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The Counteroffer Conundrum: Why Staying Put May Curtail Your Career

So, you’ve made it through most of the complex steps involved in finding a new role, from designing the ideal legal CV to practicing interview techniques. Finally, all your hard work has paid off, and you’ve received an excellent offer from your new employer.  

But, what happens when you hand over your resignation letter and your current manager provides a counteroffer, asking you to stay?  

Anywhere up to 50% of the employees who choose to resign from a role will receive a counteroffer from their current employer. In other words, they will finally offer you the additional money or benefits they didn’t consider offering you before they realised you wanted to leave. 

In the age of the Great Resignation, when demand for legal talent is higher than ever, your chances of getting a counteroffer are even higher than ever before, as many law firms are battling with retention of their top team members and attracting the best talent on the market at the same time. 

While the promise of extra benefits, money, or extra responsibilities from your existing employer might be tempting, if that’s what you are looking for, accepting a counteroffer could be a bad move for your future career.  

Here are the reasons why you should usually ignore a counteroffer. 

Reasons You Should Consider Saying “No” to a Counteroffer

Counteroffers are becoming more commonplace as leaders struggle to hold onto their top talent in a skills-short environment. Unfortunately, according to statistics, around 80% of the people who accept these offers end up leaving their original employer within six months anyway as the underlying issues as to why there were leaving in the first place still exist.  

Here’s why you should politely but firmly decline a counteroffer.  

1. Counteroffers Don’t Solve Underlying Issues

Deciding to seek a new legal role isn’t something most people will do on a whim. There’s a good chance you’ve spent a lot of time thinking about the pros and cons of leaving your current job and looking for something else before you take the leap. 

When you’re given a counteroffer, it may address one of your problems with your existing role (such as a low salary), but it’s unlikely to tackle every issue that convinced you to leave.  

Ask yourself why you wanted to take this new job in the first place. Is your current role not challenging enough, or are you planning on moving in a new direction with your career? Maybe you don’t like the culture of your existing company. If every issue isn’t resolved by the counteroffer, you should say “no” and continue to move on with your new employment offer.  

2. The Relationship with Your Employer will Change

Employees in the competitive legal sector have every right to seek new roles whenever they choose. However, letting your employer know you’re not happy in your role and actively looking for something else is likely to have an impact on your relationship 

There’s a good chance your employer will have questions about your loyalty after accepting the counteroffer, which means they may not have the same trust in you they had before. Your employer might end up passing you over for promotions because they consider you a flight risk, or they may start looking for other people to fill the gap you’ll leave when you do eventually switch jobs.  

Even if your boss goes in the other direction and starts working harder to keep you happy, there’s likely to be an uncomfortable dynamic in play until you do eventually leave. 

3. You May End Up Standing Still

Career development often involves moving between different roles, exploring new jobs, and taking on new responsibilities over the years. While you can climb the ladder in one law firm and end up with a great career, consistently staying in one place could mean you miss out on opportunities to expand your skills and experience.  

When deciding whether a counteroffer is worth accepting, ask yourself if you’ll still be moving towards your long-term career goals if you say yes and stay put. Compared to the other job you have lined up, can your existing role help you achieve your targets faster? 

A higher salary won’t satisfy you for long if your existing role isn’t pushing you in the right direction. It’s important to keep the end goal in mind with your career and not get clouded by monetary values.  

4. You May Have to Work Harder to Prove Yourself

In a skills-short legal marketplace, employers will often rush to offer extra benefits and increased salaries to avoid the stress of searching for new employees. However, this could mean they start looking for evidence you’re worth the extra investment right away.  

Having extra scrutiny placed on everything you do within the business can be a stressful experience, even if you know you deserve the extra benefits you received.  

In some cases, employees who accept counteroffers find themselves under pressure to perform like a new hire all over again, trying to prove they deserve their new salary and responsibilities. In other cases, you may find that you start receiving responsibilities you didn’t ask for simply because your boss is trying to ensure they’re getting their “money’s worth” from you.  

5. You’ll Always Wonder, “What If?”

Job changes can be stressful and worrying, but they’re also an incredible opportunity to unlock your true potential and advance your career. If you’ve been offered a role at another company, and you’ve said “yes”, there’s clearly something about the new role that appealed to you.  

Maybe you loved the idea of working remotely in the legal environment and don’t have an opportunity to do that at your new job. Perhaps you were interested in focusing on a slightly different part of your industry in a different role and that desire will always be there if you stay in your current role. 

Although you’ll have the comfort of not having to get used to a new workplace and meet new people, you’ll also be left constantly wondering what would have happened if you had followed through and moved into the new job.  

Know How to Handle a Counteroffer

It’s worth preparing for a counteroffer in advance when you approach your manager with your resignation letter. Think about how you will reject the offer politely and firmly, and what important factors might convince you to give your old job a second chance.  

Working with a specialist legal recruitment team to find the ideal new role will help to ensure you don’t have any doubts about moving into your new position.   

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. 

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

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Posted By

Lynn Sedgwick

Managing Director

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Facing Redundancy – What Next for Your Legal Career?

The last few months have been a precarious time for the vast majority of people in the UK. And with significant changes in the legal sector, many employees have felt a degree of uncertainty around the future of their career.

The realities of the rise in inflation and the cost of living is now being realised, and for some legal employees, this will, unfortunately, mean redundancy. A new study has shown that nearly 1 in 5 employers are likely to make redundancies over the next year, including law firms and legal services.

But while some areas and some practices have been hit hard, others are flourishing.

Today, we look at what legal employees who are currently facing redundancy should be focusing on now and how to navigate the new situation you could be placed in.

Let’s start with some positivity.

The New Job Mindset

A positive mindset is critical when job seeking, so the first thing that it is essential to remember is that it’s not you that is being made redundant; it’s your role.

There has been so much change, contraction and growth in different areas that there will be inevitable redundancies in some practices as employers try to make sense of the new market.

Legal employees who ‘go it alone’, rather than work with a recruiter, run the risk of losing momentum. This can leave you feeling isolated and discouraged, especially when your job applications aren’t garnering you many responses.

My first piece of advice for a legal candidate facing redundancy is to start working with a legal recruiter as soon as possible. They will be able to provide the career support that you need right now.

So if your position has recently become redundant, there is good news – there are opportunities out there – let’s look at where they are.

