first impression you’re trying to give more than what you actually say, considering it is something hiring managers will also pay particular attention to. There are also common mistakes to avoid in your preparation too, which we delve into here.  

In Conclusion

Entering the job market can be daunting – whether at the start of your career, or part-way through (when you will have been through this process before). And, even if you find yourself back here after many years of employment, don’t assume the steps to success are the same as they always were.

The market continues to evolve for jobseekers and hirers alike – be that from a tech perspective, or the general landscape impacting decisions throughout the process.

That’s where enlisting the help of a specialist recruiter will undoubtedly pay dividends in the long run as they can help to map out your plan of attack, support with your documentation, and really help to elevate your profile in front of your next employer. And, if you’re still a little step behind and just want to weigh up your options, many will be more than happy to chat through market conditions and the opportunities out there at the moment.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.

If you are building your legal team or looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

For career-minded legal professionals, performance reviews are an essential part of working life – helping to identify training needs, opportunities for development, ensuring output and objectives are being met, and focus on the next steps and milestones on their career path. 

Before we dive into the tactical side of performance reviews from your perspective as a legal professional, it’s important to understand what a performance review is and why it often goes hand in hand with career planning. This will give you the foundation to use your review more effectively to drive your results, and sense check continually, your progress to the next steps in your legal career.

What is a Performance Review?

A performance review is a two-way conversation between your direct manager and you about your: 

• performance impact, 
• results, 
• development, 
• and growth; 

related to the objectives you were set as part of your onboarding and review process when you joined your firm or each year at annual appraisal time. 

Depending on the size of your firm, it is often a key component of a wider performance management strategy. 

Traditionally, performance reviews have occurred once a year and have focused on evaluating past performance, although many businesses these days tend to have more regular meetings just to make sure everything is on track as you move through the year, and offer the chance for feedback, be that positive or developmental.

The reality is performance conversations can help you improve your performance when both you and your manager engage in the process.

So, let’s look at the benefits of engaging with the performance review process >>>

How Performance Reviews Can Directly Impact Your Performance

Why are performance conversations important? Because they have a significant impact on your success and that of your company too.

Discussing performance isn’t always easy. It may be tough for managers to give feedback, especially if that feedback isn’t as positive as you would like – and more than likely, even harder for you to receive it.

However, a performance review with both parties engaged in the process can make an enormous difference for all concerned.

• It helps you review your objectives and goals – and progress against these.
• It is an opportunity to ask for help with any challenges you face should you need it
• It is an opportune time to get feedback on your work from your direct manager – both positive as well as constructive to help you improve and get even ‘better’ at what you do.

Knowing all the benefits a performance review can bring you as a respected legal professional in your organisation, how can you prepare?

Preparation Is Key

It is worth noting at this juncture that not every line manager you work with will be perfect, especially when it comes to conducting a performance review(this in itself is a discipline that requires training, learning and refining).

The good news is management training has improved dramatically over the last few years, and most managers are better at what they do and are open to receiving feedback from their team on their performance too.

Something to consider as you prepare; your manager is a human being. Today,we all are part of a workplace where everyone is expected to ‘achieve’more because of our available resources.

Your manager is likely to be spinning multiple plates, of which running performance reviews is just one thing on their to-do list; remember they have performance objectives to achieve from their manager in the same way you do.

Come to the review process with the thought that we are all doing our best to achieve the success we all want, and you might be surprised how your performance review proceeds.

In brief, preparation should:

1. Start With The End In Mind

Preparation and planning are the cornerstones of achieving an exceptional performance review.

The well-known leadership author Stephen Covey authored The 7Habits of Highly Effective People – first published in 1989, but still popular today and well worth a read..One of the habits he shared through his research of effective people was to decide what you want to achieve first and work back from there.

Let’s say you are a solicitor who wants to become a partner within your firm. What will you need to demonstrate consistently over the next few months and longer to establish that you are the ideal person for the role?

Achieving your performance objectives will be your first starting point.

You may be reading this report from a different period of your own review process. The key thing to remember is to make sure you know what exceeding and achieving means when it comes to the objectives you have been set.

As an employee of your current company, you will have specific performance objectives to hit and values and behaviours to demonstrate.

The challenge for many people is that they take their objectives at face value without thinking through a plan to achieve or exceed the objectives they are set.

If you aren’t sure of the detail around howto achieve something,talk to your manager, especially if you are new to the firm.

It’s the same when it comes to values and behaviours your company want to see you demonstrate.

Our values and our behaviours drive our actions which drive our results.

For example,the following behaviours might be championed and desired within your law firm >>>

• Accountability
• Flexibility
• Transparency
• Proactivity
• Professionalism

It’s important to understand how you can demonstrate and verbalise how you demonstrate these behaviours with examples if you can. I.e. how can you show you have acted proactively as part of your role, and how can you demonstrate professionalism?

2. The Devil Is In The Data

You have put in the demanding work of planning and prioritising what you need to do to hit your objectives. The next key step is to document evidence of what you are doing and the results you are achieving.

We tend to get diligent about tracking our wins when it’s time to ask for a pay rise. Unfortunately, not everyone takes a disciplined approach to writing down their accomplishments throughout the year.

Start a list, and jot down things that you do well and are achieving as they happen.

Be specific: Did you successfully win a new client, deliver an important presentation to senior partners, offer a helping hand
when a co-worker was swamped, or get a record number of caseloads over the line?

Write it down as you go so that you don’t have to scramble to find examples the night before your review.

3. Ask For Catch-Ups In Advance

In most roles, your line manager is not with you every second of your working day, or rather, monitoring your workload every second. If you do not have regular catch-ups where you are open about how everything is going in your legal role, they will not have the detail at the level you do.

You may or may not have regular catch-ups/mini-reviews with your manager. If regular reviews are not commonplace in your company, be bold and ask for interim conversations. They don’t need to be a formal affair,though they will demonstrate your commitment to the role to your manager and to the wider business.

The beauty of interim conversations like this means that you consistently review past performance so that tweaks can be made and results are achieved. There is nothing worse than turning up to a review and discussing something you didn’t understand or were annoyed about that happened eight months earlier.

4. Be As Prepared As Your Manager

Depending on whether you have managed people yourself, a fact to be aware of is that your manager will appreciate the enthusiasm, honesty, and positivity you bring to the process.

Ask ahead of time for an agenda,the review time frames, and what will be discussed. If this is a more formal yearly review, you should expect and plan in time to prepare.

Your preparation ahead of time and the data you have collected can now be aligned to reviewing your objectives, behaviours, and future goals.

As a rule, your manager will take the lead and ask questions. Here are a few examples of questions they might use >>>

• What results from last month/quarter/year are you most proud of?
•  How did you achieve X, Y or Z?
• What do you think you could improve on?
• What will you stop, start, and continue next month?
• Tell me more about what happened with A, B or C?
• What roadblocks are in your way?
• What impact has your performance had on the company?
• How can I support you as your manager?
• How have you demonstrated our firm’s values of X, Y, and Z?

Many managers we work with as legal recruitment specialists will share their disappointment that team members don’t answer the questions they have been set about their performance or avoid going into detail about their highlights, challenges and what has been happening for them in their role.

