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Prepare, excel and get the job with our legal interview checklist

  • June 28, 2018

You’ve crafted a great CV, made a stellar application, and you’ve been selected for interview. Congratulations! You can rest assured that your personal brand is working well if you’ve been selected for an interview. But don’t be complacent. Now the work to secure you your ideal role really begins.

Performing well at interview is not about being a legal genius, it’s about the small practical things you can do that will give you the best chance at success. View the interview as an opportunity to enhance your personal brand further – our interview checklist will help you prepare for the challenge and to secure the best outcome.

Here’s a brief overview of what you need to know.

Practicalities

First of all, arrange time off with your current employer. Don’t just go AWOL on the day, as you want to retain good relations with the firm that is currently employing you. Gather all of the relevant information from the recruiter – the who, what, when, where and format of the interview. Allow plenty of time to reach the destination and factor in time to find a parking space if the office is in a busy city centre location.

Research, research, research. The best way to ensure interview success is to be clear what the job involves, and what is being asked of the candidate. If it’s a multi-stage interview process, ensure you have plenty of examples to showcase your skills as repeating the same anecdote will risk you sounding like a one-trick pony. Breadth and depth of experience is much more impressive to partners and hiring managers than a solitary moment of high achievement.

The interview

While progress may be slower than in the business sector, the legal profession is becoming more diverse. From the number of solicitors working in-house in corporate roles to the ways in which law firms choose to structure their practice, the landscape is changing. That’s why it’s important to be flexible and open to different ways of working – and your interview is the ideal place to show those qualities off. Look the firm up online, take time to understand the role and prepare for questions you may be asked ahead of time. Just make sure that you answer the question you’re asked on the day, and you’re not just shoehorning what you want to say into the conversation.

If you have a phone interview initially, speak slowly and clearly. You may well be on a speaker phone in a meeting room – not favourable acoustics at the best of times – and you want to make sure that everyone in the room hears you.

Whatever interview stage you’re at, bear these tips in mind:

  • Hone in on your skills and have the job spec in front of you – or at least review it before your interview. Relate your past experience to what the new firm is looking for.
  • Be specific when talking about your experience. The STAR method helps you to answer questions fully while staying focused. It stands for Situation, Task, Action, Result. Explain the situation you were faced with, the task that needed to be done, what action you took, and the end result.
  • Asking about development opportunities is fine, as this shows that you want to stick around, but do not ask about salary or benefits!
  • Your reasons for leaving may be a question the interviewer asks, so have a professional answer prepared. It’s OK to be honest but do frame it in a positive light – saying that the firm was moving in a different direction to where you wanted to go, or that you feel you’ve achieved all that you can in the post will be sufficient.
  • Don’t talk down your current employer. Following the previous point, this is absolutely vital. Any unprofessional or personal comments will not win you brownie points with the interviewer.
  • Ask the interviewer questions, for example: the legal specialisms of the firm, how they plan to grow, or where the partners want to take the firm. It’s important you show an interest in the firm you may work for.

Popular interview questions still revolve around the topics of: teamwork, business development, planning and organisational skills, client focus, initiative, and motivation/drive for results. Consider these interview questions and how you might answer them. We’ve put some tips and tricks to give you a head start:

1. Tell me about one of the toughest groups you’ve had to work with. What made it difficult? – What did you do?

Talk about why the group was tough, without talking down other people. Was there a deadline, or a challenging area of the law you had to address, for instance? Focus on your actions, not other people’s.

2. Tell me a situation in which you were able to turn around a negative client? – What was the issue? – How did you accomplish the turnaround?

Again, don’t vent about the client. Explain how they came to be upset. Demonstrate that you took positive actions, like listening and being patient, to resolve the situation.

3. Give me an example of when a mistake you made provided you with a learning experience?

This isn’t a trick question – we all make mistakes, so don’t say you haven’t! Focus on how your rectifying the mistake resulted in a better way of working for you, the team or firm.

Celebrations and learnings

So, you excelled at the interview and have been offered a position – great news! However, if you didn’t receive an offer this time, don’t panic! You can still take a lot away from the experience. Ask the interviewer or your recruitment consultant for feedback – understanding areas where your interview performance could have been better gives you insight into what to change next time.

Our interview checklist for legal candidates is full of practical tips and information to help you make the best of an interview. From preparation to the actual interview, it has everything to help you land your dream legal job. Visit our website or call 01772 259 121 to request your free copy.

And if you enjoyed this blog, you may also like to read our blog top tips for your first few weeks. Don’t forget to have a look at our recent job vacancies too.