What To Do If Your Training Contract Is Terminated

The Law Society have a great article that discusses what your options are if your training contract is terminated before you complete it. Find out more here with guidance from The Law Society and the SRA.

“The SRA states that trainee solicitors are common law apprentices, which means that you cannot be terminated as part of a redundancy process. This gives you enhanced protections under employment law and you should have reference to the SRA’s authorised training provider information pack (2019 regulations)”.

Retraining

One of the first things to consider is if you can retrain in a different legal specialism.

While this might not be the easiest path or the first choice for some individuals, for those that take advantage of the opportunity now could enjoy great benefits.

For example, you might have specialised in personal injury law, and have been operating in this field for some years.

But the market is now changing.

Legal firms are increasingly in need of employees trained in the areas which have boomed since the pandemic struck – property, family and employment law being the main three.

And this isn’t a short-sighted career move. Adding another string to your bow is always a good idea career-wise, and it makes perfect sense to do it now when there are talent shortages in these critical areas.

If you are thinking about changing your legal specialism, there are a few ways you can get started.

First, look for a mentor in your chosen field – this can be a difficult task, but once you find someone who you trust and who can help you shape your career path the way you want, they will be invaluable to you. This can be someone from your chosen field within your current company, or you can reach out to sector specialists on LinkedIn or during trade webinars or seminars, with physical networking not a possibility at this time.

Then take advantages of any courses you can enrol in to bring you closer to your chosen specialism, you can also self-study and work on extra certificates outside working hours – there are lots of online courses available.

If you feel comfortable discussing your chosen career goal with your current employer and feel that they will support you in your chosen field, you can always ask them if they will allow you time to train on the job in another department of the firm.

So let’s look a little closer at the areas in where the opportunities are right now.

Property

As with many unprecedented situations the pandemic caused, the mortgage and rent holidays that were put in place by the government created a boom in property law that hasn’t slowed down.

There is going to be a vast increase in roles in practices that deal with property disputes. And this is set to continue for many months and possibly even years.

Staying with property, the backlog of conveyancing that was caused by the house-move ban has yet to be cleared, which has created more opportunities for growth in this sector.

This, coupled with the fact that the pandemic seems to have inspired many people to move house – a rise of 15.6% in August 2020 – practices with property specialisms have never been busier.

Family

Family law is another area where we have seen a significant increase in opportunities.

There has been a so-called ‘divorce boom’ fuelled by the lockdowns and changes in economic circumstances. The Citizens Advice website saw a 25% increase in divorce guidance searches in September 2020 compared to the previous year.

The BBC spoke to family lawyer Georgina Chase, who commented that 30% of matrimonial enquiries she had received had been from couples separating because of relationship issues being exacerbated due to lockdown which we think will continue to increase as the cost of living continues to squeeze on those relationships.

A new survey by Scottish Law firm MHA Henderson Loggie has predicted lawyers specialising in commercial dispute resolution and family law are anticipating an increase in workload due to Covid-19.

MHA Legal director Christine Rolland commented “It is not known how the courts will cope with the backlog of cases on top of the expected number of new cases over the next 6 months.”

So family law is another area that is crying out for legal talent right now.

Employment

Employment law is another area which is seeing a drastic increase in the wake of Covid-19.

There have been changes to employment law due to the pandemic, with many issues in this field yet to be resolved.

As of late August 2020, there were 39,000 individual employment claims waiting to be heard according to the Ministry of Justice figures.

Barry Clarke, the president of employment tribunals in England and Wales, said he expects the backlog to continue to rise. He said this “would pose huge challenges to the ability of the [employment tribunal] to deliver justice within a reasonable time, which deeply troubled him”.

Conciliation service Acas received 33,000 calls in regards to redundancy in June and July 2020, an increase of 169% on last year.

As you can see, there is a lot of work to be done in this area of law, and practices with this specialism are looking for talent to help clear the backlog.

Private Client

During this time, if you haven’t before, it might be time to consider working with private clients on cases to start to build your own private client portfolio.

Private clients are an international growth industry which can be an extremely good career move for a solicitor to consider.

If you have excellent interpersonal skills, and it is your ambition to work closely with your clients to provide the best outcomes for individuals you have built an excellent relationship with, then becoming a private client solicitor could be for you.

Private client opportunities are currently booming, so now is a great time to make a career change into this area of law if you think you’ve got what it takes.

Looking at the Positives

Facing redundancy can feel daunting, but it is crucial to think of the opportunities that a new role can bring.

You have the chance to work with a legal recruiter to find a role that fits exactly the direction you want your legal career to be going in.

If you aren’t sure about the direction of your legal career and would like to explore the options that are available to you right now, get in contact with us here.

A Different Location?

Finally, expanding your job search is another way to increase your options.

In your legal career so far, your work might have focused around one particular town or area, and this is understandable if you have family ties.

But for anyone with the opportunity to do so, looking to expand your job search into areas you hadn’t previously considered is a great way to increase your job prospects.

If you are searching for a new legal role in the North West – get in touch with us today by calling 0121 259 121, click here to view our current vacancies or click here to send us an email with your legal career enquiry.

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.

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Posted By

Lynn Sedgwick

Managing Director

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5 Key Essentials to Note When Onboarding Your New Legal Employees

The Legal landscape has changed drastically in the last couple of years. Job opportunities are becoming more flexible with the rise of remote or hybrid work and the four-day work week, which started as a trial in the UK in recent weeks. 

Even the way law firms source and assess new candidates for roles has evolved, with an increasing number of virtual and video interviews as well as new software being developed since the pandemic. 

On top of all these changes, hiring managers and employers are also facing new challenges in employee retention, with the “Great Resignation” now causing significant talent turnover.  

In a skills-short legal environment, it’s important to ensure you’re taking every precaution to not only find the right new legal professional but prepare them for long-term success within your law firm.  

A successful onboarding strategy could be the key to providing your new team member with all the support, guidance, and insights they need to thrive at your firm. 

Here are the onboarding strategies you can use to empower your legal hires. 

1. Start with Preboarding

Employee “preboarding” is essentially an introductory step before the more intensive onboarding process begins. Today, as the competition for top legal talent continues to grow, talented candidates are increasingly looking to work with employers who make them feel valued, not those just paying the highest salary. 

