It’s not difficult to see why law firms are prime targets for cyber-attackers, given how much valuable personal, business critical and commercially sensitive information they hold. A firm specialising in, say, commercial property and dealing with funds transfers could provide a highly profitable source of information for relatively little outlay for a determined hacker. In fact, ‘Friday afternoon fraud‘ where law firms are tricked into giving bank details to fraudsters, most commonly during the completion of conveyancing transactions, is now the biggest cybercrime afflicting the legal sector.

1 in 5 UK law firms targeted by hackers last month

And while this obvious vulnerability could lead many to believe that firms are braced for such attacks, new research suggests otherwise. A recent report, reveals that a fifth of UK law firms have been targeted by hackers in the last month alone. This isn’t a small group of poorly protected businesses, either: The Law Society found that 65% of firms have been a victim of a cyber incident at some point.

Prepare – or be doomed

Firms need to be prepared for the increased threat cybercrime poses to their practice – something that London School of Economics cyberlaw lecturer Mark Leiser warned earlier this year: “a law firm that relies on passive defences [such as a mitigation plan in case of an attack] is doomed.” Sobering words, indeed, yet according to The National Cyber Security Centre, only 35% of law firms have a mitigation plan and even fewer have active defences which detect cyber-attacks before they happen. Awareness and resilience within the legal sector clearly doesn’t match the threat or the potentially catastrophic consequences of such an attack.

The aftermath of a cyber-attack

So, what ‘doom’ might ensue? A cybersecurity attack may compromise a company’s infrastructure, its data –including that of its customers, its functionality and also its reputation. If that wasn’t enough, when the EU’s General Data Protection Regulation (GDPR) comes into force in May 2018, the penalties for failing to prevent such breaches will be high: for serious violations, there will be maximum fines of €20 million or 4 per cent of annual turnover.

Ensure you have cyber security expertise

It is clear that those in the legal sector must not be complacent about security or assume that they are safe from the potential risk. We can assume that as we look to the future, cyber-attacks will only get more sophisticated. Cyber-security really does need to be a board-level priority and employees across all levels of a company should receive regular training about its importance so that there is a culture of compliance. Crucially, there must be the technical ability and procedures in place to detect, report and investigate a breach. Businesses must examine whether they have the in-house skill sets to protect themselves and their clients, rather than finding out in the worst possible way that they are woefully underprepared. The NCSC’s guide ‘Ten Steps to Cyber Security‘ is a useful starting point. However, it may be the case that businesses need to seek the advice of expert IT providers or hire more talent to ensure that the proper technical measures are in place. Going forwards, some firms will look to refocus their hiring strategies to ensure that they have cyber security specialists at hand to provide ongoing and up-to-date expertise, but these individuals will be highly sought after. Regardless of how this bolstering of security takes place, it is clear that doing so is imperative: firms that fail to do so are leaving themselves extremely vulnerable to very serious consequences.

Is your firm prepared for the growing threat of hacking and cyber attacks?

To discuss how Clayton can find the right people to help keep your data safe, please contact us

Take a look at some of other blogs to gain more insight into the legal sector

As the New Year approaches, you might be one of the many professionals reassessing your career. Do you feel like you’re not motivated in your current job? Do you feel that your skills and experience are not being maximised where you are now? Or perhaps you are unsure about what career you should be embarking on?  If this all sounds familiar, you might want to consider recruitment. Not only is it an incredibly fulfilling career, but it is also varied – no two days are the same – and the rewards are endless. So if you’re seeking a new challenge, take a look at our top reasons to work in recruitment.

Changing lives

While many might see this as cliché statement it really rings true! A recruiter can literally change a person’s life. When you consider the big life events – such as buying a house or getting married – landing a great job that offers security and satisfaction is right up there at the top. And while you may not be able to place each and every person you meet, recruiters also have the opportunity to help candidates reassess their own career goals which can be instrumental in their quest for the illusive perfect job.

Varied

If you’re the type of person that likes variety and doesn’t like the idea of sitting in an office day in day out, then recruitment could be just right for you. Each day is different – you could be interviewing candidates, meeting new clients, or you could be at a conference or careers fair offering advice to jobseekers. Because of the varied nature of recruitment it is, however, very fast paced. Consequently an ability to multi-task and react quickly to client demands is crucial.