5. View All Feedback As A Gift

Some people will no doubt think there is irony in this phrase, yet the truth is how can we improve unless we are given both motivational and development feedback on how we perform, what we are doing well that we could do more of to get better?

Mastering the art of receiving feedback is one of the most important things you can do as a human being.

Receiving praise and recognition is fantastic, and hopefully, your review will have this as its main theme.

However, as human beings,we live in a world where mistakes happen, and it is always a good idea to own yours and share them with your manager.

Ahead of your review, here is a suggestion to make your feedback session run well—document everything you want to share >>>

• What you are doing well and your standout achievements
• Your challenges
• What went wrong for which you were accountable
• How could you improve in your role?
• Your development and training needs
• Ideas you have to improve your own and the firm’s results in the future

6. Ask Questions & Take Notes

Performance conversations should be two-way, so make sure you ask questions and take notes. When your manager makes suggestions on improvements you could make and what you are doing well, write them down.

When it comes to questions, there are a few commons ones that will flow naturally throughout the conversation; if they don’t, make sure you ask them at the end.

• What do you think were my highlights?
• What am I doing well, and where could I improve?
• What does the future hold for me here?Are there opportunities for growth and progression?
• What projects could I be involved with?
• What additional training do you think I need?

You may also wish to use the meeting to talk about about compensation, benefits and work flexibility. Whilst, as the name suggests, the meeting is designed to revolve around your‘performance’ against your goals and objectives, you may also wish to ask yourself ahead of the date:

• Am I being underpaid for my current role or could the changes in the market mean I could earn
  more? Does my performance impact this?
• If I want to develop and grow, will my employer support these ambitions? Or, do I need to make a
  move?
• Realistically, I can deliver the objectives of my role working from home or in a hybrid role, so will my
  company be flexible?

All good questions to ask, which takes us back to the start of the guide; decide what you want now. We are in a unique hiring market at the moment, and as a high performing legal professional, you have many options open to you,which starts with a conversation with your manager.

As an experienced legal recruiter, we ask all the candidates who come to us for career advice if they have discussed what they want with their current manager first. Performance reviews are as good a vehicle as any to have open, frank conversations about not only your performance, but also where this puts you on your career path more generally.

A recent article by LifeLabs Learning focuses on the ‘paradigm shift’ in the world of performance reviews,where the objective has moved from‘correction or reward’ to amore holistic review of progress whilst also monitoring general engagement, putting career aspirations at the centre.

Whilst they can be daunting, reviews should also be viewed as an opportunity to shine – highlighting your achievements and ways you have met or exceeded your objectives. They also give you the chance to look at the future,talk about your ambition, and those all important next steps.

And, Finally

It goes without saying that if conversations about your future career with your current employer are leaving you feeling a little underwhelmed, it may very well be the turning point to consider your options more widely.

Wherever you are in your career journey, it is a good idea to periodically analyse your current position depending on where you want to be.When you dig a little deeper, is everything on track and working out as you expected?Or do you need to make some changes in order to meet your goals?

To help you measure if your legal career is progressing as you envisaged when you started out, we recently created a simple checklist to provide you with a snapshot of whether you’re on the right track.

And, if the results have prompted you to think harder about what your current role and company are providing you with, and perhaps made you realise that now is time for a change, then get in touch with Clayton Legal today. Our experienced team can help you in deciding what step to take next to further your legal career, and back on track with your own ambitions and goals.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.

If you are building your legal team or looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

When the time comes in your legal career to think about a move to pastures new, the steps involved to kickstart the process are generally conventional and familiar to most.

The first step, of course, is to decide whether to go it alone and spend time researching opportunities in the market, your region, and your practice area and apply to vacancies advertised.

The alternative is to enlist the help of a reputable legal recruitment specialist who will search the market on your behalf, and present you with (often exclusive) roles that are designed to be the absolute best ‘fit’ for you and your requirements from your next employer.

Either way, there are usually a number of steps you yourself will need to take to ensure you are prepped and ready to apply for roles that pique your interest.

Designing a CV with Clout

It goes without saying that the most important document in your job-seeking armoury will be your CV – although a cover letter and possibly a video pitch may also be required depending on the role in question and the expectations of the hiring firm.

CVs are not a new concept. Far from it.

This document has been connecting qualified candidates with their ideal roles for centuries. In fact, according to The National Careers Service, the first curriculum vitae emerged in 1482 – written by a certain Leonardo Da Vinci when he applied for a local painting job.

The nature, style, and general role of the CV has changed since then, however. Whilst connections and status were crucial components of the CVs of yesteryear, these days there is more focus on skills, relevant experience, and demonstrable results that highlight capability.

Whilst much continues to be written about the usefulness of this document, for now at least, they remain a vital platform to market yourself as the right candidate for the role.

Mastering the Basics

A hiring manager, Partner, or HR professional will often skim-read a CV before making a snap ‘go/no-go’ decision about whether to progress to the next stage. This means the basic information needs to pop and jump out of the page.

The overriding objective should be to demonstrate suitability for the role in question, and ideally, the document should flex if you’re applying to more than one at a time – ensuing each is tailored to the specifics.

There are many guides as to what to include on your CV, but in our experience (of nearly 25 years and counting), the basic elements include:

1. Up-to-date contact information
2. Clear, concise formatting and layout
3. Accurate grammar and spelling – a non-negotiable
4. Selling points – achievements, relevance, USPs, experience (if it is relevant!)
5. Facts and evidence
6. Personality – what are your interests, passions, values?

Putting Pen To Paper

There are no two ways about it. Crafting a well-honed CV is a skill, and whilst you may be the most qualified and relevant individual in the pile of applications, failure to ‘sell’ yourself adequately may mean you are overlooked.

The Internet is saturated with ‘how-to’ guides, layout templates, and more recently, tools that utilise AI to write your CV for you (although the jury is still out on the effectiveness of this).

But mastering the basics is only the first part of the task in hand. You need to pay careful attention to the language you use as you highlight your skills and relevance – being mindful of cliches, hyperbole, and baseless language that actually could hinder your progress in the long run.

Cut The Cliches

The copy on your CV has to work hard to sell ‘you’, your relevant skills and experience, and give an initial indication of what you are like as a person and potential employee.

It can be tempting to fall into the trap of peppering your document with well-known cliches – in fact, you may not be aware that the phrases that spring to mind are even cliches in the first place. But taking time to weed out these overused (and often baseless) phrases may get your document to the top of the pile.

Here are the top 7 overused phrases that we come across, that you may wish to rethink (and suggestions of when, how, and why they need a little more care and attention)

1. Hardworking and motivated: Your CV should have detail throughout that highlights specific accomplishments, experiences, and contributions that show your dedication and work ethic. This could be successful cases or settlements you have secured for clients, billable hours and productivity metrics, or even additional certification and training you have undertaken to enhance your skills and knowledge.

2. Excellent communication skills: Again, consider how to showcase your communication abilities through specific achievements or experiences. Have you been a keynote speaker at a firm event for example, or run an internal forum? Are you involved in pitching for new business, or act as spokesperson for your current firm with the media? All are demonstrable examples that showcase the skill in question.

