In the modern, digitally-led world in which we live, threats to businesses are probably more likely to come from the web than anywhere else. In recent years there have been dozens of major cyber-attacks on businesses including Sony, TalkTalk, E-Sports, InterContinental Hotel Group, Verizon, IRS, Snapchat and many more. Even the US Presidential election was allegedly influenced by Russian hackers. Organisations within the legal sector rather obviously hold a considerable amount of potentially valuable data, but how real is threat of cyber-attacks to legal firms?

1 in 100

The UK legal industry is worth somewhere in the region of £26bn which makes research from cloud data intelligence firm, OnDmarc even more concerning. Just one of the UK’s top 100 legal firms has sufficient measures in place to protect them against even the most basic forms of email fraud. And if bigger firms – with larger resources – don’t have these defences then it’s highly unlikely smaller ones do either.

Legal firms exposed to cyber attacks

However, this should certainly not be the case and legal firms must start upping their defences to protect them from the ever growing threat of cyber-attacks. The risk of phishing attacks has risen by 65% in 2016 while the use of fake or compromised email accounts to steal information increased by 39% in the last quarter alone, according to email security firm, Mimecast. Attackers use these methods by pretending to be someone in a position of power, such as a CEO or Partner, to trick recipients into sending them confidential or valuable data.

Rois Ni Thuama, head of cyber security governance partnerships and legal at OnDmarc, commented on the findings. “With over 10,000 law firms operating in the UK, handling sensitive and hugely confidential commercial and private data, there is a real opportunity for scammers to target the legal sector. Many law firms either don’t understand the risk or assume that their existing email systems will do the job of protecting them, even though our study very quickly demonstrated that it’s all too easy for a criminal to exploit these firms’ email domains in order to impersonate the company and send out fraudulent messages to external clients and stakeholders.”

Cyber security experts wanted

What this highlights is that firms need to start thinking about their defences more than they currently are and ultimately, need to refocus their hiring strategies to incorporate cyber security specialists. However, there are few of these individuals available in any market, let alone the legal sector, which means that firms will almost essentially be forced into targeting those in other industries. But these people know their skills are few and far between and you will therefore need to be equipped with a tailored and cutting edge employer value proposition if you want to have a chance of attracting and retaining them. Offering the same package you do to lawyers will only turn cyber experts off so you need to take a leaf from the likes of the digital, tech and perhaps even financial industries which have, to date, put much more of a focus on bolstering their online defences. The organisations that don’t opt for this approach are likely to be vulnerable targets and could risk exposing their clients’ valuable and sensitive information, which they certainly want to avoid.

How do you think legal firms can deal with growing threat of cyber-attacks?

Take a look at some our other blogs to gain more insight about the legal sector

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

Being a Partner is not for everyone.  Not all Legal Professionals will want the stress and added workload brought on by making Partner. But for most – this will be the aim and the potential pinnacle of their career. But what is the route to the top? Here’s how to make Partner.

Be at the right firm

This one should be obvious. You have to keep in mind that working for an organisation and essentially becoming a major shareholder in it are two very different things. Trying to make Partner is a major commitment so you need to make sure your efforts won’t be wasted. Do you have complete faith in the firm’s ability to gain and retain clients? Will you get along with the other partners or will you clash heads? Most importantly, do you have the ability to sustain and develop the practice? These are all questions that need answering, ideally, before you find yourself as a Partner.

Nail the new business

Yes, a detailed knowledge of legal precedents is highly valuable, but in all honesty, a detailed understanding of Rylands vs Fletcher or Donoghue vs Stevenson is unlikely to get you there on its own. Even if it did, you wouldn’t last long unless you can bring in new business. This is a must and anyone unable to do so is unlikely to make Partner.

Get a mentor

Similar to the previous point, making partner is all about being ‘part of the club’ and a quick method of ensuring that you’re not left on the outside is to have an influential partner as your mentor. They’re likely – as long as you’re on the right tracks – to act as your advocate at the partnership table which can only help your case in the long run.

Play the long game

Someone once described planning for partnership as akin to playing a seven-year game of chess, and they’re not far off. You can have a good shot by moving pieces around randomly and hoping for the best, but in reality each decision you make should reflect your intentions. That means, like chess, it’s critical to build a long-term game plan that allows you to develop the skills and network necessary to make Partner.

Become a natural networker

You may now be asking what a natural networker actually is. It’s someone that’s not forcing it and is adept at creating relationships organically and isn’t just networking out of their desire to make partner. This isn’t sustainable and, more importantly, people will see through it. It’s difficult to trust someone you think is inauthentic and potentially out to get something from you and it’s much more preferable to form long term, authentic bonds with people. This certainly isn’t an easy skill to develop – and its one that almost everyone desires – but it’s definitely worth taking the time to focus on.

Sort your life out

In the past, achieving a work/life balance while trying to make partner was probably a distant dream, in many of the tougher firms that is unfortunately still the case. However, if you’re intent on reaching the top, you need to make sure you don’t join the ever-growing pile of associates who have burnt themselves out seeking Partnership. That means you have to be smart and plan ahead. Try and create barriers between work and home life so the latter is just seen as a place to relax and shake off stress at the end of the day and you’ll find that process becomes considerably easier. Nick Goseland, an attorney at US firm, Lateral Link, wrote a piece on exactly that subject where he argued that a long career in the legal sector is an ultra-marathon, not a sprint. He suggested that if each day at work feels unbearable, then take some steps at home and at work to change this before you burn out. We couldn’t agree more.

What are your top tips on how to make partner?

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 senior role.