Career progression

While it might be true that the recruitment sector is a saturated market, individuals that are at the top of their game can climb the career ladder very quickly. If you can demonstrate that you are eager to progress and consistently meet your targets then the chance to move from consultant to management level in a short space of time is easily achievable. Furthermore, the very best recruitment agencies will give you the freedom to shape your own career path. So whether you want to rise through the ranks as purely a biller, or if you want to bill and manage people, your employer will create a path that suits your aspirations.

Huge earning potential

While money alone shouldn’t be the reason anyone goes into recruitment, it is a sales role and consequently the ability to earn commission and bonuses on top of your base salary are there for the taking. So if you’re keen to change people’s lives, while simultaneously taking home a lucrative pay packet each month, recruitment could certainly be right for you.

Perks

Many people incorrectly assume that because of the attractive earning potential in recruitment, there a few other perks to the job. This couldn’t be further from the truth. Good recruitment companies will ensure that their staff are rewarded in other ways than money alone. And here at Clayton Legal, for example, we offer an annual car incentive, raffles for super prizes, corporate days out and a company profit share system. However, we also strongly believe in the power of CPD and provide plenty of training and development opportunities – along with study leave – to all our staff.

If this all sounds appealing then the good news is that we’re looking for people to join our close knit team here at Clayton Legal. We’re seeking consultants to work alongside our ever growing team that works with some of the best firms in the market and the very best legal talent. So if you think you have what it takes speak to us today. Could you be the next member of the team? We hope so.

You’ve landed yourself a new job, plucked up the courage and handed in your resignation, and you’re busy planning out your career at your new company. Then your employer takes you aside, expresses their reluctance to see you go and offers you more salary and additional benefits. In an environment of skills shortages, counter offers are commonplace, but should you accept it if offered?

Why did you resign in the first place?

While the thought of your company really wanting you to stay with them might appear flattering, take a moment to consider why you are in this position in the first place.  You made the decision to apply for new job and it stands to reason that there was a sound reason to do so. Perhaps it was because you felt your achievements weren’t being recognised or that there wasn’t the career progression opportunities available to you. So while it might initially seem fantastic that you have received a counter offer, you decided to leave and regardless of what you have been offered, your reasons for doing so still stand.

A question of loyalty

Another important point to consider is what your resignation tells your employer about your commitment to the company. While you might have been the perfect employee, the moment you hand your resignation in your loyalty will always be in question.  So if you’re considering accepting a counter offer think carefully about how you will be perceived at the company afterwards. While you might think that, by enticing you to stay, your boss obviously deems you too valuable to lose, the fact remains that they will look at you in a different way – it’s purely human nature to do so.  And this can have negative connotations for your future at the business if you do decide to stay put.

Is it just a stop gap?

Another complex issue surrounding counter offers is that you don’t know what it going on behind the scenes and the real reason your employer is asking you to stay.  If your company is experiencing heavy workloads, for example, and doesn’t have ample people waiting in the wings to fill your role, it could very well be that they are viewing the counter offer as a way to plug the gap until a replacement can be found.  And this feeling can be incredibly negative for you and the company – a situation soon arises where your employer is questioning your loyalty to the business and you are consumed with the fear that you might soon be replaced.

Think long and hard before you make the decision

While being offered more money or benefits can initially seem very appealing, our experience shows us that it can lead to a feeling of unease for both employer and employee alike. It’s really important to weigh up the pros and cons before you make a move.  If you decide to proceed with your new job, ensure you thank your boss for the offer and reassure them that you will be committed to your role during your notice period. And if you decide to take up the counter offer, bear in mind that you will probably have to work hard to win back your employer’s trust.

Call the team today for information about how Clayton Legal can assist your firm with recruitment and retention strategies. And for more insights from the team take a look at our other blogs and resources.

Our latest market analysis for Manchester and the surrounding areas has been featured by Recruitment International and the Online Recruitment website.

One of the key insights from our survey, which is based on our comprehensive data on advertised roles and candidates registered, is that demand for private practice lawyers has risen by 44% month-on-month.

Whatever your view of the UK’s transport links, it can’t be disputed that the South fares better than its Northern counterpart when it comes to access to transport. After all, the vast majority of infrastructure and investment is focused around London and the Home Counties to the detriment of facilities in the North of the country. However, George Osborne’s much discussed Northern Powerhouse and the mooted HS3 project could be set to change that and could make a lasting difference to the UK’s legal sector. Here’s how.