3. Team player: Undeniably, employers will want to hire individuals that collaborate and work well with others – but dropping this statement on with little substantiation is pretty meaningless. Again, look for ways to bring this to life with concrete instances of teamwork. Have you worked as a team on a particularly complex legal case? Do you undertake any pro bono initiatives, or are part of a professional ‘group’ outside of the day job that involves working with others? All are great examples of how teamwork is pervasive in a law firm.

4. Detail-oriented: Whatever your practice area specialism, this skill is crucial in the legal profession as it can significantly impact the outcome of cases, the accuracy of legal documents, and the overall quality of legal services provided to clients, Highlighting instances where your attention to detail made a difference is key – whether that work is in document review, part of an M&A transaction, or in compliance or regulatory matters.

5. Results-driven: This phrase is most certainly over-used (usually with no examples of said ‘results’) yet there are other variances that can also demonstrate the same point. ‘Achievement-oriented’, ‘goals focused’, and ‘outcome-driven’ are more specific and impactful. Are you able to talk about case-management here, or strategic planning utilised to get the best possible result for your client and firm? Examples, again, are key.

6. Works well under pressure: Legal professionals often encounter high-pressure situations, and the ability to work effectively in such conditions is an attractive trait to a future employer. Instead of just dropping this phrase on with no explanation is a big no-no however. Instead, discuss how you handled challenging situations and tight deadlines; your involvement in high-profile cases, or how you adapted to unexpected developments and had to adjust your strategy.

7. Exceptional organisational skills: Most roles in a law firm require some level of organisation, whether that’s managing your own case files, a team of other legal professionals, or preparing for a trial. By using specific examples, especially those that are relevant to the role you are applying for, you provide concrete evidence of your capabilities and enhance the effectiveness of your CV and profile.

In Conclusion

Crafting an impressive CV requires going beyond generic statements and cliches and instead presenting a compelling narrative of your professional journey. By showcasing specific, relevant, and quantifiable evidence of your skills and accomplishments, you can create a CV that stands out and captures the attention of potential employers or clients.

If you have enlisted the help of a specialist legal recruiter for your job search, you will often find that your consultant will help to review your CV and role applications to ensure they stay on track, and work hard to move you further along in the process. Of course, the other benefit here is that the recruiter will further help to demonstrate your suitability verbally to those responsible for hiring – enhancing your profile far beyond a 2-3 page printed document.

And finally, even if some of the highlighted statements do creep in (even verbally as you move to interview stage) remember to always use concrete examples and measurable outcomes to demonstrate your abilities, skill, and above all, why YOU are the firm’s next hire.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.

Click here to speak to one of our experienced Legal specialists or call 01772 259121 for more information on how our exceptional recruitment experience can help your career aspirations.

Starting a new chapter in your career can feel daunting at the best of times. Throw in a backdrop of socio-political and economic instability, a cost-of-living crisis, and even the impact of things like the ongoing war in Ukraine – and it may seem wiser to sit tight and ride it out.

That being said, putting your longer-term career goals on hold is rarely a smart move, especially if you are unhappy in your current role, feel frustrated at the lack of progression opportunities, or need a new challenge that fits in with your ambition.

Despite the volatile market conditions that were felt across most sectors in Q4 2022, and encroached brazenly on the first few months of this year, there are some green shoots of good news that appear to be having an effect on the renewed appetite of hiring managers.

This then presents an excellent opportunity for those in search of their next role to take that first step towards achieving their career goals, and capitalise on the hunt for top talent in the job market.

And,  whilst it is our job to shout from the rooftops why legal professionals should use the services of a recruitment consultant to give them a tangible step up and competitive advantage, now more than ever, those who are tapping into the sector expertise of agencies are reaping the benefits and continuing their own journeys of career progression.

Market Overview

Recruitment Consultants have a vested interest in understanding the sector in which you (and by extension, they) operate, and because of the trusted position that they have with Clients, they will undoubtedly be able to offer you market insight, practice-specific guidance as well as trends and activity they are experiencing in the recruitment cycle. Good agencies will have an in-depth knowledge of firms within your sector too – from Magic- and Silver-Circle Firms in the City to Boutique and High Street practices in more rural areas, a Consultant will be able to offer you impartial and professional guidance on the market as part of a truly consultative relationship that ensures you are fully armed and aware of your options.

Time better invested

We know from talking to our legal candidates that the legal sector is still somewhat notorious for long hours and overtime, and although the sentiment around flexible working has changed, with companies more willing to offer a greater degree of flexibility to their employees, the lines between family and work life are now increasingly blurred.

Therefore, finding time to invest in job hunting is a big ask, even with the world of technology, multiple job boards and social media channels at your fingertips. There is no doubt that a good recruitment consultant will want to take time to understand your CV and experience inside out; your skills, your drivers for wanting to leave your current role, and ultimately your aspirations and goals – but this should be an investment that will pay dividends in better representing you in the market. Agencies that keep you updated on progress, whatever the outcome, are worth their weight in gold and should allow you to have confidence that they will search the market for roles that are the best fit on all fronts- freeing up time for you to focus on preparing for interviews and the sharper end of the process that will hopefully lead to an offer.

Access to the inside track

As the job market picks up, the volume in the digital world of job ads is cranked up – and can often be overwhelming, repetitive and vague. You may find as a candidate that you see the same role advertised in numerous places, or that the job description is so ambiguous you are left unsure if it’s a good fit. A recruitment consultant will not only help to cut through the noise but will also be able to furnish you with the finer detail of roles advertised far beyond a job spec. Culture, values, and ‘fit’ are hard to articulate in written ads, but recruitment consultants have often long-established relationships with clients and can offer you the inside track on them as a potential employer.

In addition, many recruitment agencies will often have roles on exclusively – they have been entrusted to fill those positions by clients who recognise their expertise in the market – and in turn, as a job seeker utilising the services of the agency, you will have access to roles often before they hit joe public; giving you a head start on your own competition in the candidate pool.

Practical support with the basics – refined by experts.

Consultants know a good CV when they see one – and they see a lot. Even those working in professional services often benefit from practical tips on CV improvements and enhancements, particularly when making them bespoke to the role you are applying for. Take on board any guidance around interview preparation for particular clients to give you a fighting chance, as well as practical advice around the much-accelerated virtual hiring experiences being adopted by Recruitment Agencies and Law Firms alike in recent months.

The human touch

A professional Recruitment Agency should, in this day in age, have a world-class ‘tech stack’ that tangibly benefits their Clients and Candidates. Whether that is through systems that produces better matches between roles and candidate profiles or allows candidates to bring their professional profile to life – technology undoubtedly can aid the recruitment cycle and chance of success.

That being said, overwhelmingly where Recruitment Consultants excel is the personal touch that you get from speaking candidly, confidentially and openly with another person. Moving jobs can be draining, and whilst they may have their part to play, automatic job alerts and the like, pinging into your inbox just won’t offer the emotional support and empathy that you get from Consultants who are fully emersed and experienced in the recruitment cycle and all its nuances.

Salesperson, Negotiator, Arbitrator.

Recruitment Consultants are unashamedly sales-trained and commercially minded, and when you take those skills and couple them with a deep-rooted understanding of their clients, the result is professional representation from someone who knows how to sell ‘you’ – your experience, skill set, competencies and values – and leverage those elements with the non-negotiables of the client.

