When discussing the biggest drivers of change in the digital age over the last decade, it can be said that the influence that social media holds in this regard is almost unparalleled. Not only has it transformed how we communicate, work, network and collaborate but it has been directly responsible for so many success stories – both on a personal and corporate level, with social proof now being a key (and highly coveted) attribute in brand (and reputation) building, and directly responsible for ‘lead’ generation and growth. 

Social media in general is now integral to firms’ understanding of their market’s behaviour (and that of their customers/clients) and consequently their own value as a business. Many law firms today are well aware of its influence, and that these channels of communication are often the first place prospective customers can find them to get a sense of whether they are the right law firm to work with – as well as future employees. 

Where Does It Fit In Your Hiring Strategy?

 As far as hiring is concerned, it has now become an indispensable tool, given the potential scale of its reach, as well as the accessibility and cost-efficacy it offers compared to other traditional marketing means. With over 80% of jobseekers known to use social media in their job search and 73% of millennials (18-34 age group) having acquired their last position through a social media platform, its role in recruitment is only set to grow in the coming years, making the need to understand how best to leverage its value even more of an imperative. 

As such, we have outlined in this blog how you can utilise it to bolster your brand and business impact and highlight your law firm to candidates as the employer of choice.  

Picking Your Channels  

 A big part of effective marketing of your law firm on social media involves deciding what channels are best suited to support and further bolster your efforts. Not all channels will work to this end, and if not selectively picked, you could find yourself speaking into the void, with little understanding or clarity about whether or not your target market has a presence there, or whether it’s a good fit for certain demographics over others. 

LinkedIn remains the clear choice for any business looking to expand their reach and give their content maximum visibility to establish their brand as thought leaders and experts in their field – but also as an employer of choice that celebrates the success of their people, and champions individuals. 

Facebook is also a worthwhile investment reach-wise, particularly for building local organic brand awareness and community engagement.  

Instagram meanwhile offers a real opportunity for businesses to showcase their company culture, and show rather than tell the personality behind the professionals.  

X (‘formerly Twitter) works best for more real-time commentary and trend-oriented discussions, as well as quick updates. 

TikTok may not be the first channel that springs to mind when it comes to a recruitment focus – especially for traditional sectors such as Law – but there is no denying that it is a formidable force with global reach and attention, particularly amongst the younger demographics such as Gen Z who will soon become the dominant workforce cohort within the next year or so. Employee-led content could be utilised here if you have brand advocates, as well as being able to bring the working environment and culture to life. 

Whatever channel you decide to utilise, it’s crucial that you ensure it facilitates and supports the growth of your business, as a social media strategy done right offers an immense opportunity to not only influence the conversation amongst your target audience but gain a significant advantage over competitors and earmark your firm as trustworthy experts.   

Using Multi-Media to Build a Robust Content Plan  

 LinkedIn is a natural vehicle to build your profile – your company page is easy to follow and allows you to share the level of clients you work with and your firm’s culture but your employees’ profiles are an even greater channel of communication for your firm’s brand – as the platform itself favours individual and user generated form of content, particularly those that aim to establish thought leadership among their audience.  

Building a robust content plan that incorporates multimedia elements such as videos, photographs, podcasts, and compelling content is instrumental in conveying the essence of your firm and creating a compelling narrative that resonates with legal candidates – these can be huge convincers of what it could be like to join your firm; therefore, communicating consistently is key.  

Showcasing your firm’s achievements, CSR activities, and the personalities behind your legal team through engaging multimedia content can significantly influence legal talent’s perception of your firm and attract top candidates looking for a collaborative and supportive work environment.  

Authentic Employer Branding 

Sharing authentic and relatable content about your company culture, values, and employee experiences can provide potential candidates with a genuine understanding of what it’s like to work at firm  This could include employee testimonials, “day in the life” features, and insights into your firm’s mission and vision. Highlighting real stories can help build trust and connection with your audience, ultimately attracting talent who resonate with your company’s ethos and shared values. 

There are several ways in which this can be brought to lift too. A robust content plan that incorporates multimedia elements such as videos, photographs, reels/stories etc can all play their part in conveying the essence of your firm and creating a compelling narrative that resonates with legal candidates. 

Engaging Content Strategy 

Beyond traditional job postings, a compelling content strategy can include a mix of industry insights, thought leadership articles, and behind-the-scenes looks at your firm. By sharing valuable content that goes beyond recruitment pitches, you can position your company as an industry leader and an attractive place to work. This approach not only engages potential candidates but also reinforces the expertise of those who work there (‘future colleagues’) as well as the wider culture and demonstrable ways of highlighting you are on the pulse of the latest topics across the sector. 