Just as your new team member will be working hard to prove you made the right choice by bringing them on board, you want to demonstrate they’ve made an excellent choice by deciding to work for you. An introduction email as soon as your candidate accepts your job offer can set you off on the right track to building a great working relationship. You can even use this email to give your new employee some useful information such as parking on their first day, start times and any other useful information that could help them out.  

Start by welcoming your candidate onto the team and let them know the names of some of the people they will be working with. Next, include valuable information your employee might need, such as videos highlighting information about your brand identity and general updates about the new firm they are joining.  

2. Adjust the Onboarding Process for Different Roles

Do you have an onboarding plan? View our report here on a Quick Guide To Onboarding New Legal Talent.  

Certain parts of the legal onboarding process will be the same for all employees. You’ll need to introduce every new team member to the company culture in your business and the kind of values you’ll expect them to adhere to. However, this doesn’t mean an onboarding process should be entirely one-size-fits-all.  

Adjust the steps you take in the onboarding process based on your new employee’s needs. For instance, ask yourself what kind of software and tools the team member will be using from day one, and provide them with training support or video guidance on setting up new accounts.  

Think about the specific members of staff your new employee is going to be working with and arrange for a video or group meeting where you can all get to know each other in an informal and friendly setting.  

Creating a streamlined and personalised process for each employee will ensure your new candidates aren’t overwhelmed by information that may not be pertinent to them when starting their new role.  

3. Focus on Inclusion

The needs of today’s employees are beginning to change. While all team members want access to great development opportunities, a good salary, and fair benefits, they’re also looking for an immersive company culture and a sense of inclusion within their teams.  

Today, 64% of employees say diversity and inclusion is a crucial consideration in their decision to take a job offer. As soon as a new candidate agrees to join your team, start focusing on how you include them.  

Ask new hires about their preferred pronouns and names and introduce them immediately to the people they will be working with. Allow your employees to sit in on video meetings even before their role officially starts if you’re not going to be sharing sensitive information and add them to your group messaging boards. 

Make sure every team member feels like a crucial part of the team, regardless of whether they’re working in the office, remotely, or on a hybrid schedule. 

4. Build a Training Plan for Development

Great onboarding isn’t just about welcoming a new legal employee into your team and ensuring they have all the information they need about your business. You should also be looking for ways to build a foundation of a long professional relationship between your law firm and your hires. 

Around 93% of employees say they would happily stay with a company for longer if they felt their managers were investing in their careers with training and development. During the onboarding process, you can begin helping your employee see a future with your brand by working on a professional development plan together. 

Set up a one-on-one meeting where you discuss what the future might look like for your new team member and what kind of goals they would like to achieve while with your firm and in later life also. Discuss how you can help your employee reach new heights in their career and what your training opportunities look like. 

5. Collect Feedback Regularly

Finally, the only way to ensure your onboarding process is having the right impact on your legal employees is to ask them about it. Collecting feedback is an excellent way to determine whether you’re giving your new team members all the support and guidance they need.  

Ask your new hires what they feel you did well in the onboarding process and what they would like to change if given a chance to go through it again. Pay attention to productivity levels after your employees start their new role and look at how they might change when you add further steps to the onboarding process.  

The feedback you get should guide your future onboarding strategies, helping you build a more comprehensive experience for every new hire.  

Great Onboarding Starts with the Right Hire 

Remember, a great onboarding process can be a powerful tool, capable of improving new hire retention by around 82%. An excellent onboarding process will always start with the right hiring decisions. Improve your chances of bringing the right people on board by working with a specialist legal recruitment team like Clayton Legal. 

We can help you improve yours by taking care of the pre-onboarding and sourcing of talent. If you want to find out more call us on 01772 259 121. 

 

Next Steps 

If you’re reading this article because you are looking to hire your next legal hire, call one of the Clayton Legal team on 01772 259 121 and let’s have a conversation to explore your options. With our help and market insight, your hiring process can be smoother and quicker – and get you the outcome you’re looking for. 

 

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. 

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

 

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Posted By

Lynn Sedgwick

Managing Director

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How to Create a LinkedIn Profile That Stands Out To Legal Employers

When it comes to selling your value to a recruitment company like Clayton Legal and the clients we work for, there are a few pivotal documents required to draw attention to yourself. 

The humble CV is one, followed quickly by your LinkedIn profile. 

As LinkedIn is the biggest social business network outside China, with 850 million members listed, it is more crucial than ever to leverage the opportunities your LinkedIn profile provides as a positioning tool for your legal career. 

Your LinkedIn profile has many positive attributes. Unless you share a name with a well-known person, it is highly likely that your profile, if created properly, will appear on the first page of Google. 

Even though your CV/Resume is a standard document that demonstrates your career journey, a LinkedIn profile can deliver even more insight about you as a potential recruit in an interactive and engaging style that a CV alone cannot achieve. 

In today’s post, I want to share why your profile is so important and the easy, quick wins to ensure your legal LinkedIn profile stands out from the crowd. 

Headlines and Pronouns 

Your headline is often the first piece of text a recruiter or potential hiring manager will see, so make it count. Paraphrase what you do, and the good news is LinkedIn now allows 220 characters, including spaces. Here is an example of a legal headline that works.  

“Solicitor at BLM. Working in the Housing Team dealing with insurance litigation, housing disrepairs and property damage in Liverpool” 

With D.E.I. being on most workplace agendas, LinkedIn now allows you to add your preferred pronouns on your profile. The use of pronouns will let hiring managers, colleagues or online connections know how to address you to prevent any misconceptions.  

A Professional Photo 

LinkedIn produces numerous reports that demonstrate the power of imagery and media on your profile. Profiles with a professional photograph can get 14 times more profile views vs those with selfie style images or group pictures. 

Phone technology today means there is no excuse not to have a professional LinkedIn profile picture. Ask a colleague or friend to take a photograph with their smartphone in good lighting where you shoulders and face are visible to give an honest and accurate perception of who you are professionally. 

Head and shoulders are the best shots. Your face, preferably smiling in appropriate business attire, makes the best impact. Remember, recruitment consultants viewing your profile are imagining how you will fit into their client’s organisation, so this is an easy way to make an impact.  

How To Get In Contact  

As a first start, do you have all your contact details visible?  