Moreover, once an offer is on the table, your Consultant will act as negotiator (sometimes arbitrator) with the Client in order to not only cover off some of the basics like remuneration and package, but set expectations around notice periods, start dates and the finer details of your contract. All without you having to have any forced or awkward conversations at the early stage in your relationship.

Service-led support throughout relationship

Support for legal professionals does not end once an offer has been accepted either. Many agencies will proactively offer guidance if required around resignation, how to combat counteroffers, and keep lines of communication open between all parties as you work your notice or are put on garden leave.

Agencies that offer real added value to both clients and candidates will also build on the relationship you have built as you start your new role, and beyond – again, offering impartial guidance on passing probation, wider networking and professional development opportunities.

Conclusion

Whilst the world is still arguably finding its feet again after the pandemic and seismic shifts on attitudes concerning the world of work, we are seeing real confidence once again in the UK legal sector with firms that are committed to their growth strategies and bringing in talent that supports their vision. As demand outstrips supply in several practice areas, legal professionals who are now thinking beyond notice periods will find that now is a good time to strike and take action.

If you would like to speak to us confidentially about market conditions, opportunities in your practice area or geographical region, or if you are actively looking for a role and would like us to help give you that competitive edge, we would love to speak to you. Contact us here or call the office on 01772 259121 for more information on how our exceptional recruitment experience can help your career aspirations.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.

If you are building your legal team or looking for your next career move, we can help. Call us on 01772 259 121.

If you would like to access our free guides, view them all here.

“Burnout Is Nine Tenths Of The Law”

This old saying arguably still rings true in the 21st century when ‘stress’ and ‘burnout’ were often perceived to come with the turf as a lawyer, long before anyone had even heard of Covid-19, and the seismic changes that brought to the workplace.

There are numerous reports, research, and insight that indicates the burnout crisis has actually worsened over the past few years – driven by the blurring of boundaries between personal and work life as emails and calls are answered out-of-hours, and working from home often means working around the clock.

Solicitors and other legal professionals are acutely aware of the negative impacts of an overworked lifestyle, as seen from the results of a survey done by Legatics, with over 25% of lawyers stating that they experience burnout on a daily basis. With increasing caseloads and long working hours, stress can creep up and lead to burnout for those who don’t take measures to maintain their work-life balance, and address the warning signs head on.

Of course, sometimes that’s easier said than done. When legal professionals are engaged in their work, they are invested in their law firm and more likely to work harder towards their goals. However, they can also fall victim to the workaholic culture that is rooted in this field and feel pressured to ’soldier on’ at the risk of their own well-being.

By their very nature, legal professionals are perfectionists, high-achievers and undoubtedly ambitious – yet LawCare, a non profit organisation for the legal sector, reported that ‘stress’ is the top reason people within this sector called their helpline.

In this article, we’ll take a look at the signs of burnout and the steps you can take to avoid it.

But before we do, it’s worth defining the difference between stress and burnout. Although often used simultaneously, they are very different things.

The Difference Between Stress and Burnout

It’s essential to know the difference between stress and burnout.

Stress is common to all of us and can be caused by anything from dealing with your end of month deadlines, to delivering a case to court or pitching for a new client.

In other words, stress can kick in when we have a little more on our plate than usual, and often with timely deadlines. Sometimes this can be a good thing as it provides the motivation to get the job done – good stress as the name implies helps you perform well in a challenging situation, because it wires the brain in a positive way, leading to stronger neural networks and greater resilience.

However, burnout is something different.

Burnout is a complete inability to function, even on a fundamental level. Exhaustion, disillusionment and despair are vital signs, and it is common for sufferers not even to have the will to get out of bed.

Additionally, burnout can take a long time to recover from, and so it’s critical to maintain your mental health in the workplace to ensure you are working at peak performance: for yourself, your team, and your firm.

Who Is At Risk?

‘You can only “burnout” if you have been “alight” in the first place’. (Mindtools)

Anyone can become exhausted. But did you know that burnout mainly strikes people who are highly committed to their work?

Burnout often happens to high achievers – the individuals who relentlessly volunteer for additional caseloads or to stay late regularly to help prepare reports.

The nature of high performers also means that they are happy to help others – all adding to the weight of their work. From mentoring Paralegals to ‘just helping Dan get this table centred on his document’ – these additional tasks may be small things, but they will start to chip away at the individual’s ability to cope.

The Signs of Burnout

Are you at risk from burnout at work? Here are the signs to watch out for:

You have an excessive workload:

•  Too much work on your plate leads to longer hours, poor diet, little sleep and low energy, which manifests as stress and soon leads to mental and physical exhaustion.

Your get up and go has gone:

• You just can’t be bothered with the things that used to interest you. And not only at work – but socially too.

Your stress response is heightened:

• Normally calm and considered, you have a short fuse as your stress levels rise. You may become prone to angry outbursts and a personality shift.

You’re experiencing severe exhaustion:

•  You can barely summon up the energy to get up in the morning and have no desire to get dressed and go to work. This goes beyond low motivation; the very thought of having to get out of bed and go to the office can make you feel physically ill.

You feel cynical

• Your previously positive attitude dissolves into a feeling that everything is meaningless. The things that used to motivate you – pride in a good job, inspirational colleagues, ambition to do well in your career – all now seem pointless.

You have dark thoughts

• Burnout can take your mind to a bad place. The belief that you can’t change how you currently feel can leave you fearing the worst-case scenarios.

Avoiding Burnout

There’s no getting away from the fact that burnout is extremely serious, and much more than just a case of being ‘a bit stressed’ at work. If you, or a colleague, is exhibiting any of the above signs, now is the time to deal with them.

1. Rediscover Your Why

‘Why’ Look at the impact of the work you do and the positive effect it has on other lives. The PERMA model can help bring meaning to your life. If you think you are in the wrong role, maybe now is the time to consider a move and rediscover your passion for what you do.

2. Reassess Your Workload

What do you need to do, and what is additional? Reassess your role to identify what is essential and what you can delegate to cut out the excess. If necessary, schedule time with your Senior Partner to discuss reallocating non-essential work.

3. Exercise

From a yoga session to taking up squash, whatever floats your boat is good for the psyche. Building in time to exercise can not only increase your health but provide additional benefits such as positivity and energy, as well as contribute to a better night’s sleep.

4. Readdress Your Work-Life Balance

Make time to spend away from the office with friends and family. Doing something you love – maybe something creative or just relaxing – will help you perform more effectively when you are at work, as well as improve your work-life balance.

5. Manage Your Stress

Mindfulness techniques can help with short-term stress. A regular five- or ten-minute meditation will clear your neural pathways and calm your breathing, enabling you to tackle projects and caseloads more efficiently.

6. Think Positively

A fascinating body of research by the Harvard Business Review indicated that re-labelling negative stress emotions as something positive can help you see things in a positive light, rather than a negative pressure.

So, fear becomes anticipation, flustered becomes excited, and dread becomes caution.

In Conclusion

Whilst burnout isn’t classed as a medical diagnosis, it was classified in 2019 as an ‘occupational phenomenon’ by the World Health Organisation (WHO); a syndrome resulting from chronic workplace stress that has not been successfully managed.

And whilst working within the legal profession can be incredibly rewarding, it can also be overwhelming and stressful by its very nature.