Interactivity and Engagement – not just broadcasting 

Incorporating interactive elements such as polls, quizzes, and Q&A sessions into your social media strategy can foster engagement and dialogue around your employer brand – although this will need a little more thought and resource than posting/broadcasting your content out to your network. 

Interactive content encourages participation and can create a sense of community among your target market. This engagement can attract individuals who are not only interested in potential job opportunities but also align with your company’s values and culture – and can get involved in discussions that interest them (and also position your brand as being at the forefront of such topics). 

Spotlighting Your Brand Advocates 

Empowering your existing employees to be brand advocates on social media can significantly impact your employer branding efforts. Encourage them to share their work experiences, achievements, and industry-related content. Employee advocacy not only amplifies your employer brand to a wider audience but also provides an authentic and relatable perspective on your firm, showcasing what it’s like to be a part of the team. 

A varied multi-media approach here, and cross-channel marketing can be extremely effective in bringing this to life. 

Utilise Targeted Advertising: 

Leveraging social media advertising allows you to target specific demographics and skill sets – although will come at a cost, albeit one that can be controlled in line with budgets and outcomes. Tailoring your content to resonate with the talent you want to attract can significantly enhance your recruitment efforts. By using targeted advertising, you can reach potential candidates who align with your firms’ values and requirements, as well as basic information including location (if you are offering office-based roles) as well as job titles, level of seniority, experience etc.  

A Golden Opportunity or Added Complexity? 

Social media presents an unparalleled opportunity for law firms to showcase their Employer Value Proposition, engage with legal talent, and shape a compelling employer brand.  

As the number of social media users continues to soar, with platforms like Facebook, Instagram, LinkedIn, X, and TikTok boasting billions of active users, the potential to connect with and engage legal candidates through these channels has never been greater.  

One caveat with this rising phenomenon, however, is the added layer of complexity it adds to the recruitment side of things, as it now becomes an imperative for a business to factor it into their hiring practices and when it comes to navigating and understanding the evolving demands of talent attraction and retention in the legal sector, it can become even more challenging.   

Knowing When to Call In The Experts 

While these strategies are effective in enhancing your employer branding and attracting talent, partnering with a legal recruitment specialist can further augment your efforts. A recruitment specialist can offer valuable insights, industry expertise, and a network of potential candidates, streamlining the process of finding the right talent for your firm.  

Their understanding of the market and access to passive candidates can provide a competitive advantage in securing top-tier talent that aligns with your company’s culture and requirements – and those who have been operating for some time will almost certainly already have an engaged network of legal professionals on their own social channels who know, like, and trust them – and utilise their services when it comes to finding a new role in the market. 

By combining these modern recruitment strategies with the expertise of a recruitment specialist, you can maximise your chances of attracting and retaining the talent you need to drive your organisation forward. 

About Clayton Legal 

As a legal recruitment specialist that has been working with firms across England for over 25 years, we’d like to think we know a thing or two about how recruitment has evolved since the social media boom, and in that time have built up an in-depth knowledge of the industry as well as the necessary expertise to help our clients understand and meet the evolving needs of legal candidates. 

If you feel that your growth strategy could do with an extra leg up to ensure your firm’s employer value proposition is effectively sold to legal talent, we’re here to help. Give our team a call today on 01772 259 121 for an in-depth conversation about how we can resolve your hiring needs. 

When it comes to selling your value to recruiters and hirers alike, there is always some due diligence and preparation needed in order to ensure your digital profile is up to date and really sells the value you will offer to a new employer. 

Getting your CV up to date and reviewed is the most obvious first step as this humble document is still the main catalyst to displaying and demonstrating your skills and experience. 

However your LinkedIn profile is often seen as the digital version of your CV and more often than not, will be viewed in parallel with any documents you send directly in the application for a new role. Ignoring this as a marketing channel to ‘sell’ you and your suitability is a mistake some jobseekers make – but the truth is, it should be given the same care and attention as your physical CV, if not more. 

As the world’s biggest professional platform with over a billion users currently registered, LinkedIn is the place to broadcast your value as a legal professional and if utilised properly, can convey this in the most interactive and engaging of ways  ways that a CV alone can never achieve. The benefits it can provide and the edge it gives candidates willing to invest in maximising its potential are numerous and at times, it can be the only thing one actually needs to get a foot through the door of prospective hirers, particularly if you aren’t actively looking for a new opportunity, but would be open to speculative conversations about what’s out there. 

Here we look at why a polished LinkedIn profile is indispensable to your job search in the modern age and the quick, easy wins you can amass using a well-crafted profile to help earn – and cement – a place in a hirer’s shortlist. 