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Navigating recruitment to your ideal job in law

  • May 29, 2018

Finding a new job is tricky. Knowing where to look and assessing the opportunities that are available can be baffling. Yet that doesn’t stop many solicitors looking for their ideal job. The Law Society published extensive research in 2015 on how to develop legal careers and enhance the return on talent. The findings showed that 26% of solicitors planned to move jobs within a year, rising to 35% among millennials.

So how can solicitors navigate the choppy seas of recruitment to success? A clear plan and an experienced recruiter at your side make a lot of difference. Our two-stage guide gives you all you need to know.

Stage 1: Planning

Job search methods

The legal job search has undergone significant change in recent years; much like other professions, solicitors are looking to the internet more and more when searching for their dream role. Our 2018 Salary Survey shows that the use of the internet in legal recruitment continues to grow and includes channels such as social media. There’s still a place for more traditional methods of recruitment, however, you’ll need to be online to give yourself the best chance of success.

Don’t forget about the power of your network either! Word of mouth and personal referrals can be a powerful way to get in front of the right person. Alert contacts that you’re looking for a new role, attend seminars, events and put yourself out there. It could well be a case of who you know, not what you know.

Understanding the opportunities that are available

Be clear about what’s on offer out there. Assess which skills are in demand in your region or city. Are yours in surplus or high demand? Do you specialise in a particular area of the law, or do you have broader skills such as experience working abroad or in a coveted sector that could be an asset? There are opportunities out there, but it’s having the patience to figure out how they could work for you that will give you the greatest advantage when you put yourself in front of a prospective employer.

Consider your personal development and aspirations too, and what a new job means for your aims. Would you be willing to move for a job, commute, or learn something new? Balance your needs and expectations versus the demand and reality of what’s available.

Stage 2: Enlisting help

Recruiting the right recruiter

A recruiter is potentially the job seeker’s best friend – but to put your trust in them to find the right role, you’ll need to feel sure that they understand the job requirements. A specialist legal recruitment agency can be a real help here. Sixty-eight per cent of firms say that they prefer to use specialist legal recruiters to source candidates: partnering up with a recruiter who has industry contacts and a fine-tuned knowledge of the legal sector gives you the best chance at getting in front of the right people.

Clarity on skills: a two-way street

Make it really clear to the recruiter just how your skills and experience fit with what the firm is looking for. They will then be in a strong position when putting you forward for consideration. Equally, ensure that you’re comfortable with what’s being asked of the candidate by the firm. That way, when you reach the interview stage you’ll feel calm, prepared and confident and will make a good impression.

Landing your dream role isn’t easy. And when you’re eager to get stuck into something new the process of job hunting often feels endless. However, if you spend a little time doing your research and enlist the help of an experienced recruitment professional it makes a great difference. And when the recruiter knows the legal industry and the intricacies of your role the weight of job hunting is taken off your shoulders – and you’ll be in an exciting new post before you know it.

If you found this blog of interest you may like to read our other post on 5 Tips for handing in your notice.
Or if you’re looking for that perfect role, then check out all the vacancies we have available, and please do register your CV with us.

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Moving jobs: Factors that influence your decision

  • April 30, 2018

Looking for a new position is a big commitment. It takes time to research what is available and how that fits with your career plans. Then there’s the applications, interviews and time spent investigating your options. The decision to move is not taken lightly, so if you do decide to seek a new role you want to feel reassured that it’s the best fit for you. Our blog offers some important factors to consider, from small issues that add up, to weighty issues that influence your decision.

Monetary motivation

Cold hard cash is a major motivation factor when legal candidates consider a job move, and this is particularly true among fee earners. The temptation of earning more money with a new firm can prove too tempting to resist.

A North-South divide is something that’s often referred to in conversations around salary, and this is something that is borne out by Clayton Legal’s own research. We found that a solicitor with three years’ PQE could expect to earn a minimum of £50,567 in London. The equivalent salary in the North was £18,500 lighter at £31,979.

And it’s not just the money but the accompanying career opportunities that can be a powerful draw to London. Boasting international prominence and a diversity of work and firms available, solicitors’ decisions to continue their working lives in a new location can be swayed by the opportunities afforded by practising in the capital.

Gender pay gap

The gender pay gap has been a hot topic of discussion in the lead up to the April reporting deadline. This is particularly true in the legal sector, as the Financial Times reported that legal firms have largely opted not to follow the big four’s inclusion of partners in gender pay gap reporting and have instead decided to exclude partners from their reporting. While it’s early days to make any clear judgements as to how this might affect solicitors’ decisions to move jobs, it could lead to a shift in employees wanting to work somewhere where there is pay parity between genders or, at the very least, clarity on pay – including partners.