Northshoring

If you rewind even as little as a decade ago the vast majority of legal activity was found in the capital or its surrounding areas. However, in recent years that has started to change and growing numbers of firms have relocated all or at least part of their services to cities such as Manchester and Liverpool. But why is this trend happening?

The main factor is related to the price of property. Office space is hugely more expensive in London than it is further North and firms are quickly realising they can make major savings by moving their services. In addition, being based in the capital makes it challenging to adequately serve clients across the entirety of the UK and many organisations are finding being based further north enables them to serve a wider range of clients.

What does the Northern Powerhouse mean for the UK legal market?

The Northern Powerhouse – and HS3 specifically – could make a major difference to the entire North West region. In general terms, they’re likely to boost the population in major cities as well as encourage greater numbers of businesses to relocate from the capital. This will in turn increase activity for organisations across a wide range of sectors, but particularly for legal firms which are required to manage the often complex regulation and compliance aspect of relocating a firm from one location to another. In addition, legal services are likely to be sought after by individuals moving to the region and buying property, or for those looking to set up their own organisation. This is far from an exhaustive list and essentially an increase in population will create an exponential increase in demand for legal services, which can only be good news.

With opportunities comes challenges

However, a boom in activity brought on by HS3 and the Northern Powerhouse would also create challenges for legal firms. Unlike London, there isn’t a huge and readymade supply of talent in the North West for employers to recruit from and in reality the pool of skills is substantially shallower than it is further south. This is hardly surprising, there has been no need for such a huge range of legal skills until this point. But if activity does increase, firms will need to be able to source the talent they require as and when it’s needed.

That means it should now be a priority for legal firms to establish more robust talent pipelines and they should waste no time in partnering with local colleges and universities to build relationships and develop shadowing and work experience opportunities. An individual that has had a positive experience at the firm in the past is more likely to want to work for you in the future, after all. In addition, employers will need to think more about what they’re actually offering to their potential employees and whether it aligns with what they’re looking for in a role. Firms’ employer value propositions should be tailored to the individual and if you’re targeting working parents, for example, then flexible working – or another similar initiative – should be incorporated. The bottom line is that employers are likely to see a considerable uptick in the amount of work on their books and, rather than leaving it to the last minute, should start thinking about their hiring strategies now before it’s too late. The UK legal sector is shifting dramatically and is moving away from its London-centric past. If your firm wants to be able to compete in this new world, then ensure that your hiring strategies are up to scratch. And if you’re a legal professional looking for your next – or even your first – role, then you may have a few more opportunities in the North West to choose from than you might have imagined.

To read more insights from the team, check our other blog posts and market commentary.

And if you’re a law firm seeking assistance with your talent attraction strategies get in touch today.

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.

Have you been over performing in your current position, exceeding expectations, and being given glowing reviews by your employer? If the answer is yes, then you may very well be ready for that all important promotion. Clearly, though, the opportunity isn’t going to simply fall into your lap. So how do you get noticed and get that well deserved promotion?

Here are our five top tips.

Set goals:

Setting goals should always be your first step, if you aren’t clear about where you want to go or what you want to achieve you’ll find yourself stuck in the same role. Only once you’ve set yourself goals can you start to work out how to achieve them. Work out the specific position you want and then imagine yourself attending an interview and the kind of questions they might ask. What makes you the right fit for the position? Do you have the appropriate experience? How would you manage the responsibilities? If you aren’t already able to answer these questions then they should provide you with a good indication of what you need to work on.

Why do you deserve the promotion?

Consider exactly why you’re suitable for the new role. If you’ve developed skills beyond the ones required for your current position see how well they align with those required for a more senior role. If they overlap significantly then it’s likely your manager may already be considering you for a step up. Conversely, if your skillsets aren’t yet up to the level required, then make sure to demonstrate that you are proactively taking steps to improve key skills and are committed to continued professional development. The same principle applies for your relevant experience, do you have enough already, or are there new responsibilities you could potentially take on?

Shout about your achievements:

Make sure your manager is aware of your achievements. If you work in a fast paced environment you’ll likely find that smaller successes are brushed to one side fairly quickly, or that your input into team achievements isn’t fully recognised. However, being able to demonstrate your successes and contributions will be key when discussing a potential promotion with your boss, so make sure to document all of them, however minor they may seem.