Make sure you have a mobile number and a Gmail/Hotmail address that is your most active and professional email account. Try to avoid the likes of 90sbaby@hotmail.com or something with your birth year in as this can indicate age bias subconsciously.  

A professional url demonstrates your attention to detail, for instance, LinkedIn.com/in/Andy Gold as opposed to LinkedIn.com/in/Andy-Gold-2671c567. 

It’s also important to include links to your blog where you share knowledge related to your sector which is a great feature a lot of LinkedIn users forget to utilise.  

Featured Section

Have you written papers or presented at a legal industry conference, or recorded any work-related videos?  

If the answer is yes, add them here, and this will certainly make you stand out from the crowd and gives recruiters or potential law firms the chance to see more of what you can do rather than just reading it on a CV. 

Your About Section

Please do not add only your essential skills or paste sections from your CV into your summary section. Use it to catch people’s attention as you share relevant information about who you are and your skills and abilities; you have 2000 characters, so make them count. 

In this section, talk about the value you will add to an organisation alongside your skillset. Be different and stand out by explaining how you might help a potential new employer solve their problems while being genuine and authentic. 

Our experience as recruiters is this attracts our attention, plus it makes it easier for us to ‘sell’ the fact you are a ‘must see’ candidate for our client and pick out your best attributes towards their needs. 

Here are some examples from LinkedIn themselves as to what they see as great profile summaries. 

Add to Profile and Open To

On the right-hand side of your profile, you will see a button that says ‘add to profile’. When you click this, it reveals all the additional sections you can add to your profile.  

From featured items to licenses and certifications, and courses and recommendations the list is endless to really boost your profile against your competitors.  

If you are open to work and currently not employed, you can add this to your profile picture by clicking the relevant button. This lets recruiters know instantly without even clicking on your profile that you are a potential candidate for their client and therefor you are most likely to be seen.  

In the ‘add your profile’ section under background, share details of all your work experience that will communicate your capability. Then list all your education and volunteer activities. Today, organisations have an active CSR programme that they love to promote to new starters; therefore, this area is essential to share too should you have experience in those departments. 

Under accomplishments, you can list publications, certifications, patents, courses, projects, honours and awards, test scores, languages and how you are involved with communities that are important to you. 

This makes it easy for a recruitment organisation to identify your skills and expertise as a potential match for their client. 

The big question is, does your profile: 

  • Help your standout? 
  • Communicate your value, including providing supporting evidence? 
  • List your work achievements? 

Share Useful Content

Depending on your current organisation and their social presence, you can share and like content until your heart is content. This unconsciously communicates to everyone how connected you are and what is important to you. When someone arrives on your profile, it is one of the first sections they can see. 

You can now share an article or even upload a compelling image or create a video on your LinkedIn profile. All of which enable you to communicate your personal brand and show recruiters areas of your work you are particularly interested in the most. 

List The Skills You Know Are Important in Legal

When it comes to legal skills, you can add up to 50, which could help you stand out to a recruitment consultant and your future employer. You don’t have to add all of them as only your top ten will be profiled, so make these the most important. 

The UK is in the grip of a skills shortage. Therefore, if you know you have in-demand skills, communicate them on your profile wherever you can. You would be surprised that this is an area often forgotten by even the best of candidates. 

Endorsements and Recommendations

We all now live and work in the review society. Social proof is a significant influencer in our current community. Who has not viewed Trip Advisor before booking a restaurant or holiday with their significant other? It is the same in the business world. 

Therefore, collecting recommendations and endorsements is crucial for your career. If you have not got any, ask for them from your contacts. All too often, people are shy about asking for validations of their work. The good news, which might surprise you, is that many people are more than willing to give you a recommendation as long as you offer to give one back in return. 

Finally, Complete Your Profile in Full

A question for you? Are you using all the features we have mentioned? 

Do you have a presentation or video on your summary? Have you got a link to a paper you have written? 

It is interesting the impression people get from reading a full LinkedIn profile. It sends a message to recruitment companies that you are a person with attention to detail and take their career and work-life seriously – a great candidate for their clients.  

About Clayton Legal 

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

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Posted By

Lynn Sedgwick

Managing Director

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Easy to Action Interviewing Strategies for Legal Hiring Managers

The interview process can be a gruelling task for all parties involved. When most hiring managers think about the complexity of interviewing, they focus on the challenges facing the person being interviewed. However, those hosting the interview also have their own hurdles to overcome too.  

From avoiding unconscious bias, avoiding ageism, and making sure you sell your candidates on the idea of working with your law firm, there are several important points to keep in mind as well as remembering all the main points covered at the end of the session.  

Here are some of the top strategies to follow as a legal professional hiring manager if you’re concerned you might not be getting the most out of your interviews. 

1. Know Your Interview Options 

The first step in ensuring you can master your interviews as a hiring manager is knowing what methods you can use to best connect with potential candidates.  

Today, the traditional face-to-face interview isn’t your only option. Video interviews have increased by 67% due to the pandemic and the rise of remote working with technology advancements being key. As hybrid employment options continue to thrive and companies look for ways to streamline the interviewing process, video conversations will likely grow to be more common in many law firms throughout the upcoming years if not already popular.  

But not forgetting, there’s also the time-old classic of picking up the phone for simple phone interviews as well to simply hear the person who could potentially be working with you. 

Each type of interview has its own challenges to consider. For instance: 

  • In-person interviews:
    You’ll need to think about where you’re going to host your interview, whether it’s a welcoming space, who will attend, and whether the candidate will present or just have a simple face to face conversation. 
  • Video interviews:
    Consider what kind of video meeting software you’ll be using, the background you’ll have in your video, and how you can present yourself as professionally as possible over a webcam. Always test the sound and camera quality beforehand and check whether all those participating are visible on screen. 
  • Phone interviews:
    Ask yourself whether you may need to record any phone interviews to go back over them later and how you can ensure you get a promising idea of what the candidate is like based on voice alone. 

2. Avoid Inappropriate Questions 

Inappropriate questions are becoming more common than you would think in legal interviews. While certain topics of conversation can feel like polite small talk at first, they often cause more problems than you’d think. For instance, asking people about what they did on the weekend can create an unconscious bias if you also have a shared hobby with them – but also at the same time, could be harmless conversation to break the ice. 

Unconscious bias could favour one candidate over another because you like certain things about their lifestyle or personality, which have nothing to do with the role or the ability to complete their tasks. 