Non-monetary rewards

Salary can be a powerful reason to leave a job, yet non-monetary rewards can be just as motivational. Things such as contributions towards a gym membership, flexible or remote working, or medical cover for the employee plus dependents and a spouse can be sufficiently tempting.

Personal perks offered by a job or working in a certain location are often major considerations for many solicitors. While London offers a fast pace of life and a vast array of career opportunities, other locations may appeal to people in different circumstances.

Somewhere quieter might be preferable for parents with children, while a job close to extended family might suit someone who helps care for a relative. While money can prove tempting, personal circumstances are often a more powerful motivational force, and will likely continue to be so as our population ages and younger generations play a part in caring for elderly relations. Finding a firm that supports flexible working or considers part-time hours can be invaluable to the workforce and might be the push that prompts the decision for you to move firms.

Management in practice

Issues of management are often cited when candidates are looking for a new job. This can translate as anything from: how workloads are managed in the firm; whether there’s an opportunity to gain managerial experience or increase management responsibilities; how the practice as a whole is managed.

If you’re looking to further your career and feel that managerial training is not forthcoming it might be a signal to look elsewhere. Alternately, if you have ideas of your own and are looking to influence how the firm is run you might want to consider moving on if the possibility of a senior or partner position seems remote.

Stay or go: your own list of reasons

There are many factors that influence your decision to stay with or leave a legal firm. Sometimes a large issue such as a firm’s stance on gender pay gap reporting can feel too big to work around or adapt to and can only be resolved by moving. Equally, smaller issues that combine to make a larger picture can be just as compelling in the decision to seek a new position.

The most important factors to consider when looking for a new job are the ones that matter to you. Whether that’s money, work/life balance, a comprehensive benefits package or proximity to family, only you can decide. Think carefully about what’s on offer with your current firm and weigh that against what a different firm can offer – and how that sits with what you want.

If you found this blog interesting, why not have a look at our other post on how to get a promotion in 5 simple steps. Or if you’re looking for that perfect role, then check out all the vacancies we have available, and please do register your CV with us.

You may also like to download our guide on How to Develop Your Legal CV.

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How to attract and retain millennials

  • January 8, 2018

What characterises a millennial?

The defining characteristics of millennials – those born between 1980 – 1996, according to Pew Research – have been documented across a whole raft of research (notably from PwC and Deloitte), articles and books in recent years. The general consensus is that theirs, is a generation with a world view inevitably shaped by significant events such as financial recession, technological revolution and the rise of social media. As a result, they have less inclination to be motivated by money alone, a strong need for work / life balance, a commitment to their personal development, technological savviness, a preference for flexible working, an attraction to work which has social or charitable impact and a keen interest in diversity.

How millennials are changing the legal landscape

This crop of young lawyers is having a transformational impact on the workplace: according to legal services provider LOD, firms are moving from a ‘dormant, low-tech, individualistic system to a dynamic, high-tech, collaborative one.’ As In-House Lawyer magazine points out, over the first half of the 21st century, millennials will replace Boomers as the dominant demographic group throughout society: since law will be no exception, it is vital for employers to consider the ways in which they attract and retain millennial talent. Factors which have traditionally worked in the past, such as financial rewards, do not appear to inspire this generation in the same way.

Top tips for motivating millennials

With this in mind, here are our top tips for attracting and keeping our partners of the future.

  1. Create an agile work environment.
    Millennials are used to wireless, mobile technology that gives them the flexibility to work wherever they need – or choose to. Offer remote working where possible and provide a secure means of access to the information needed to do their jobs when they aren’t in the office.
  2. Dispense with rigid hierarchical career paths.
    Research shows that millennials are inclined to be peripatetic: they will move from place to place and are unlikely to want to follow a highly structured career path to partnership at one firm. Instead, build alternative career paths that still allow top talent to prosper.
  3. Provide workload predictability.
    Of course there are times when work will inevitably ebb and flow but, where possible, try to ensure that workload can be anticipated in advance. The new generation of lawyers will graft hard but they value work / life balance so highly that if they can never make personal plans, they are unlikely to willingly remain in a role.
  4. Develop an inclusive culture.
    A generation that has grown up with social media is one that understands the value of an open platform of interaction, collaboration and dialogue. Again, a hierarchy where voices are kept separate will not appeal. Instead, form project teams of various levels of seniority which encourage participation, mentoring and feedback between generations.
  5. Utilise their tech savviness.
    It’s clearly a fallacy that every millennial is an innately skilled programmer, but they are certainly more likely to be aware of the technology available to them. Manually sifting through paperwork will appeal even less when they know that there are faster, more efficient methods, if only the firm would invest in business intelligence or data analytics. Use their understanding of technology to drive innovation.
  6. Seriously consider diversity.
    Don’t just pay it lip service. The law firm of today should be fully committed to a culture of inclusivity. Set targets for diverse representation.
  7. Promote charitable and community involvement.
    It is important for millennials to feel that their vocation is worthwhile: financial reward is rarely their sole motivator. Involve them in work with social meaning. As a firm, consider the ways in which money and time can be used to benefit good causes.