This feeling of overwhelm, stress, and eventual burnout does not happen overnight, and whilst it can be a serious problem if left unchecked, recognising the warning signs and taking action early on is key.

What Next?

If you found this article informative, check out more of our blogs written primarily for the legal profession, or if you’re looking for that ideal legal role, check out the vacancies we have available.

For further tips or advice, call our team on 01772 259 121 and let’s have a conversation to explore your options.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from Partners to Legal Executives, Solicitors to Paralegals and Legal IT personnel to Practice Managers.

If you are building your legal team or looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

Deciding to leave your current legal employer often feels like a big step. A new role can be intimidating, with new people to meet, processes to learn, and challenges to overcome. Not to mention, the process of searching for a new role can be daunting too.

While jumping from job to job aimlessly may not deliver the results you’re looking for, there are times when switching to a new employer can be very beneficial. In some cases, finding a new job comes with the advantages of a better firm culture, improved benefits, and new opportunities.

What’s more, with endless opportunities now available on the market, candidates have more options than ever before. Around 96% of employees globally say they’re thinking of starting a new position in 2023 according to a recent poll by Monster.com. So, how do you know if you should follow suit?

The key to success is making sure you’re taking this step for all the right reasons. Here’s how you can decide if it’s the right time to leave your current law firm.

1. Look at Opportunities for Growth

The best legal roles open the door to endless development and professional growth. To achieve your career goals, you need to ensure your current employer is committed to helping you expand, thrive, and succeed in the years to come.

Even if you’re relatively happy with your role as it stands today, a lack of development opportunities could mean you start to feel bored, restricted, or stunted.

• Ask yourself if there are any “next steps” available in your current role.
• What kind of approach does your employer take to promotions?
• Can you work towards a higher-paying, more challenging role?
• Are there any educational opportunities available to help you build transferable skills?

If your employer doesn’t allow you to gain certifications, attend conferences, or even explore opportunities for upward movement in the firm, it might be time to look elsewhere.

2. Ask Yourself if the Culture Meets Your Needs

Firm culture is more than just a buzzword. Several recent polls on LinkedIn indicate that over 80% of job seekers say they think a healthy culture at work is vital for success. When you first joined your law firm, you may have been relatively happy with the culture in place.

However, as you continue to grow as a professional, you might find that your priorities begin to change. For instance, if you’re looking for remote or flexible working options to allow you to manage any new family responsibilities, you may need to find a law firm with a more agile culture.

In some cases, the culture in a firm can also deteriorate over time. The leadership team there may stop actively investing in employee happiness and well-being, and new leaders and managers could start to create uncomfortable working environments. If you’re not happy with the culture, you’ll struggle to thrive in your role.

3. Watch for Signs of Burnout

If your current employer doesn’t invest a lot of time and effort into supporting employee wellbeing, you may begin to notice the repercussions in the form of physical and mental symptoms. Employee burnout has become increasingly common in recent years, due to inefficient work processes, a lack of stability, and complex digital transformations.

If you’re constantly feeling exhausted at work, taking more days off to care for yourself or find yourself dealing with excessive feelings of anxiety or stress, you could be on the verge of burnout.

Not only is burnout detrimental to your health, but it could impact your performance in the workplace, meaning your professional reputation begins to deteriorate. Speak to your employer about ways of tackling burnout before you consider leaving. If they can’t help, it might be time to look for a new legal role.

4. Consider Your Engagement and Motivation Levels

Many of us have days at work when we’d rather be at home with our families. Wishing you were elsewhere or watching the clock from time to time doesn’t necessarily mean you should leave your legal employer. However, if you never feel motivated, or you’re constantly disinterested in the work you’re doing, this could be a sign you’re in the wrong place.

Ask yourself what prompts you to go to work each morning.

• Are you inspired by the vision of the firm?
• Do you feel a connection to the values they share?
• Or are you just trying to earn a pay-check?

If you don’t feel motivated to continue doing your best, your work quality could begin to suffer, which puts you at risk of repercussions later on.

If you’re no longer passionate about the work you’re doing, or the firm itself, it might be time to look for a role where you feel more engaged and excited about your position.

5. Are You Using Your Full Potential

Sometimes, even roles with clear job descriptions don’t turn out to deliver the experience we expected. Over time, your current position might evolve, to the point where you’re doing more of the tasks you dislike, and less of the jobs you feel inspired and motivated by.

While you don’t have to love every aspect of your job to be successful in your role, you should feel as though you have the opportunity to showcase your skills and reach your full potential. If your talents aren’t being utilised properly by your current employer, you might start to feel restless and unhappy in your job.

Before you leave your role, you could always consider asking your manager for opportunities to do more of the things you like or take on new challenges. However, if you feel like you’re stuck in a rut with no way out, it might be time for a change. To help gain more clarity on your career journey, we have put together a career checklist that you can use in conjunction with the above steps, which you can access here.

6. Consider the Feedback Experience

Finally, in order to succeed in any legal role, employees need regular feedback and guidance. You should be getting advice from your managers and supervisors on how you can improve your skills and boost your professional outcomes, so you can continue to grow.

At the same time, it’s important to feel as though you’re being recognised for your work. If your leaders never say “thank you” when you do a good job, and they’re terrible at providing rewards and recognition, then you’re more likely to feel unsatisfied in your role.

Again, you can consider speaking to your boss or HR team about your concerns, but don’t simply accept the sense of being “invisible”. Make sure you can feel like an active and appreciated part of your team, by looking for the right role.

Is it Time to Switch Employers?

There are countless reasons why an employee might choose to switch to a different legal role over time. While leaving your current job can be daunting, it can also be an important step in making sure you achieve your true potential and accomplish your professional goals.

If you think it might be time to seek out a new position, reaching out to a legal recruitment agency such as ourselves can be a big help in finding the right opportunities. They’ll be able to assist you in finding a position that offers the salary, benefits, support, development, and culture you’re looking for. If you’re looking to speak to our team and get your legal career back on track, you can contact us using this form here.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.

If you are building your legal team or looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

Probationary periods are a common feature of many workplaces, designed to give employers an opportunity to evaluate new hires before making a permanent commitment. This period can last anywhere from a few weeks to several months, and during this time, employees are expected to demonstrate their skills and abilities, adapt to the workplace culture, and meet performance expectations. At the end of this period, employees usually undergo a probation review, where their performance is assessed and their employment status is determined. Whether your official probation period is 3 or 6 months (or longer) there are a number of things to be mindful of as you start out in a new role to ensure that your probation not only goes smoothly but also that at the end of it, you are able to confidently demonstrate your value to your employer through 3-6 months of hard work and achievements.

If you’re approaching the end of probation and your review is just around the corner, it’s quite common to feel like you’re still somewhat of a newbie that’s only a few weeks in, and this is part of what makes probation reviews so daunting to many. But it’s important to remember that they are not only there for your employer to evaluate your performance, but also an opportunity for you to review your time with them, assess whether it has met your expectations as well as whether you’re on the right track to completing your career goals. To help make your preparation as foolproof as possible we’ve given our top 6 tips on how best to prepare for a probation review:

1. Review the Objectives and Expectations

Before the end of the probation period, you should review the objectives and expectations that were set for you at the beginning of your employment. This includes your job description, performance metrics, and any other targets or goals that were set for you. Not only will it help you get a good sense of what is expected of you, but it will also give you a solid idea of how your performance will be evaluated.