Headlines And Pronouns   

When talking about selling yourself, fewer things make more of a difference in your efforts than a strong first impression. As the first piece of text a recruiter or potential hiring manager will see and the second thing that will tell them about who you are, your headline is what will give the first impression of your skills, credentials and suitability for a role, and you have no more than 220 characters to make it count.  

It might be tempting to go with a simple “ Paralegal at X Company” but to hiring firms this is of little – if any – value. Rather, it is best, according to Mimax Senior Talent Partner Margaret Buj, to go with one of the below formats. You can choose any of the 3, depending on your PQE level, experience and skills but you’ll notice that each one concisely showcases your value in some way to prospective employers. This is because the key to writing a headline that captures attention, whatever the structure used is to succinctly paraphrase what you do and what you bring to the table.   

1. Role & Specific achievement, e.g. Solicitor at BLM.  X (significant) deals closed/X high-profile cases won.
2. Role & Years of Experience in practice area(s) and region, e.g. Solicitor at BLM. 5+ years of experience in dealing with insurance litigation, housing disrepairs and property damage in Liverpool.
3. Role & what your expertise is, e.g. Senior Lawyer at BLM. Business Ethics & Management, London. 

You can also add a few other things that make it easier for hirers to identify you in your headline, such as pronouns. The use of pronouns lets hiring managers, colleagues or online connections know how to address you and avoid any misconceptions.   

Fix Up – Look Sharp 

We live in an era where by and large, seeing is believing, and it is well-documented how influential imagery and media can be in any context, let alone when you want your profile to be viewed by potential hirers. 

 As such, a profile photo is more of a necessity than a luxury to your job searching efforts should you be looking to remain as visible as possible to prospective employers. As it is right at the introduction section of your profile, it is very likely the first thing people will see immediately after they land on your page and whether consciously or subconsciously, the first thing with which you will be assessed both as an individual and a professional. 

Now, to some this is seen as a potential hurdle to their job-searching efforts, as a photo can be a source of discrimination, considering it can also display ethnicity, age, gender, religion and more. While it is an unfortunate reality that certain individuals, hirers included, can write off a potential candidate with unconscious bias, it still serves you well to include a well-taken photo in your profile. There are a few reasons for this:  

Firstly, from a purely technical standpoint, profiles without a photo on LinkedIn are categorised by the algorithm as incomplete and are therefore less likely to show up in the search results to hirers and/or recruiters looking for profiles similar to yours.  

They also appear inauthentic, as profiles usually tagged as fake are those assumed to be the ones without a photo to showcase proof of identity.   

A photoless profile can also lead to a perceived lack of professionalism or ability to utilise LinkedIn, as to many hiring managers, it can be inexcusable to not have one considering the level of technology candidates have at their disposal to get one of good quality.  

On that note, it is only photos of such standard that will be deemed acceptable and not just any photo will do, so deliberate effort must be taken to ensure a photo that showcases a good blend of professionalism and personality is used. Remember that your photo is what will most strongly be associated with your professional image and reputation, and what you carry everywhere with you, whether on LinkedIn, another platform or in real life. If your photo is taken on an evening out with friends from several years ago, then it is absolutely right to review and replace with something that illustrates who you are on a professional platform.  

Are You Easy to Contact? 

If your profile has garnered the attention of a recruiter or hiring manager, and boxes are being ticked on potential suitability for a role, the next step is to make direct contact.  

The quickest way to kill your chances of being selected however is a failure to include basic contact details like a phone number and an (appropriate) email address – something a surprising number of candidates still fail to check.  

Make sure these are all present and clearly visible in your profile, and that the email address provided is as professional and easy to read as can be. Avoid the likes of informal addresses like tenerifedan69@gmail.com or something indicating personal information as this can trigger subconscious biases. Ensure that this sense of professionalism is reflected in other details present in your profile such as your LinkedIn URL and any possible links to portfolios or achievements and keep them short, clean and easy to access.   

If you wish to add anything you have written such as white papers written papers or links to any recorded work done at conferences or events, then you can include them in your featured section. Regardless of where you add them though, make sure these are present in your profile if possible, as they give recruiters a chance to see more of what you can dover and above generic job descriptions and your ‘About’ section.  

Your About Section  

Contrary to what some may think, this is not a simple regurgitation of what skills and credentials you’ve got on your CV. It is your opportunity to buttress your case for your suitability and is what people will be next interested in if your headline catches their eye.  

 Think of it as an extension of this part of your profile – if your headline sparks the interest then your About section will do the heavy lifting when it comes to converting that interest to action. Therefore, make the best use of the 2000 characters you are given in this section to write relevant, useful information that sells your skillset and any successes you have seen (that is attractive to potential employers). 