Our latest market analysis for advertised legal roles in the North West has been covered by the 29th August edition of the popular regional daily newspaper Lancashire Evening Post and regional business news site Bdaily.

One of the key findings from our analysis is that vacancies for private practice lawyers have increased across the North West by 36% month-on-month.

To read more about the results, including the levels of demand for family and probate solicitors, click here.

Our latest market analysis for advertised legal roles in the South East has been covered by a number of titles including The Global Recruiter, Staffing Industry Analysts and Bdaily.

One of the key findings is that vacancies for private practice lawyers have increased across the region by 36% month-on-month – with the increased cost of living in London being a contributing factor.

To read more about our analysis, including the comments of our managing director, Lynn Sedgwick, click on any of the links above.

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

North West

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

Midlands

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

North East & Yorkshire

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

London

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

South East

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

Wales

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

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

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

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

The thoughts of our managing director, Lynn Sedgwick, on the impact of the Apprenticeship Levy in the legal sector have been covered by a number of media outlets, including The Association of Professional Staffing Companies (APSCo), Lawyer Monthly and HR News.

Since April, all employers in England with a pay bill of over £3 million are required to pay 0.5% into the Apprenticeship Levy. In return, firms receive financial support or grants for taking on apprentices. For smaller firms who employ less than 50 people, 100% funding is available for young people’s training programmes.

Lynn said:

“Apprenticeships in the legal sector are nothing new; aged 15, Charles Dickens studied the law as an attorney’s apprentice. However, with the introduction of the Apprenticeship Levy, the door is now open for a swathe of new entrants to the legal profession and with it increased social mobility.  And while this shift in attitude within the profession clearly isn’t going to happen overnight, encouragingly we’ve already seen an increased appetite from law firms such as Addleshaw Goddard to set up their own apprenticeship schemes.

“As far as routes into the legal sector are concerned, traditionally it has come via a university degree with individuals applying for a training contract with a firm once they graduate. However, the Levy is opening the way for new recruits to work in a law firm and develop the skills, knowledge and experience that will build them a career in the profession, with many choosing the paralegal apprenticeship route as the way in. The Levy looks set to ensure that people who may have been excluded from entering the profession in the past – because they couldn’t attend university, for example, – are able to do so.

“By breaking down barriers to entry and offering candidates a different route into law, many will have the chance to develop a rigorous, demanding, absorbing and well-paid career, whatever their background – which can only be good for the profession as a whole”.

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

Bringing it up

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

What to say

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

The counter offer

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

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

What to write in your resignation letter

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

How to deal with workplace emotion

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

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

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

Or take a look at some of our current jobs

©Depositphotos.com/AndreyPopov

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

UK legal recruitment

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

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

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

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

Different area, same skills

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

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

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

Or take a look at some of our current legal jobs

The capital has traditionally been the legal employment hub in the UK but now throughout the UK there are now several firms, of all sizes, creating legal jobs outside of London. However, even with property prices plateauing, the capital is still beyond the reach of many who are starting out in their careers and many legal professionals might be starting to look further afield. The options to move elsewhere to pursue a role have significantly opened up. But where can you find legal jobs outside of London?

Legal jobs outside of London

Leeds may stake its claim to being the country’s second-largest legal hub outside of London, while Sheffield, Liverpool and Manchester follow closely behind. The concept of ‘northshoring,’ where firms relocate their services centres into the northern part of the country, has certainly contributed to this growth and is expected to continue to do so in the coming years.

Recent figures from recruitment trade body APSCo found there was a 31% increase in the number of vacancies in the north east of England within private practice. And, in Scotland, both Glasgow and Edinburgh have a thriving and profitable legal scene.

What to keep in mind

Aside from property, salaries may be a strong determining factor in candidate’s decisions. The infamous north/south divide is not as disparate as might have been assumed. Average salaries for legal counsel in Greater London are £73,000, versus £72,000 for the same in Leeds. However, further down the seniority level, salaries for legal assistants are commanding salaries of £28,000 in London and £20,500 in Leeds. So the gap in pay remains in the mix, particularly at the lower end of the profession.

The increasing levels of student debt have been well-publicised and increasingly it looks as if it could become a barrier to university entry with some estimates putting the overall figure on the total debt being as high as £100 billion. So for many who previously may have considered entering the legal profession via the university route, their options are being re-examined in light of these statistics.

Apprenticeship options

The introduction of the Apprenticeship Levy earlier this year, might be part of the solution to finding legal jobs outside of London for many candidates. Not only may it lead to increased levels of diversity and social mobility as the barriers to new entrants are substantially reduced, but it also offers a salaried way into the profession while studying on the job.

While it’s unlikely that changes in attitude will occur overnight, the opportunities the Levy affords to candidates, as more firms decide to offer apprenticeship routes into law, will open up the profession to a more diverse workforce in the long run.

Finally, for many candidates, work-life balance issues are increasingly playing an important role within their decision-making process. While the law can be a tough employer, with a wide range of skills required to succeed, work-life balance has not, until now, been particularly evident in the mix.

While salaries may be lower outside London several factors may influence a candidate’s decision of where to locate themselves. For many, the lack of a long commute or even the rise of the ‘reverse commute’ from cities to suburban areas, the lifestyle choice on offer, and the chance of either owning or renting a property which may be out of reach in the capital are all appealing factors. In a pressurised environment such as law, these may prove to be the deciding factors that legal professionals are starting to consider.

If you’re looking for your next legal job outside of London, or are looking for a role in the capital, then get in touch with our expert team.

Or check out some of our other blogs to gain some great, cutting-edge legal advice

Or take a look at some of our current legal jobs

©depositphotos.com/ginasanders

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

Below is an excerpt of the piece:

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

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