Some other questions to avoid are: 

  • Where do you live?  
  • How did your childhood shape your professional life?  
  • If you could choose a different career, what would you choose?  
  • What is the worst trait of your previous manager? 

All the above questions could be classed as too personal, too confronting and encouraging speaking badly about others – all traits you want to avoid when interviewing someone for the first time and something you don’t need to hear to assess their capabilities for this role. 

3. Interview Styles and Formats 

There are many kinds of interviewing techniques that today’s business leaders and hiring managers can use, including competency-based or collaborative interviews, presentations, and group interactions to get a real feel for the potential candidates. 

Interviews are always best performed with two people from the hiring company, which can help avoid bias. It also gives those hiring the chance to discuss different opinions on those they are interviewing and not decide based solely from one person’s perspective and therefore giving the candidate a fair chance. 

Other methods are to consider using a first and second stage interview format before the final decision is made. In today’s environment, many first and second stage interviews can take place over Zoom or Teams so that it suits all parties involved. Carrying out interviews online also gives you more chance to interview more people, without the need for travel, time allocation and gives the candidates a better chance of being able to partake at a time that suits them and you best. 

4. Generalise Your Interview Questions 

Standardising your interview questions makes it easier to assess your candidates when you have interviewed several people for a role. It also means you’re less likely to allow unconscious biases to get in the way of your hiring decisions because you’re evaluating everyone based on the same set of guidelines, criteria, and questions. 

Create specific competency-based interview questions for the specific legal role in question, which allows you to score each potential employee based on their specific values, behaviours, and results.  

For instance, you can ask questions like; “share examples of times they’ve acted as a leader” or “shown exceptional teamwork”, and then make notes about their responses. Assigning scores to answers will also help you see who you should be shortlisting based on their answers compared to others if you are interviewing a larger number of people. 

Your interviews need to maintain a level of flexibility. It will be logical to ask follow-up questions to elicit more detail at times when needed if the candidate doesn’t elaborate themselves. 

“Tell me more about X or Y or why you decided to do B or C” are classic follow-up questions that work well to get more of an understanding of the candidates’ experiences.  

To make sure you know about a candidates’ hard skills, behavioural and soft skills there are some questions that LinkedIn Talent Solutions suggests you cover.  

  • “Say you’re negotiating a contract or administrative action or settlement in which the parties are far apart in what they want. Use a past example of this to talk me through your negotiation process.” 
  • “What would you do if you were asked to work on a case, contract, or business scenario that gave you ethical qualms? Has this ever happened to you—and what did you do?” 
  • “Tell me about a time you had to make a tough call that required you to decide between a gut feeling and the strategic decision-making of outside counsel.” 

5. Make Notes and Follow Up 

Finally, make sure you take notes as often as possible as you progress through the interviews. It’s easy to get caught up in the moment of the conversation and then forget everything you needed to know about the candidate when you come back to review later.  

Always set aside some time at the end of each interview to gather your thoughts and catalogue what stood out to you most about the candidate (good and bad) before heading into another interview or meeting.  

Making notes can also help when you’re following up with your candidates by allowing you to provide a more contextual and relevant message and feedback, should they be successful or not. Showing you remember what you said (like any requirements for their starting dates or training they need) shows the potential candidate you’re invested in working with them and that you are attentive to what they were talking about during their time with you. 

Remember, if you’re struggling with your interviewing process, it’s often helpful to seek some help from a specialist recruitment company like ourselves that can help with a lot more than just finding you new candidates – we can also give you advice on how to interview more effectively, with tips on questions you might need to ask. 

About Clayton Legal 

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

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Posted By

Lynn Sedgwick

Managing Director

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Legal Sector Hiring Trends: What Is Happening In The Market

The last few years have certainly seen monumental shifts in the hiring landscape from talent shortages to remote and flexible working.

There is more to come. The impact of the war in Ukraine and rising inflation due to fuel costs and supply chain issues will undoubtedly impact even more candidate decisions to move for more money as the year progresses.

At the end of 2021, there was a record 1.2 million vacancies according to the O.N.S. across all sectors in the U.K. More than fifty per cent of companies reporting staff shortages said they were struggling to fill vacancies.

Unemployment continues to decline, falling to 1.4 million in the three months to October 2021. While unemployment is still above levels before the pandemic, it is now below the average level in the five years before the beginning of quarter one of 2020.

Before we dive into the legal landscape, let us look at recruiting across other sectors first, which naturally will impact the business growth of the legal sector.

The Hiring Trends Index

The hiring trends index reveals that vacancies reached a record high in quarter one, although the growth rate is slowing down compared to the end of last year.

In the recruitment sector, this is known as a candidate-driven market. This is demonstrated by the fact that over forty per cent of businesses have increased their recruitment since the start of the year.

Most companies plan to keep hiring this year, with only 4% planning to decrease recruitment in Q2 2022.

A few points of note from the index, which are present across many legal firms in the U.K., is that companies are seeing an increase of over 20% in hours worked, resulting in one in ten employees leaving because they ‘feel’ overworked. This is connected to over a quarter of employers being concerned about their staff’s mental wellbeing.

All parts add to a complex hiring equation playing out for legal firms across the U.K.

The War For Legal Talent Will Get Worse

In a recent Law.com post, several U.K. law firm leaders were interviewed about their predictions for 2022. The war for legal talent was a key area for discussion on the back of an increasingly dynamic legal landscape in 2022.

Though several leaders predict a slowdown of the transactional surge that occurred in the last half of 2021, they anticipate a rise in restructuring, insolvency, and dispute work, which will continue to fuel what many call an “unsustainable” war between firms to attract the best.

In today’s marketplace, firms need to consider their benefits package overall. Though increased pay rises and higher salaries will carry on, law firms will have to focus more on aspects such as their company culture, the quality of clients they work with and how they look after and develop their staff.

This was backed up by a recent post in The Guardian, where Jon Boys, the labour market economist at the C.I.P.D. confirmed what is happening across the country. Employers are working harder than ever to keep their staff ‘happy’ and do more for them, be that better clients to work with or the option for flexible working.

As a result of market conditions, many firms are coming to the Clayton team seeking advice on how to improve their employer value proposition in the market, from salaries to looking at alternative working patterns that offer greater flexibility.