 Some examples of ‘what good looks like’ from LinkedIn themselves can be found HERE which may give you an idea of how to give yours an upgrade.  

Putting Your Best Foot Forward

Underneath your photo and headline you will see buttons that allow you ‘add profile section’ or add a frame to your profile picture. Both can be useful in providing more information on your job-seeking status, as well as adding more depth and insight to your personal profile and achievements. 

 The ‘open to’ button will give you three options, but as a jobseeker the one to select is ‘open to work’. If you are currently not employed this is one of the easiest ways to let recruiters and hiring managers know you are a potential candidate without even clicking on your profile. Failure to have to take this step can actually keep you out of an employer’s shortlist, as it may lead them to assume you are not open to any potential opportunities. However it goes without saying that caution should be taken if you are currently employed and your current employer is not aware of you looking for a new role.  

In the ‘add profile section’ you can add core information (education, skills), recommended (certifications, courses, links to white papers or presentations you’ve delivered), and additional (pro bono work, languages spoken, test results and more). 

Whichever section you choose to enhance, we recommend that you write this first person to avoid sounding pretentious, and to give readers a little flavour of your personality. Do you volunteer? Can you speak Russian? No one wants to hire a robot, and these added extras can help to make you more of an attractive prospect to would-be recruiters and employers.  

That said, ensure that, whatever you choose to add either in this section or throughout your profile, they tick the below boxes:  

• Does it showcase your competence as a legal professional? 
• Does it communicate your value, with supporting evidence? 
• Does it help you stand out?  

Walk the Walk and Talk the (Right) Talk  

Equally important to your job-searching efforts is what you actually say and do on the platform, as this can often tell hirers and recruiters a lot about who you are and whether or not you are worth their attention, without even clicking on your profile.  

The content you post, repost, share and take the time to comment on communicates how you want others to interact with you on the platform, whether you are aware of this or not. 

Therefore, ensure that you have no track record of any ill or inappropriate communication on your profile and the content you interact with. Get rid of any comments that are distasteful, controversial, or aggressive in nature and keep your feed as clear of such content as possible. This is not to say that personality is unwelcome on LinkedIn but it should not be at the expense of your professional reputation and especially, your job-hunting prospects.  

Instead, focus on sharing content that showcases and demonstrates your commitment to professionalism, growth and value in your area of expertise. This will tell anyone that sees you on the platform through your interactions that you are a communicator who likes to stay on top of their game and has a finger on the pulse of the industry and specialism.  

Do you share (and comment on) 3rd party news relevant to your practice area? Do you champion awards or events linked to your current firm, or the wider legal industry? If so – it’s always worth glancing at your own feed from time to time to sense-check how those looking at your profile see your activity and how you interact with your own professional network. 

Similarly, if you list networking or relationship-building as a skill, but your feed is like a ghost town – there is also a disconnect, so will need amending where necessary.  

It’s not (Just) What You Know… 

 Following on from this point, capitalise on endorsements from colleagues and clients as these can be significant green ticks to employers and recruiters. Social proof remains a great influencer in people’s decision to ‘buy’ or in this case, get in touch to find out more information and whether online or otherwise, should not be dismissed as a waste of space to include in your profile.  

Any recommendations or endorsements you have acquired, you should be adding regularly and if you don’t have any, don’t be afraid to ask. You will be surprised how willing people can be to give you a recommendation (especially ifyou offer to give one back in return). 

Finally, 

The key to building a standout LinkedIn profile starts with all of the above but it certainly doesn’t stop there. Your reputation is only as good as the amount of investment you put into maintaining it, and this applies on LinkedIn just as much as it does in real life, so establish a routine that helps you stay on top of your online presence and keeps your status up to date. 

In today’s dynamic professional landscape, maintaining an up-to-date LinkedIn profile is not just a formality; it’s a strategic necessity. Your LinkedIn presence serves as a digital representation of your career journey, skills, and aspirations. It’s often the first impression you make on potential employers, recruiters, clients, and collaborators. By keeping your profile current, you signal to others that you’re actively engaged in your field, open to new opportunities, and committed to professional growth.   

Furthermore, a well-maintained LinkedIn profile can enhance your visibility, credibility, and networking capabilities, ultimately opening doors to unexpected opportunities and fostering meaningful connections.  

 So, whether you’re actively job hunting or content in your current role, investing time in curating your LinkedIn profile is a proactive step towards shaping your professional narrative and advancing your career journey. 

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.  

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 in light of where you aim to be. When you dig a little deeper, is everything working out as you expected? Or do you need to make some changes in order to stay on track to meeting 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 where you stand at present career-wise and whether you’re on the right track.

When you work through this checklist, it is essential to bear in mind the reasons you are where you are in the first place.