So, leaders of law firms should be mindful of the fact that today’s millennials will be the partners of tomorrow, Succession planning now is vital: firms must attract and retain the best millennial talent in order to ensure the longevity of their businesses.

To find out how Clayton Legal can help you plan for the future needs of your firm, contact us today.

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

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New Year, New Job? Our top tips for January job seekers

  • January 2, 2018

The relaxation afforded by the Christmas break gives many busy legal professionals an opportunity to reflect on their careers. And, of course, January is a time for fresh starts and resolutions about the direction you want to take in the New Year. So, if you plan to make a career move, here are our top tips for lining up the right job.

Assess

Firstly, assess your current role and responsibilities. What are the positive aspects and what do you find is lacking? Now think forward to the end of next year. What would you like to be doing career-wise at that point? Are you seeking a change of organisational culture? Also consider your current strengths and achievements: where have you added value? Which areas do you need to develop? Do you need more training or experience in order to compete with other candidates? Many jobseekers find it helpful to talk to a specialist recruitment consultant about the current market and the prospective options available to them.

Research

Once you know what you’ve got, what you want and why you want it, you can move onto the next step of identifying potential employers that will help you to achieve your future career goals. Research and create a list of firms that you would like to work for, as well as making notes on what they can offer you and what you can bring to them. Again, if you have a recruitment consultant, they can help you shortlist firms that could be the right fit for you based on their network.

Update

The end of a year is a good time to revisit the basics and make sure that your CV and online presence reflect your achievements. Take time to update your resume and ensure that your LinkedIn profile is complete: add new specialisms and adjust the key words in your profile so that they reflect the aspects you wish to be associated with going forward.

Develop

Before applying for a role, it makes sense to put yourself in the best position to compete. Think back to when you assessed the areas in which you could develop. Recognise and utilise training opportunities provided by your current employer, or find a local or online short course in a relevant area. Consider how you could gain additional exposure and opportunities to demonstrate your skills and knowledge, such as writing pieces for your company website or a professional publication, or by volunteering on a committee. Think about where you are active outside of work: now might be a great time to find professional associations or groups where you can attend meetings and network with people who are in the field. Attend seminars and thought leadership events to ensure you are at the forefront of your industry and able to take advantage of the opportunities that are available.

Initiate

The final step is to find that job. If you haven’t already, register with a good specialist recruitment agency and discuss precisely what you are looking for so that they can contact you as soon as an opportunity arises. Revisit your shortlist of potential employers and see who is posting jobs, or make speculative applications. Let your network know about your job search as this might reveal an opportunity which hasn’t yet been advertised. Dedicating just ten minutes a day to, say, emailing a contact who works in a field of interest, could be fruitful.


If you’re looking for a new challenge in the New Year, get in touch today to see what opportunities we have available.

You may also like to download our guide on How to Develop Your Legal CV.

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

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Think you deserve a promotion? Here’s how to get it in five simple steps

  • September 29, 2017

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

Here are our five top tips.

Set goals:

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

Why do you deserve the promotion?

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

Shout about your achievements:

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

Get a meeting in the diary:

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

Be realistic:

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

Take a look at some our other blogs to gain some more valuable career advice.

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

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Legal employment opportunities increase across the UK

  • September 27, 2017

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

North West

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

South East

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

North East

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

Midlands

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

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

Take a look at some our other blogs to gain some more valuable career advice

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

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How to make partner: the route to the top

  • September 4, 2017

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

Be at the right firm

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

Nail the new business

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

Get a mentor

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

Play the long game

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

Become a natural networker

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

Sort your life out

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

What are your top tips on how to make partner?

Take a look at some our other blogs to gain some more valuable career advice

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

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Clayton’s North West legal recruitment analysis in Lancashire Evening Post and Bdaily

  • August 30, 2017

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

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

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

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5 tips for handing in your notice

  • July 28, 2017

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

Bringing it up

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

What to say

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

The counter offer

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

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

What to write in your resignation letter

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

How to deal with workplace emotion

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

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

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