Work-life balance is no longer simply a buzzword in the H.R. departments of law firms that want to attract the right legal talent for their growth. Working hard is a given in most law firms; however, many legal candidates are actively considering moving to a more empathetic firm that will allow them to create some balance in their lives.

Alison Brown, an executive partner at Herbert Smith Freehills, a respected international firm, when interviewed by Law.com, also commented that firms need to create a culture that appeals to people. Giving people the best work with work-life balance would be the differentiator when legal candidates choose their next employer.

In summary, candidates are willing to move firms, but with an abundance of choice in such a competitive market, it remains a challenge for employers to truly stand out and offer compelling job opportunities in a Firm that has an already strong employer brand, and is able to articulate it’s vision, culture, and wider employer value proposition.

 

About Clayton Legal

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

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Posted By

Lynn Sedgwick

Managing Director

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The Wellbeing of Your Law Firm May Need Attention

It’s generally accepted that the legal profession works hard; consistently. Tight deadlines, huge caseloads and out of work hours have always been the accepted norm.

Yet the past few years have seen an explosion in the hours worked by many legal employees as the sector navigated the ups and downs of the pandemic and its concerned client base.

And it is taking its toll.

The Current Mental Health Challenges Legal Employees Are Experiencing

In a recent C.I.P.D. survey, the evidence suggests that the coronavirus pandemic heavily influences employee health and wellbeing.

The virus has and continues to disrupt due to staff absence, and in some cases, employees are suffering the after-effects of contracting the virus from long COVID. Although organisations are still committed to supporting their people, evidence suggests that activity in this area is starting to slip. A more holistic approach – based on the health risks and needs of the workforce – is much needed.

This was also confirmed by a post on Legalcheek at the end of last year that shared research from a Legal Sector Workers United (L.S.W.U.) survey, which reported that 71% of respondents agreed that their role had a negative impact on their mental health with only 14% saying it had a positive effect.

More than half of the respondents had been diagnosed with a specific condition, and almost seven out of ten described themselves as suffering from poor mental health.

The survey of 300 employees, including paralegals, solicitors, barristers, clerks, caseworkers and admin staff.

The main cause of this work-related deterioration in mental health seems to be material conditions in the workplace.

  • 219 people reported struggling to cope with long hours and overwork,
  • 122 cited pay as a key issue,
  • and 113 felt that the relentless pressure to bill and meet targets was a factor.

Shocking stats for all law firms to process, especially when the survey revealed that one in four law firms had no mental health support on offer for staff.

This comment is even more concerning as seven out of ten respondents said they would not feel comfortable asking for time off for mental health reasons and over half commented that disclosing mental health concerns would, in their experience, impede career progression.

It is no wonder that legal professionals are considering the workplace culture of their current firm versus others they could join.

So what can your law firm put in place to improve your legal team’s wellbeing? Here are several ideas.

Assess The Situation in Your Firm

Some of the larger firms we work with conduct a regular employee survey, though historically, asking your team about their wellbeing hasn’t been included.

Consider the nature of the questions you ask employees, and take proactive measures to ensure that respondents are safe from identification. Attempting to measure mental health and stigma in highly challenging environments like an overworked law firm may also skew results so that they are not representative of true employee sentiments.

This is stage one, as it is critical to know what you are dealing with first before you can implement a process to make a difference across your firm

Have Mental Health on Your Agenda

As in all areas of business, if you want an area to change, you must give it focus. I am sure your law firm has a business growth plan and ideas on succession planning, and you may be working with someone like ourselves on building your legal talent pipeline.

Your leadership team will have a strategic plan on how to take the firm forward, and in today’s business landscape, part of that needs to include looking after the wellbeing of your team.

As a first start, you can find some excellent resources on the Mental Health Foundation website here. In addition, assign a partner to the role of mental health lead in your firm. Consider engaging the help of external suppliers to help you implement an Employee Assistance Programme (E.A.P.) which is one part of a wellbeing solution.

E.A.P.s are intended to help employees deal with personal problems that might adversely impact their work performance, health and wellbeing. E.A.P.s generally include assessment, short-term counselling and referral services for employees and their immediate family – wherever they are in the world.

Support Managers To Coach and Lead Their Team

An easy start to improving wellbeing is to instil a coaching culture in your firm aligned with external training on mental health and wellbeing. As a manager trained in wellbeing, you can make a huge difference to your team.

Honest and open communication during regular catch-ups with your team members can help identify struggling people.

We know one law firm uses a traffic light system during conversations with green when everything is ok, amber when a few cracks appear that require help, and naturally, red for an extreme case and that individual needs support. The wellbeing plan has created multiple resources we can all now access to improve our mental health, so finally, I want to share a few examples.

 Provide Support Resources For Your Team

The way we think and listen to our thoughts can cause us to spiral out of control. It is no wonder that working with a coach proves to be a valuable support mechanism for many.

One firm we know utilises the help of an external coach, with team members having the ability to book sessions to help them navigate any stress they are experiencing.

Many of us accept that we lead busy lives, and the ability to handle overwhelm and calm can be facilitated in many ways.

Though it sounds counter-intuitive, there are several online apps that many individuals use with great success. The aptly named Headspace and Calm apps have over a hundred million users and provide access to multiple resources.

Develop Your Action Plan

Finally, improving the well being of your team is about taking action. We have shared several ideas and resources here.

In addition, the way many people worked remotely during the pandemic helped their work-life balance and wellbeing. We have written posts about the value of hybrid working here and, most recently, the move to a four-day working week here.

All of these ideas can be used to help your team improve their well being – although obviously need to be carefully considered alongside business strategy and key objectives.

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Posted By

Lynn Sedgwick

Managing Director

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Building Leadership Skills in Your Law Firm

The last few years have been challenging for the legal sector. Dealing with the fall out of the pandemic, increased workload, and the impact of overworking on employees’ wellbeing means that many firms also now need to uplevel their leadership skills alongside recruiting new lawyers into their team to lead their firm moving forward.

In turbulent times, everyone looks to great leaders for guidance. Leadership resonates throughout a business, and the quality of your leadership can be the difference between your firm’s ultimate success or failure.

Good leaders exhibit specific traits which allow them to inspire, motivate, engage, and boost the productivity of their legal team.

Today’s post shares five key leadership skills for today’s legal workplace to develop in your team and those to look out for as you recruit.