What did you set out to achieve in your career – and what does doing so look like up to this point? Did you plan on meeting certain financial goals by this stage of your career or have your ambitions been driven by more personal goals?

An equally important point to consider is what you value most about the firm you work for. Do your values fit in with what the firm’s culture prioritises? Is there a synergy present in your working relationships with your colleagues and managers?

If you find that your current role or firm is not providing the satisfaction you had hoped it would, or that the pace of your progress has gradually petered out, then it could be a sign that some important decisions need to be made regarding your career sooner rather than later.

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!

Things aren’t going to plan, and you are probably not enjoying life in your current role. We suggest taking some time to reflect on the possible reasons behind your dissatisfaction and what needs to change to have them resolved. This can be anything from your current workload and position within your team to your working environment and even your practice area.

41-60

Room for More

A better score, which suggests there are aspects of your job you enjoy but also a lot of room for improvement. For example, you might like the people you work with, but feel that there is a lack of support present within management to help you meet medium or long-term career goals. You will need to find out if there is any commitment on the part of the management team to implement changes, and assess how concrete said plans for change are. Speak with your manager and outline your concerns as well as what plans they have in this regard. Whatever the outcome of the conversation, you will have either gotten a clearer picture of what your future at the firm looks like or a clear indication that your tenure there has run its course.

61-80

Meeting Some Goals

You’re neither happy nor unhappy, though you wouldn’t describe yourself as entirely satisfied. Meaning that if the right opportunity came your way, you would be weighing up your options. Whenever you feel this way it’s important to bear in mind that sometimes the grass isn’t always greener on the other side. If you’re leaning towards a move away from your firm, have a think of why this is your preferred option. What you want to be sure of is that there is no impulsivity driving your decision-making and that an exit is needed because of a bad career move, not a bad day at the office.

81+

Loving Life and Your Job

You are achieving your goals, meeting targets and enjoy life where you work. There may be elements of your work life that you feel could be better, but they aren’t big enough of a negative to make you consider working elsewhere. However, we suggest you don’t let complacency set in, as being in your comfort zone for a certain period of time can sometimes lead to that and prove counterproductive to your progress in the long run. If you find that despite being happy with where you are in your career, you haven’t taken any major steps forward in the last year or two, then a fresh challenge could be the jumpstarter you need.

Hopefully this checklist has prompted you to think harder about your career goals – and whether or not you are on track to achieve those with your current employer. If the final score however has intimated a change may be afoot, your next wise move is to call on the expertise of a recruitment specialist who can further challenge those thoughts; find out exactly what you are looking for from an employer and uncover the potential reasons you are ready to look at new opportunities in the market.

At Clayton Legal, we have been committed for the past 20 plus years to helping legal professionals build a career they can be proud of, whatever stage of their journey they might be at. If you are at a point where that next step in your legal career is unclear going into the new year, then we can give you the guidance you need to make your start in 2024 the strongest possible one. Give our team a call today on 01772 259 121 or contact us here.

If you just got that confirmation email or call from the hiring firm offering you the job you’ve long been hoping to land, then chances are you’ll have already punched the air in triumph and let out a huge sigh of relief at the conclusive news, thankful that the hard part of the job searching process is now behind you.

And while it’s certainly in order to celebrate such wonderful news with friends and family and give yourself a well-deserved pat on the back for making it this far, caution is advised at this junction – as there is still a transition period you are to navigate successfully, especially when there is still your resignation and notice period to manage.

Perhaps the most pertinent when discussing the activities involved in a thorough due diligence post-job search is the topic of counteroffers, an aspect of the transition process that presents a challenge to legal candidates often regardless of what they might have on offer from their soon-to-be employer.

According to the latest CIPD Labour Market Outlook report, 40% of UK employers have made a counteroffer to departing employees in the last 12 months and among that number, 38% matched the salary of the new job offer while 40% exceeded it. With employers increasingly reliant on counter offers to retain their key staff and a skills shortage across the industry to contend with, these findings point to two indisputable facts that any legal candidate on the brink of leaving their current role faces at present:

• The chances that you will be made a counteroffer are higher than ever before.
• It will likely be a tantalizing prospect to consider, regardless of whatever offer you’ve got on the table.

All of this to say, it isn’t an issue you can afford to take lightly, simple as its solution may seem.

So, what happens when you break the news to your current employer with your resignation letter at the ready and your current manager provides a counteroffer, asking you to stay?

While the promise of extra benefits, money, or extra responsibilities from your existing employer might be tempting, they usually point to a few red flags that make accepting a counteroffer ultimately a bad move for your career in the long run.