Then, compare them to your performance in each area. How well are you stacking up to expectations?  You should proactively identify any areas where you may be falling short, as this will allow you to possibly address these before the review and give yourself plenty to discuss with your manager. Furthermore, think about how the job description itself has met YOUR expectations and to what extent it was what you imagined. This way, you’ll be able to gauge how well yours line up with your manager’s and reveal any qualms or questions to be resolved or answered in the review.

2. Keep Track of Your Accomplishments and Review Your Work

Throughout your probation period, it’s important to keep track of your accomplishments and achievements. This includes any projects you have completed, goals you have reached, or improvements you have made in your work. Keeping a record of these accomplishments will make it easier to demonstrate your value to the organisation during the review and help you identify areas where you have excelled, as well as any area where you may need to improve.

3. Seek Feedback

It’s important to seek feedback throughout your probation period, not just at the end as relying only on your own perspective when assessing your performance can make you blind to any shortcomings that you might otherwise have noticed and addressed, such as how you come across and how well you work within the team. Getting feedback from your colleagues will give you a better understanding of how you are performing, and where you may need to improve. Speak to your manager, colleagues, and other stakeholders, be open to constructive criticism and most importantly, use it to your advantage. Criticism is never easy to take but will always be most useful when seen as an opportunity to improve instead of something to be taken personally. Asking for your colleagues’ opinions and addressing any areas of concern will show that you are committed to your job, and willing to learn and improve.

4. Address any Issues or Concerns

If you are aware of any issues or concerns that may affect your probation review, it’s important to address these before the review. This could include any performance issues, conflicts with colleagues or managers, or any other challenges you may be facing. By addressing these issues proactively, you can show that you are committed to resolving them, and that you are taking your probation period seriously. Employee check-ins are a great way to voice any concerns you might have about your work and should be fully utilised if your firm uses it or any similar tools to receive feedback from employees.

5. Prepare for Common Questions:

While a probation review can feel like a step into the unknown, there are undoubtedly aspects of it that you can be very well-prepared for, such as common questions that are usually asked by managers to get your thoughts on certain areas of your work like the following:

• What parts of the job have you enjoyed?
• What parts have you not enjoyed or are struggling with?
• Is the role what you had in mind when you started?
• What have you learned?

When discussing which aspects of the job you have or have not enjoyed, try to maintain a respectful and upbeat tone, as this might also include parts of the job you really struggled with, giving you the opportunity to voice any concerns. Professionalism is key here, as you don’t want to let this dominate the discussion and give your manager the impression that you’re trying to deflect criticism but rather, you should keep it clear and honest but concise and constructive, raising any suggestions on training or support that might be beneficial.

When asked about whether your expectations are being met, be honest about it and let them know if there’s anything you expected more or less of. Discuss whether it has brought you closer to achieving your career goals and what skills you expected to pick up during your probation. This is also a good opportunity to bring up what you’ve learned (if you’ve not been asked already) what training you’ve benefitted from and what tools you might’ve utilised that have helped improve your productivity, as it will show your manager how your value as an employee is increasing and give them an insight into how you work, learn and pick up new skills.

6. Stay Positive and Professional

Before we go on to discuss the possible results you can expect from your interview, it’s important to mention here that regardless of the outcome though, maintaining a positive and professional attitude will make for a better experience overall both during and after the review.

If you have performed well, this is an opportunity to demonstrate your value to the organisation and secure a permanent position. If you have not performed as well as you would have liked, then look at this as an opportunity to learn from your mistakes and improve your performance going forward. If the outcome is not what you had hoped for, don’t let it dampen or kill your confidence but rather see it as just a bump in the road of your career journey and something you can bounce back from with enough commitment to learning and improving.

What to Expect at The End of the Review:

There are three possible outcomes you can expect after your review, and whatever yours may be, it’s important to have the following points in mind so that you take a proactive approach to building on what you’ve learnt about your performance.

If you have passed – congratulations! Your hard work has paid off and you’re now a fully-fledged member of the team. Use this opportunity to think about what parts of your success you can build on and how you want to develop professionally going forward (our free guide on how to design your legal career can help with this). And remember, the tips in this guide can help with any formal reviews you might have in the future, so be sure to revisit it when necessary. It’s also worth checking in from time to time over the course of your employment to see if your career is on the right track and whether you’re any closer to achieving your career goals, and to help make this process clearer and easier, we have put together a career checklist you can use, which you can access here.

If your employer has come to the decision that your probation period will be extended, then it is likely because they do not feel that the requirements set out are being met and more time is needed to assess your performance. In this instance, it is important that you take any feedback and criticism to heart and take this opportunity to self-reflect and proactively apply what you’ve learned, so that you can go into your next review confident of how you’ve demonstrated your value to the company.

If you haven’t passed, either through your own choice, your employer’s or a mutual decision, then it’s a good time to start thinking about where to go from here. Consider the areas you have struggled/haven’t met expectations in and whether you might need further training to build your skillset. Use this as a springboard to get yourself closer to where you want to be, professionally.

At this point, it can be somewhat daunting not knowing how best to proceed and this is where speaking/re-engaging with a legal recruitment agency can be incredibly beneficial. Not only can their team of consultants aid you in putting together an improvement plan to boost your employability but they can make the job searching process far less stressful and time-consuming than it needs to be, and get you a role that best suits your skillset. The expert advice and support that they provide at this stage to help you move forward in your legal career can be invaluable. Our team at Clayton Legal are experienced in helping candidates navigate the job market and helping them every step of the way to get the most out of their job-searching efforts. If you find yourself unsure of which direction to take your legal career in, we’re here to give you all the support you need. Contact us here and let us help your career back on track.

End-of-probation reviews don’t have to be the necessary evil they are generally viewed as by candidates, as stated by Performance management software company, Lattice, in their article on Probation reviews, but done correctly, can be a constructive and positive experience for both parties especially if approached with openness and honesty, helping to set a realistic foundation for what happens next in your legal career. Your probation review can only be as helpful as you make it, and the right mindset and approach to it will be the key to how well you progress afterwards.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.

If you are building your legal team or looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

The truth is that the interview process lasts a lot longer than you might think…

According to a survey shared in Entrepreneur, approximately 46% of workers plan on finding a new position in 2023. And, despite the uncertain economic climate, those considering a move are just as confident in their job prospects as they were six months ago.

If you’re one of the many likely to take the next step in your career path this year, it’s important to think carefully about how you will make the right impression from day one – after all, getting through the interview process and being offered a role is very much stage one. And whilst there is (rightly) much cause for celebration, even after a hiring manager has offered you a role in their firm, it is still crucial that you validate their decision that they made the right choice in hiring you.

The first 30 days in a new role can be both nerve-wracking and exciting in equal parts. There are new processes and technologies to get used to, new people to meet, and new expectations to live up to. Plus, this first month will likely form part of a formal probation period where your employer (and you) will be assessing suitability and ‘fit’ as a new employee.

Knowing how to orient yourself in the first month in your new position not only improves your chances of impressing your boss, but it could also mean you start experiencing the full benefits of your new job much faster.