The Ability to Set Goals Based on a Vision

Great leaders have a vision. All successful law firms were started because the founder had a vision of what they could create.

As you build your legal team at every level, remember that employees often join firms because of the vision and direction shared during the interview, as well as fair pay and conditions, and the opportunity to work with great clients. Unequivocally, elements such as this should be communicated as part of the hiring process.

Innovating and reacting to change is part of a law firm’s growth and is necessary for development. So, it’s vital to deploy your strategy to manage challenges while considering that you need a solid business plan that indicates where you are adjusting and setting relevant goals.

Effective legal leaders ensure everyone is on board with the strategic plan and its ultimate objective – alignment across the firm will be key to success.

Greater leaders can tap into team creativity, developing a sense of purpose that develops an inspired team.

Setting goals in a S.M.A.R.T.  way can also increase performance – specific objectives that are challenging yet achievable are more likely to inspire your team and give them something to work towards collaboratively.

Clear Communication Skills

Part of sharing the vision is the ability to communicate both authentically and with authority.

Law firm leaders must develop the ability to communicate with people at every level, from a stressed-out client to every member of their wider legal team.

Effective leaders must be able to express ideas and information to the people they want to lead.

Successful communication also involves clarity of message, which happens when leaders ditch the jargon and listen to what is important to their team.

As human beings, before we mentally agree to follow someone, we need to feel listened to by our leaders.

Decision-Making Ability

It is easy to assume that everyone in the legal profession has good judgement alongside the ability to make decisions. This occurs as lawyers handle complex caseloads, though not always when addressing challenges in the team or performance managing a difficult employee.

Lawyers are generally confident individuals by nature. However, making decisions in a team setting isn’t always as black and white as it might first appear, as highlighted by Daniel Kahneman, the Nobel Prize-winning professor who developed prospect theory which shifted opinions on decision making.

To make a good decision, you need to understand how different choices change the likelihood of various outcomes and how desirable each of those outcomes is. In other words, decision making requires both prediction and judgment.

Focus on listening and gathering data from your team as you would for any case you are handling, and you will notice how your decision-making ability improves.

Create a Learning and Development Culture

Here at Clayton Legal, we often ask candidates applying for roles whether the law firm hiring has a development culture and one where the team is encouraged to grow and develop. A stronger leader will make this part of the plan for their firm.

With advancements in digital platforms, online learning is easy to implement alongside more formal events in your firm.

Create a training program for your law firm’s team that allows them to engage at their own pace and with topics that interest them personally. These topics should be largely focused on the team member’s speciality and what your firm needs from them, but it’s also valuable to offer the opportunity to learn about areas outside of their speciality.

Being Accountable

Being accountable for both actions and results is the hallmark of a great legal recruit. This is even more vital when we consider the approach of our legal leaders.

Leadership accountability in your law firm is an essential component of a healthy culture. But what is an accountable leader, and how do they drive business results?

Being accountable suggests that leaders are ultimately responsible for outputs, which is true.
There are multiple layers of accountability, including business performance, company culture, client experience, and the legal workforce itself.

For leaders to be accountable, they need to be committed to the business and its people. They must take their role as people leaders seriously, building trust among team members. Accountable leaders clearly communicate their goals and objectives to their teams to foster alignment and team focus. They accept responsibility when things go wrong and give credit for success where it’s due.

What Next?

The legal sector experienced increased growth last year. Many firms are looking for new legal leaders and hires for their teams. This is where Clayton Legal can help. For a conversation about your legal talent growth plan, do not hesitate to contact one of our team.

 

About Clayton Legal

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

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Posted By

Lynn Sedgwick

Managing Director

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Standing Out on Social To Attract The Legal Talent You Want

Love it or loathe it, social media continues to have a major impact on the world, from breaking news to building businesses.

During the first part of 2020, the number of people using social media hit an all-time high. We all clambered for connection and collaboration to understand what was going on in the world and how this might impact our professional and personal lives.

Data from Statistic, the number one global business data platform, reveals how many people use social media currently in 2022.

Social Media Stats That Might Shock You

I am writing this post in May 2022, so the figure for most channels will have increased depending on when you read this.

With roughly 2.91 billion monthly active users as of the fourth quarter of 2021, Facebook is the most used online social network worldwide. There are approximately 42 million U.K. Facebook users.

With the U.K. population being around sixty-seven million, over 75% of the U.K. have a Facebook account.

Instagram has 1.1 billion users worldwide, with approximately 31 million of these residing in the U.K.

LinkedIn has 810 million global members. In March 2022, LinkedIn had over 33 million users in the United Kingdom, of which 56.5 per cent were aged between 25 and 34 years old. Overall, 23.5 per cent of users were aged between 35 to 54 years old.

Twitter is losing popularity, although there are still over 200 million users globally with just over 18 million active accounts here in the U.K. It remains to be seen what the impact of Elon Musk’s recent interest will be.

The latest social platform everyone is talking about, TikTok, has over a billion users, though only 8.9 million registered U.K. accounts as of January this year.

The term ‘social’ is general and covers multiple channels.

So, if you consider the likes of YouTube, with over 2.6 billion users and podcast listeners growing exponentially and predicted to hit 120 million listeners this year, I suspect the volume of users you could access with your business and talent attraction messages may have surprised you.

Many law firms invest in marketing and business development, and I am sure your legal marketers understand how pivotal social media is as you build brand awareness. Alongside a Google search, social channels are often the first place a prospective client can find you and get a sense of whether you are the law firm to work with.

You only need to look at your own behaviours as you search for a supplier. I suspect you will check them out online first before engaging with them.

Here is the thing; this is exactly what legal candidates do before they agree for us to send their CV across. They want to know if you are the law firm that ticks all their boxes.

No matter your personal opinion of social media, the multiple channels we all have access to can enable law firms across the U.K. to control the narrative of their brand to impact their business growth, AND in relation to talent attraction, highlight your law firm as the one to join.

Let us explore how you might do this.

Understand What Legal Talent Wants

Here at Clayton Legal, we have placed over 5,000+ legal professionals during the last twenty-three years, and every day across our team, we are in consultation with hundreds of candidates who share what they now want in their legal roles.

The best legal talent knows their worth more than ever and are looking for a position that challenges them yet also where they are part of an inclusive culture and have great clients to work with while having the ability to reclaim balance in their lives.