Here are 5 reasons you may want to think twice before accepting the new offer on the table:

1. Counteroffers Don’t Solve Underlying Issues

Moving from one job to another isn’t a decision most legal professionals will arrive at on a whim. There will be a lot of time and thought gone into weighing the pros and cons of leaving your current role, and from every possible angle, before deciding to take the leap.

When you’re given a counteroffer, it may address one or two gripes you have with your existing role (such as a low salary), but it’s unlikely to tackle every major issue that convinced you to leave. When faced with one, it’s a good idea to take a moment to ask yourself why you wanted to take this new job in the first place.

Is your current role lacking the challenge you’re looking for at this stage of your career, or are you planning on moving in an entirely new direction? Perhaps the culture or lack of flexibility are a constant source of headaches at your firm. If the sticking points with your role aren’t resolved by the counteroffer (which tend to be the case if these sit at the root of your concerns as culture and career development are not as simple a problem to fix as salary concerns) you should absolutely be turning it down and moving on with your new job offer.

2. An Unwelcome Change in Dynamics

Whilst it is well within your right to explore alternative options if your needs aren’t being met professionally and personally, an inevitable by-product of accepting a counteroffer after making your departure known to your employer is the impact it will have on your relationship going forward.

There’s a good chance your employer will have lingering questions about your loyalty after accepting the counteroffer, and this can manifest in ways that will eventually come to undermine the reasons that sit behind your decision to stay.

You may see yourself getting passed over for promotions, or find your employer actively looking to hire for your position to fill the gap you’ll leave when you do eventually jump ship, all because they consider you a flight risk.

As they will (somewhat understandably) no longer have the same level of trust they once did, there’s likely to be an uncomfortable and awkward dynamic at play, even if they do end up going in the other direction and working harder to keep you happy.

3. A Growth Plateau

Career development often involves moving between different roles, taking on new responsibilities over time and stepping out of one’s comfort zone constantly to keep the trajectory of one’s growth on the up. While there is the benefit of quickly climbing up the ladder in one law firm and building up experience working within a particular team or role, staying put for too long can be as damaging to your career prospects in the long run, as it keeps you out of the loop on what opportunities are ripe for you to expand your skills and experience and consequently stunt your growth.

When deciding if a counteroffer is worth accepting, ask yourself if it keeps you on course to achieving your short and long-term career goals. Compared to the job you presently have lined up, does your existing role get you closer to meeting those key milestones any faster?

Remember that a higher salary won’t bridge the gap that an unrewarding role leaves. Yes, the money will certainly be a welcome incentive but that will quickly become irrelevant if your existing role isn’t pushing you in the right direction. It’s important that you keep your end goal in mind when considering a counteroffer and avoid any ill judgement based on the promise of monetary value.

4. With Great Investment Comes Great Scrutiny

Given the gravity of the skills shortage prevalent in the hiring market today, keeping a hold of top talent has become a lot more of an urgent imperative for businesses across the industry. As firms increasingly opt for desperate measures to retain their key personnel, it has become commonplace to see employers rush to offer a more handsome remuneration package to save themselves the stress of scouring the market for an adequate replacement.

While this is good news for candidates currently without a role, it is a double edged sword for anyone considering the prospect of a counteroffer. This flexibility towards a salary/benefits increase can and often does mean employers  become increasingly wary of how much you warrant the extra investment down the line and can lead to them actively looking for tangible evidence you’re worth it right away.

Having this extra scrutiny placed on your performance, conduct and attitude – down to the smallest of things – can be a stressful experience, even if you are conscious you are well-deserving of 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 some of these responsibilities aren’t ones you asked for or are fit to handle, and that’s because your employer simply wants to ensure they’re getting their “return on investment” from you.

5. Risk of Regret

Job changes can be stressful and worrisome, but they can also present incredible opportunities to tap into your potential as a legal professional and build a stellar career for yourself. If you’ve been offered a job at another firm, and you’ve said “yes”, then chances are there’s clearly something about the new role that appealed to you.

Maybe you loved the level of flexibility it offered and don’t have an opportunity to get that kind of work life balance at your current firm. Perhaps you were interested in branching out into a slightly different aspect of your practice area and won’t get the chance to explore that in your current role. Bear in mind that any unfulfilled desire will always be there in the form of regret if you do nothing to change your circumstances when opportunity knocks at the door.

Although you’ll have the comfort of not having to get accustomed to a new working environment or team, you’ll also be left constantly wondering what would have happened if you had followed through and moved into that new role.

Counteroffer Strategies 101

It’s always worth preparing for a counteroffer in advance before approaching your manager with your resignation letter. Think about how best to pass across your rejection to their offer politely and firmly, and whether there are still any important factors at play that warrant you seriously considering passing up the chance to make a new move.