Step 1: Form Crucial Connections

Internal networking is one of the most important things you can do during the first few weeks in a new role. Getting to know the people you work with will improve your experience within your new firm and make you feel more comfortable in your position.

Communicating with others is also a great way to capture the attention of your managers and senior leaders. During your first couple of weeks with a new company, find out who you will be working with regularly, and commit some time to get to know each colleague.

It’s also worth finding out who you should be approaching if you have questions or concerns about your role. Discover when your contacts are most likely to be available, and determine how they prefer to communicate (E.g. in person, email, chat, or video).

For individuals who are working remotely, technology has advanced at lightening speed over the last few years – so there is no excuse to not reach out and get to know your team members, albeit virtually.

Step 2: Learn as Much as You Can

Even as an experienced legal professional, during your first month with a new law firm, you’ll have a lot of learning to do. You’ll need to become familiar with the internal processes you’re expected to follow, the policies you must adhere to, and the general workflow of the people around you.

Focus on expanding your knowledge in areas relevant to your role. For instance, asking for more information about the clients your law firm serves or how your team manages projects and deadlines might be beneficial. Read up on the documentation given to you during your onboarding session, and consider asking for extra training if necessary.

It’s also worth paying attention to your surroundings, so you can learn how to embed yourself into the company culture. Consider the company’s values and how you can showcase them in your work. Ask yourself how people communicate and collaborate so you know what to expect when connecting with others.

Step 3: Confirm Expectations

Hopefully, during the hiring and onboarding process, your firm will have given you some insights into what kind of work will be expected of you and how that work will be assessed. However, it may be helpful to confirm the expectations of your manager or supervisor with them.

Arrange for a one-on-one meeting with your manager if this has not been covered during the onboarding process, where you can discuss exactly what your leaders will be looking for when evaluating your work. Make a list of key performance metrics your business will monitor when assessing you.

It might be helpful to arrange additional meetings with your manager, bi-weekly or monthly, during the first stages of starting your new role. This will allow you to collect feedback and ensure you’re adhering to the expectations set for you. Many firms will have a formal performance review system in place, particularly for new starters – but if not, do ask for regular feedback. You don’t want to get to your probation review in 3 or 6 months time and learn things aren’t going as planned….especially when it will be too late to do anything about it.

Step 4: Find the Best Time to Ask Questions

When starting a new legal role, it’s tempting to ask many questions straight away. Asking questions is a great way to learn and show you’re invested in succeeding in your new position.

However, there’s a time, a place to ask, and a time when you need to listen.

Focus most of your time on what’s happening around you. If you have questions or need clarification, write down what you need to know. Prioritise the information you need first and ask yourself when it might be best to put certain questions off until you have a chance to meet with your manager face-to-face.

Step 5: Constantly Demonstrate Your Value

Once you know what’s expected of you in your new role and clearly understand the firm’s vision and mission, you can begin to demonstrate your value. During the first 30 days of a new legal role, you have a unique opportunity to prove to your hiring manager that they made the right choice when selecting you.

Start implementing strategies for quick wins based on what you know about how your work will be evaluated. For instance, if you know your manager is concerned about ensuring projects are completed on time, plan your schedule carefully, and keep them up-to-date with your progress as you complete each task.

Show your commitment to constantly improving and growing by volunteering for extra training sessions, asking for a mentor to guide you, or requesting feedback whenever possible.

In Conclusion

The first 30 days of your new career can be critical to your long-term career plan. Regardless of whether you’re starting in a position with a new company, or you’re exploring the new responsibilities that come with a promotion, be prepared and know how to put your best foot forward. By learning what to focus on from day one, discovering which skills and habits you need to demonstrate, and letting go of the things that might be holding you back, you can impress your manager which will
affirm in their mind that they made the right decision.

The good news is that there are a number of time-tested strategies that you can implement from day one.

As well as the top tips already mentioned, we have also produced a more in-depth guide to provide you with everything you need to know to streamline the transition into a new role. From habit-forming, to the types of questions you should be asking, the guide will ensure that you will be ready to hit the ground running, and make the right first impression in your new company. CLICK HERE TO DOWNLOAD.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals, and legal IT personnel to practice managers.

If you are building your legal team or looking for your next career move, we can help.

Call us on 01772 259 121 or get in touch with us here

Even in a world where 91% of all employers now use social media as part of their hiring process, the CV/Resume is still one of the most important tools any candidate has.

It is the first thing most employers will look at before even thinking about inviting someone to an interview. It’s also your best chance to immediately introduce your education and experience. Used correctly, your CV can improve your chances of getting the ideal job.

Unfortunately, many legal candidates struggle to convey the right information in their CV/Resume and cover letters. Some candidates are still using old-fashioned, outdated, or complicated formats which are not relevant to the jobs they apply for.

Here are the 5 steps you can follow to ensure your CV stands out to any hiring manager.

Step 1: Make it Relevant

One of the biggest mistakes legal professionals make, is attempting to use their CV/Resume as a catch-all document for every potential role. However, this document is not just a list of your educational credentials and accomplishments. It is your opportunity to convince a hiring manager that you’re the right person for their specific position.

Start by researching the firm and making a list of all the important traits, experiences, and characteristics they value. Your CV should be tailored to the specific job description for the role you’re applying for. If you know a firm values innovation and intuition, use your CV to highlight how you have shown these traits in previous roles.

Remember, only around 2% of candidates make it to the job interview stage when they go it alone without the help of a specialist legal recruitment/staffing/search company. Working with your consultant/recruiter to determine exactly what you should include on each CV/Resume will boost your chances of success.

Step 2: Keep it Short and Sweet

Some studies suggest that up to 100 people will apply for any given role, which means even in a candidate-driven legal market, you’ll still have a lot of competition to go up against.

When sorting through countless applications, employers do not want to waste time on lengthy, complex CVs. They are more likely to spend their time looking at applications that get straight to the point, highlighting the information an employer wants to know about their candidates.

With this in mind, edit your CV ruthlessly before you submit it. The best CVs are no more than two pages long, and some can be as short as a single page. Remove any information which might not be specific to a role or might be considered outdated and make sure your most essential information is located towards the top of the page. Your core skills and experiences should not be hidden on page two but placed directly under your personal profile.

Step 3: List Accomplishments, Not Just Prior Roles

When sorting through applications for a job role, most legal employers are not only looking for evidence you have experience in the industry. They want to see examples of your previous accomplishments and understand why your background is valuable to their organisation.

When you are listing your prior experiences on your CV, use concrete numbers, statistics, and clear information to demonstrate what you’ve done in the past. Do not just mention day-to-day job activities, tell your future employer a story about how you’ve evolved in your career.

For instance, if one of the core responsibilities of your new role will involve analyzing data or conducting research, draw attention to how you did this in a previous role to boost a firm’s efficiency by X% or reduce costs by X%.

Step 4: Get the Structure and Formatting Right

A complicated, confusing CV will automatically place your name at the bottom of the pile for potential hires. Make sure you get the structure and formatting right. Around 99% of companies now use automatic scanning technology to sort through CVs in search of specific keywords and phrases. This means you need to ensure you choose a file format that’s suitable for these tools.