Knowing what legal candidates are looking for, how are you communicating ‘why you’ across your social channels?

Picking Your Channels

Earlier in the post, I shared all of the current main social channels worth considering as you build the conversation about your law firm.

Legal talent and clients can potentially find you anywhere; therefore, make sure you have claimed and are using all the channels I have mentioned. A quick Google search of the U.K.s top law firms reveals they have a presence across the board on social media.

Because of the volume of users of social having a presence will also improve your visibility on the search engines. Clifford Chance is a well-recognised and respected firm that dominates page one of Google with its LinkedIn, Youtube and Twitter channels.

Build a Content Plan and Use Multi-Media

LinkedIn is a natural vehicle to build your profile. The current platform allows you to have a company page, a newsletter, and personal profiles for every team member.

Your company page is easy to follow and allows you to share the level of clients you work with and your firm’s culture.

Share your CSR activities and celebrate the team and what they are achieving consistently.

And if your partner’s profiles are not communication channels for your law firm, they need to be. As we all know, the legal market is a tight-knit community, and your firm’s leading lights can be a magnet that attracts the level of candidates you want.

As an experienced legal recruiter, we can find the top talent you want though confirming you are the firm to join needs your input.

Video, photographs, podcasts, and content can be huge convincers of what it could be like to join your legal family; therefore, communicating consistently is key.

Social media is the ideal platform to communicate your employer value proposition; we wrote an article last month on how to re-energise your legal employer brand that you can access here.

Remember that all social channels are free to join; however, you can advertise inexpensively on all major platforms.

The acceleration of the capability of A.I. means that you can increase the reach of your impact to clearly defined audiences across the likes of LinkedIn, Facebook, Instagram, and Twitter.

Your Recruitment Partner Can Help

When it comes to understanding what legal candidates want and how to communicate this out into the market, we can help. We have detailed knowledge about what is important and key now; therefore, we can help you navigate the process and create your plan.

Because of our time and connections in the market, we can find the talent you want; however, your input is needed as you demonstrate what a career move could be like when they choose you.

What Next?

Though many workplace sectors experienced poor growth last year, the legal sector was not one of them. Therefore, it is vital to stand out in your market more than ever. For a conversation about your legal talent growth plan, do not hesitate to contact one of our team here.

 

About Clayton Legal

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

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Posted By

Lynn Sedgwick

Managing Director

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Your Legal Career Checklist

When was the last time you sat down and reviewed to what extent you are meeting your career objectives?

And I don’t mean your annual review with your line manager; I’m talking about your deeply personal career goals and intentions.

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 have created the following checklist to provide you with a snapshot of whether you’re on the right track.

When you work through this checklist, it is essential to remember the reasons you got into your current role in the first place.

What did you set out to achieve in your career – did you plan on making a certain amount of money in a specific timeframe?

Was your move into your current role related to what was going on in your personal life? For example, were you about to leave home, get married or were you saving for a deposit for a house?

And also, what is important to you about the company you work for? Do you fit in with your company’s culture? Do you have a good working relationship with your colleagues and managers?

If your current role or company is not fulfilling you in the way you had hoped, or if the pace has slowed down recently, it could be a sign that you need to start making some big career decisions – is it time to move organisations?

Read each statement below and decide on how much you agree, using the following scale –

1 – Strongly disagree

2 – Disagree

3 – Neutral

4 – Agree

5 – Strongly agree

So, let’s get started!

Career Checklist

1. I am progressing the way I want in my career.

2. I have achieved some of my career goals, and others are within reach.

3. I enjoy my work and look forward to going in each day.

4. The people I work with are very supportive and friendly.

5. I feel like a valued member of the team I work within.

6. My manager gives me the right balance between support/guidance and working under my initiative.

7. I feel I make a difference within the company I work for, rather than just being a number.

8. The company I work for really invests in supporting me to achieve my goals.

9. I can see a clear progression path within my current company.

10. I am happy with the level of training and personal development offered by my current employer.

11. The company I work for believes in me and trusts me to do my job well.

12. I feel that my company enables and supports my focus.

13. I am recognised and rewarded for my work.

14. The sector I work in really interests me.

15. I am happy with the location of and commute to my place of work.

16. I feel my company offer a fair and competitive commission structure (if applicable).

17. The monetary remuneration I receive has enabled me to achieve goals in my personal life (i.e. buy a house, go on my dream holiday, etc.)

18. I feel I have the right work/life balance working for my current company.

19. I am happy with the way my working day is structured.

20. I can see myself staying with this company for a long time.

What Did You Score?

Tally up what you scored and take a look below at some of the points you may want to consider when thinking about how you want your career to progress in the future:

 

20-40

Alarm Bells! This score says your career isn’t going to plan, and you are probably not enjoying your current role. We suggest thinking about why you aren’t enjoying your position or not achieving what you want. It might be time for you to move on or think about whether your current company or role is for you. Do you need a more supportive environment, better career progression, or even a change of sector?

 

41-60

Room for More A better score, which suggests you enjoy aspects of your job, but there’s lots of room for improvement. For example, you might like the people you work with, but you feel you aren’t personally getting the support you need to achieve your career and personal goals. You need to consider if you can see changes happening in your current company by speaking to your manager, or if you feel working here has run its course and to progress, you need to move on.

 

61-80

Meeting Some Goals You’re neither very happy nor unhappy, though you wouldn’t describe yourself as completely engaged. Which means that if the right opportunity came your way, you would consider it. When you feel this way, sometimes the grass isn’t always greener on the other side. You need to decide if you want to move, why is this? Understand if it’s just a case of you only feel like this when you have a bad day or if it’s more often.

81+

Loving Life and Your Job You are achieving your goals, meeting targets and enjoy the place you work. There may be small elements that you feel could be better, but they aren’t big enough to make you think about working somewhere else. However, we suggest you don’t become complacent. Sometimes, being in a company for too long can demotivate you in the long run. If you’ve been working with the same company for a while, is it time for a fresh challenge with new people?

 

If this checklist has prompted you to think harder about what your current role and company are providing you with, and it has made you realise that now is time for a change, then get in touch with Clayton Legal today. We can help you in deciding what step to take next to further your Legal career.

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Posted By

Lynn Sedgwick

Managing Director