By far the best way to add that extra layer security to your preparation is to work alongside a specialist legal recruiter throughout a process. They possess a great deal of knowledge about the job application process, from both a hiring and employee perspective and are best placed to help alleviate any doubts you might have about your current options – counteroffer or not.

If you find yourself at a critical junction in your legal career with no clear pointers on how best to advance, then you’re in luck. At Clayton Legal we make it our goal to simplify the job-hunting process as much as possible for legal candidates, whatever the complications involved may be, and would love to give you the helping hand you need in navigating any uncertainties about the next move for your career. Give our team a call today on 01772 259 121 or contact us here.

About Clayton Legal

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

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. 

The end of one year and the start of another is typically when our thoughts start to turn reflective about our work and home life.

Questions to ask yourself to further in your legal career:

• Are you where you want to be?
• Did the challenges of this year highlight that you’re not entirely happy in your current role?
• Are you where you want to be in your legal career?
• Did you level-up this year and want to flex your new skills in a role with more responsibilities and a higher salary?
• Have you been toying with the idea of a change but have been dissuaded thinking that now isn’t the ‘right time’?

All of these thoughts will be going around in the minds of many legal employees. Even more so this year, after such significant shifts have happened in both our work and personal lives.

Today we look at how legal candidates can start planning now to take advantage of legal career opportunities in 2023.

What Do You Want from Your Legal Career?

This year has provided many of us with additional time to reflect that we didn’t know we needed.

The extreme circumstances of emerging from the pandemic have been the catalyst for some significant mindset shifts.

Some legal employees found that during their firm’s time of crisis they were truly working within a team and for an organisation that they were happy with – for others, it provided the clarity to realise that they were not.

In some cases, there might have been certain career opportunities that you were promised which have not come to fruition, and this year might have shone a light on your employer’s dedication to your training development.

The rise of remote/ hybrid work this year has highlighted the importance of flexibility for both legal employers and their employees.

Even next year, when the pandemic is long gone, how many will want to stay remote on a full-time basis?

Many legal employees have seen the value of not just remote work, but a flexible approach to working, and will be looking for this from their employer.

I spoke to a candidate recently who was looking for a new role due to their employer’s inability to be flexible with remote work even though it was a success during the lockdown, and I’m sure there are many other candidates in a similar position.

Another area where candidates are placing their focus on is their training and development in a post-pandemic world.

Training and Development

Of course, this year has not been easy for many firms, but employees must feel assured that their employer is invested in their development.

Some law firms were quick to adapt digitally and offer staff all of the help and support they needed to work from home successfully. But other legal professionals have found that they were not supported in a way that is conducive with career progression.

Even despite the pandemic and economic crisis, there are legal firms who have continued to train and develop their teams this year.

Are you regularly being supported and offered training and development in your current legal role, or has it been put on hold because of the pandemic?

If you feel that your employer is not providing you with substantial development opportunities, this is a sign to look for a role with a company that will.

So, where are the challenges and opportunities within the legal sector for 2023?

Redundancies and Skills Shortages

Like all industries, the legal sector has had areas that have suffered due to the pandemic and others that have thrived.

Personal Injury law is one area where we have seen redundancies, whereas property law, Conveyancing and Family Law has been in high demand.

There are currently skills shortages across Conveyancing and Property Law, so consider this if you are considering a 2023 career move, but talk to your legal recruiter about where the opportunities are in your area.

If you are going to be applying for new legal jobs in 2023, now is the time to revisit your CV.

Getting Your Legal CV Ready

January is historically a buoyant time for the jobs market, and 2023 is set to be no different.

When looking for a new role, you will want to appear to prospective employers as the legal candidate to invite to an interview – and you can do this with some tweaks to your CV.

Think about what you can offer potential employers based on the challenges you have faced and the growth you have achieved this year.

Employers are looking for emotionally intelligent employees with a growth mindset who can flex. Demonstrate how you have overcome challenges this year in regards to remote working, helping your employer as well as your colleagues through the challenges of Covid.

Digital skills and the willingness to learn are going to be essential in 2023 too.

For example, “In my role this year, I used my previous cloud knowledge to help our firm make the switch from office-based to home working. I stepped up and offered to be the facilitator and help my colleagues remotely with WFH challenges such as digital file-sharing and taking digital payments”.

If you need assistance tailoring your legal CV, we can help. Contact us here or call our team of legal career experts on 01772 259 121 to find out more.

Next Steps?

Where do you want to be at the end of 2023 in your legal career?

Some great and underutilised and underdeveloped legal candidates are staying put because of perceived risk, but now is the time to think about what you want.

We can help you with career planning, CV writing, your legal job search and setting up interviews.

Get in touch with us by calling 01772 259 121 or contact us here to discuss your legal career options for the new year.