Get a meeting in the diary:

Schedule a meeting with your boss. While it’s important to formally schedule a consultation with your manager to ensure they understand the importance of the meeting, it’s also vital that you approach the conversation with enquires rather than demands. Let them know that you are keen to receive feedback on your performance and ask about potential opportunities for you to move up. Explain why you want to take on a new role, and demonstrate why you are ready if given the opportunity. However refrain from being pushy – if you come across as demanding you’ll hurt your chances of promotion rather then come any closer to gaining one.

Be realistic:

Be patient and realistic. If there is a role already available it may be that your meeting highlights you as an obvious candidate, however you may find that the reason you haven’t been promoted yet is because there simply isn’t a position open. In which case it’s key that you continue to demonstrate your relevant skillset, enthusiasm and commitment to professional development. You may find that your promotion is just around the corner.

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.

More than a year after the UK’s decision to leave the European Union was announced, we still don’t have a clear idea of what Brexit will actually entail. And, according to our latest market analysis of regional legal jobs across the country, demand for lawyers has risen even further as organisations look to get to grips with what is likely to be a rapidly changing market. However, it’s not just Brexit that’s driving activity. But why are lawyers so sought after in the different regions of the UK?

North West

Demand for lawyers was perhaps no stronger than in our home territory of the North West, where vacancies rose by 36% month-on-month. As with some of our other key markets, the buoyant property arena has been the main driver behind the growth, with conveyancing professionals being particularly highly sought after. This is in line with recent survey data from the Royal Institute of Chartered Surveyors (RICS) which reveals that, in July, 29% of surveyors saw house prices rise across the North West. As a series of major firms have relocated to the region including Addleshaw Goddard and Eversheds, professionals are not only in demand but are able to claim lucrative salaries that are significantly above the regional market average.

South East

The South East also experienced a boom in demand for specialists which, like the North West, has benefited from a booming property market. Locations like St Albans and Stevenage enjoy some of the fastest growing property and rental prices in the country and this activity, combined with a growing trend for professionals moving away from the capital into the Home Counties, is driving a seemingly ever increasing need for property expertise. This is in line with an analysis by Savills which found that the number of people exiting London has hit a five-year high.

North East

In the North East it’s the commercial property arena that’s driving the vast majority of activity. This is being supported by a huge amount of inward investment into the region and, according to our data, commercial property paralegals and assistants are the most sought after legal professionals. Data from CBRE’s H1 2017 Property Perspective found that Leeds witnessed significantly improved levels of office take-up when compared to the same time in 2016. Commentators suggest this activity is due to Leeds’ position as one of the most cost effective locations in the UK for commercial property along with its robust travel links.

Midlands

This region also ‘bucked the trend’ by avoiding the traditional summer slowdown in the property market and experienced somewhat of a ‘mini boom’ as demand for private practice expertise shot up by 68% month-on-month. Residential conveyancing paralegals, solicitors and heads of department have been particularly highly sought after by legal firms to manage this increased workload. As commentators have suggested the number of people relocating to the region will only continue to rise, firms are advised to put increased work into developing talent pipelines to ensure that they have access to the right talent, both now and in the future, to content with the increased workload.

While many suggested that the UK would be thrown into oblivion as a result of Brexit, the property arena across the country appears to be bucking the trend and is driving significant demand for legal expertise. If you’re looking for your next game-changing role or are seeking advice on bolstering your firms’ talent strategies, get in contact with our specialist legal team.

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.

Our latest market analysis for advertised legal roles in the North East has been covered by a number of a wide range of media outlets including Solicitors Journal, Global Recruiter, HR Director and IFA Magazine.

One of the key findings from our data is that vacancies for private practice lawyers across the North East have risen by 24% month-on-month – this can largely be attributed to a buoyant commercial property market which is fuelling demand for conveyancing professionals.

You can also read the full summary of all of our regions by clicking here.

Our latest market analysis for advertised legal roles in the Midlands has been covered by Recruitment International and Bdaily.

One of the key findings from the analysis is that vacancies for private practice lawyers across the Midlands have risen by 68% month-on-month – with the ‘mini boom’ in the region’s housing market contributing to the demand for residential conveyancing professionals.

You can also read the full summary of all of our regions by clicking here.