It’s also worth structuring your CV in a way that helps draw attention to the most valuable information first. Here are some of the sections you should include:

• Personal Details: Countless legal recruiters receive CVs that miss out key details like a name, email address, and contact number. These are crucial for ensuring a potential employer can reach out to you.
• Personal statement: In your personal statement, highlight why you’re the ideal person for the specific role you’re applying for. Keep this section short and focus on things like previous accomplishments and experiences which make you right for the
• Work experience: Highlight all of the relevant work experience which could demonstrate your ability to thrive in this specific role. Include the name of the organisation you worked for, and what you achieved during your time there.
• Achievements: Outside of your work experience section, you should highlight other relevant achievements with quantifiable evidence. For instance, you might write about the time you managed a team when working for a charity and helped to increase donations by X%.
• Education: Only list education relevant to the job. You don’t need to go all the way back to your first school credentials. Focus on the specific accreditations your employer is looking for. You can usually find requests for specific educational credentials on the job listing.

Step 5: Double-Check Before You Send

Even in a world filled with spell-checkers for your digital documents, it’s easy to make a mistake with your CV. Ensure you have the right country setting for your spell checker and take the time to read through your application a few times before you send it off.

Working with a legal recruitment consultant during this stage can be particularly helpful, as they can pinpoint any areas you might need to expand on to improve your chances of getting the role. While they won’t necessarily spell-check your CV for you, they can sometimes share some tips on how to make your application stand out.

It’s also worth double-checking the job listing to see if the firm has any specific requests for how you submit the application. Some law firms prefer files to be sent in a specific format. It’s important to show you can follow instructions carefully.

Even in today’s digital world, overlooking the importance of the humble CV can be detrimental to your chances of success. As it is the best tool you have as a legal professional to highlight your skills and accomplishments to potential employers, it should be given adequate attention and crafted well enough to make your application compelling. You can also take it a step further and enhance your CV with a great LinkedIn profile filled with endorsements about your skills. More information on creating a winning profile can be found here:

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.

Click here to speak to one of our experienced Legal specialists or call 01772 259121 for more information on how our exceptional recruitment experience can help your career aspirations.

After days or weeks of getting ready for that legal job interview, few things are more crushing than learning you haven’t been successful in getting the role. Rejection is difficult to deal with in any part of life, but it can be particularly upsetting when you’re striving for the perfect job in law and have already invested time and emotion in preparing for it.

However, rejection is also a common part of the job searching process. Learning how to respond productively to a lost job opportunity is the way to ensure you keep focused on your job search, learn from any ‘mistakes’ that may have been made, and fine-tune your approach.

Here’s what you can do turn interview rejection to your advantage.

Step 1: Ask Yourself if the Legal Role Was What You Really Wanted

First, it’s worth asking whether the role was right for you in the first place – despite the fact that the hiring manager has obviously seen ‘a fit’ somewhere in the application process. When you’re keen to take the next step in your legal career, you might start applying for just “close enough” roles to what you really want rather than seeking the ideal role.

Perhaps you were attracted to certain aspects of the position but were a little concerned about the firm culture. Maybe you were happy about the opportunity to find your first job in the legal industry, but the position in question didn’t really give you much scope to showcase your skills.

If you weren’t particularly passionate about the job in the first place, there’s a good chance the hiring manager picked up on that fact. Maybe you rushed through the research stage of preparing for the interview or failed to leave a lasting impression.

Ask yourself whether this role was right for you and going forward, apply only for the positions you truly care about as that will motivate you to showcase the best version of yourself during your next interview.

Step 2: Brush up on Your Interview Confidence

If you did have all the necessary experience for the role, the problem could be with your technique. Lack of confidence during an interview is a common reason why around 40% of candidates don’t make it past the first interview stage.

Look back over the conversation you had. Were you constantly fidgeting, looking down at your CV, or failing to make eye contact? Your body language in an interview can say a lot about your kind of person and how confident you feel in your abilities.

Try practising with a friend or colleague to prepare for your next interview. Make a list of common interview questions similar to the ones you were asked in your last interview, and practice responding to them. But more importantly, practice demonstrating an air of positive self-esteem. Sit straight, keep your hands still, and make eye contact regularly. A smile can go a long way in an interview too.

Step 3: Look for Ways to Improve Your Answers

When you’ve figured out how to improve on your non-verbal communication, it’s time to reflect on what you did (or didn’t) say during your interview. Take the time to go back over it in your head and ask yourself where you struggled.

Were there certain questions you didn’t have a good response to? If so, you can practice generating relevant answers. Think about any competency-based questions you might have been asked and your answers to them. Did you give enough practical examples to showcase the skills the hiring manager is looking for? If not, then take the time now to incorporate them into your answers as this will give you a far better chance of convincing potential employers of your suitability for any role you might be interviewed for in future.

You may also have failed to make the right impression because you didn’t have enough information about the law firm you applied for. Around 47% of candidates fail their interviews because they haven’t done enough research. Learning as much as possible about the firm before you start applying for roles will help you tailor your answers and CV to the firm’s needs.

However, if you did indeed do your research and ensured your responses reflected that then the problem may be how knowledgeable you came across to the hiring manager about the legal field in general. Employers want to know what you can do to make their firm stand out from the competition and showcasing knowledge about the firm’s competitors or about current trends in the industry will go a long way in convincing hiring managers that you have the necessary commercial awareness they’re looking for.

Now is a good time to ensure that you have this up-to-date knowledge and if you want to really put yourself ahead of the competition, do whatever research you can beyond the general information that’s easily found on the internet as other legal candidates will also have access to that.

Step 4: Respond to the Rejection (The Right Way)

Finally, a good way to improve your chances of success in upcoming legal interviews is to respond to your interviewer after they send you the rejection message. Thank the law firm for their time, and they’ll be more likely to think of you positively if you apply for roles with the same business. What’s more, this is a great chance to ask for feedback.

If you’re left not really understanding the reasons why you’ve not progressed to the next step in the process, do request more detailed information. This will really help to focus on any improvements you can make – although sometimes it may simply come down to the fact that others in the process are simply a better fit and more suitable than yourself, rather than anything you actually ‘did’ or said.

Time to Rethink Your Approach?

There are many routes to applying for new roles – whether that’s through general advertising online, or approaching law firms directly, however utilising the services of a legal recruitment agency can pay dividends when it comes to gaining general market knowledge and understanding what opportunities there are in your specific region or practice area.

What’s more, many legal recruiters will work with you throughout the interview process – ensuring you feel fully prepared with things like your CV and covering letters/emails, as well as specific information relating to the hiring manager or Partner who will be interviewing you, typical questions being asked, and general expectations.

Our team at Clayton Legal for example have over 23 years’ experience in helping candidates navigate the job market and work with them every step of the way to prepare and ace their interviews.

And, whilst rejection after an interview is a sign you need to brush up on your interview skills and confidence, sometimes it is simply a case of another candidate better suited to the role in question. With any luck, you will have other irons in the fire, and interviews lined up to attend  – so it’s incredibly important not to feel too defeated or disheartened. Instead, put the time already spent on prepping and researching to good use in the inevitable next interview.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.

Click here to speak to one of our experienced Legal specialists or call 01772 259121 for more information on how our exceptional recruitment experience can help your career aspirations.