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.

Though some of the challenges of hiring in the last couple of years are beginning to diminish, the legal sector is still a skills-short market. Trends like the “Great Resignation” and an increasing demand for global, remote work are leading to massive turnover for all kinds of companies.

Since any law firm can’t thrive without the right employees, it makes sense for every business leader to think about how they can improve their hiring strategy in this new landscape. Ensuring you have the right plan in place can help you to attract the most sought-after talent, improve your chances of employee retention, and strengthen your employer brand.

Here are some of the hiring strategies generating powerful results for law firms.

1.    Adapting to Your Candidates’ Changing Priorities

The first step in ensuring you can successfully hire and retain legal talent, is knowing what your candidates really want from their employer. In the last couple of years, the evolving workplace has led to the development of new priorities for many staff members.

Today’s employees still want to get the salary they deserve, but they also want:

• Empathy: A focus on respect, empathy, diversity, and inclusion will be crucial to attracting candidates in any environment. Showcasing your empathetic side will help you to attract employees who share the same values as your business.
• Flexibility: Today’s employees want more flexible roles. With the rise of cloud technology, it’s possible for some legal jobs to be more hybrid, remote, or flexible than they once were. Some companies are even exploring concepts like the 4-day work week.
• Development: Your employees want to see a future with your company, and a path for them to improve and enhance their skills. Have meetings with your team members to identify their current and long-term goals, and how you can help them reach them.

2.    Leveraging a Specialist Legal Recruiter

Recruiters are one of the most valuable tools you’ll have in your hiring strategy, particularly when they specialise in your industry. An experienced legal recruiter will be able to help you identify the most important things your candidates are looking for when you’re writing your job descriptions and interviewing potential employees.

Recruiters can also save you significant time in collecting applications from a diverse range of backgrounds. Their existing presence in the industry means they already have access to various environments where they can find people to fill your talent pipeline.

With a recruiter, you’ll also have access to support and guidance to help you with everything from improving the interview experience, to making your job listings more impactful.

Just remember, to get the most out of your legal recruiter, you’ll need to walk the line between clarity and flexibility. It’s important to be clear about the things you really want from your candidate, but don’t get lost in the search for the perfect unicorn employee.

3.    Enhancing Your E.V.P.

In today’s digital world, employers have endless opportunities to learn more about their potential candidates by looking at their social media profiles and personal brand. However, it’s worth remembering your candidates also have the same opportunity to evaluate you.

Before considering whether to accept a job offer or even send in an application, most of today’s candidates will research your brand. It’s important to make sure your offer and E.V.P. (Employer Value Proposition) stands out.

Start by assessing your current employer brand, and what you communicate to potential staff members. Are you active on social media, constantly sharing valuable information about your company culture and the growth of your team members? Do your employees talk positively about you on social channels and review sites?

Next, consider your job offer and how it compares to roles available from your competition. Are you delivering the same level of flexibility for your new candidates? What can you provide that your team members can’t get elsewhere? Remember, organisations who implement a successful employer brand cut their cost-per-hire in half!

Your legal recruitment professional will be able to help you with cultivating the right employer brand.

4.    Upgrading the Candidate Journey

In today’s changing landscape, employers need to make sure every stage of the candidate journey is as convenient and engaging as possible to avoid losing the attention of top talent. With the help of your legal recruitment agency, look at every touchpoint you’ll have with your candidates, and how you can update them to suit the current trends.

For instance, are you posting your job listings on social media, so they’re easy to find, and making sure it’s easy for your candidates to learn more about the role on your website? When candidates apply for a role, how will you interview them?

Video and remote interview processes are becoming increasingly common, particularly for remote and hybrid roles. You may also need to think about:

• Following up with candidates: How will you keep your candidate engaged by following up and providing insights into their progress?
• Onboarding: How will you onboard your team members when you decide who to hire, and how can you make them feel like part of the team as quickly as possible?
• Diversity: How will you ensure you’re making hiring decisions without bias, and you’re respecting the concept of diversity, equity, and inclusion?

5.    Planning a Comprehensive Strategy

Finally, it’s worth remembering that being prepared will save you a lot of time, effort, and money in today’s skills-short market. Rather than just rushing to fill gaps in your legal team when someone leaves your workforce, it’s worth thinking about your long-term talent strategy.

Work with Clayton Legal to build a talent pipeline, filled with diverse professionals from different environments, who can add something valuable to your team. When creating this pipeline, don’t just think about the skills you need now, but the expertise you may need in the future.

A good talent pipeline will mean you always have somewhere to turn to access crucial talent when your company needs it most.

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 3,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers.

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

The 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.

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. 

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. 

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.