Legal talent; often it feels as though there isn’t any! And it’s not just a feeling either; Clayton Legal surveyed law firms nationwide and found that more than 70% of firms believe that a skills shortage is one of the biggest obstacles their firm faces in 2018. And while the statistics make for sobering reading, it’s not all doom and gloom. There are specific steps firms can take to give themselves a better chance of attracting, and retaining, the very best talent. A strong employer brand and a reliable recruitment partner could make the difference your firm needs.

Building a brand: need to know

If you were asked to name a famous brand, there’s probably half a dozen or more that you could name off the top of your head. We’ve all heard of consumer brands like Coca-Cola, but what about employer brands?

An employer brand should be to your potential employees what your market brand is to the people that buy your services. It should be appealing and should essentially portray your firm as somewhere desirable to work – as it is, no doubt. An employer brand might showcase the following aspects of your firm:

• Success stories – what have people achieved since working in your practice?
• Culture – is it work hard, play hard, or do you encourage staff to pursue a healthy work/life balance?
• Type of work – is the work varied, challenging and interesting?
• Training and development – what opportunities are there to enhance skills, and how might a solicitor grow their career with you?
• Benefits – apart from salary and financial reward, what are the benefits of working for your firm over and above another?

Reassurance

Post-recession and post-Brexit, solicitors want to know that the law firm they decide to work for is a solid investment of their time and professional training. Firms need to reassure potential candidates that their prospects are good and that they fit together in terms of values.

A strong employer brand shouldn’t just work to attract new talent, it should help to retain existing talent. In fact, one of the most effective ways to devise a strategy for creating an employer brand is to communicate with your existing staff. Find out what motivates them, what they would like to see more or less of, and how their experience could be improved upon and you’ll have a good idea of what potential employees are looking for.

Getting the right support for your brand

Having an employer brand is a valuable asset and should pay dividends in the long term. A great employer brand, however, takes time and dedication to create, establish and maintain. And all the while the war for the top legal talent rages on. The very best legal talent work hard and it’s hard work to attract them to your firm too!

Working with a recruitment partner alongside your own brand-building activity can be incredibly beneficial. An established recruitment agency will already have their own brand and a good reputation, which reflects well on you and provides reassurance to the candidate. What’s more, a recruitment agency, especially one that specialises in legal recruitment, will have their ear to the ground and be able to keep you informed of candidate feedback, motivations and other considerations to be aware of when establishing and maintaining an employer brand.

Not just a helping hand

Clayton Legal’s report on Employee Branding firmly establishes it’s a key driver in recruiting the best legal talent. It doesn’t appear that the skills shortage will be coming to an end any time soon. The advantage of working with a recruitment partner is that while you’re busy building up your employer brand, they can access their existing pool of talent to find you the best candidate.

An agency that understands the legal job market is key too. They can use their extensive knowledge of the sector to filter out the very best talent that matches up with your needs. And while the skills shortage isn’t likely to disappear overnight, it can take a weight off your shoulders knowing that a professional is handling your firm’s recruitment.

If you’re thinking of creating an employer brand or think that your existing brand needs re-developing, then why not get in touch with Clayton Legal? We’d be happy to chat about employer branding or help with finding the best legal talent for your firm.

If you’d like to find out more about the benefits of using a specialised recruitment company, have a look at our blog on how to get the best out of your recruitment company.

A work-life balance is something that we’re often told we need, yet many of us are guilty of throwing ourselves into the work part, forgetting about paying the same attention to the rest of life. So how can you tell if your work-life balance is off kilter? We’ve put together a guide to help you recognise warning signs, how to achieve a more balanced situation, and why it all matters.

Signs your work-life balance is out of sync

The first step to achieving a more harmonious work-life balance is recognising when there could be a problem. If you’ve experienced any of these symptoms it could be a red flag that your work-life split is off balance:

• If you rarely leave the office at 5.30pm it could be a sign that your work-life balance is weighing too heavily towards work. Of course, everyone has those days when something urgent crops up at 5.25pm, but if it’s just you and a few stragglers at 6 o’clock, perhaps your work-life balance needs some attention. If it’s just you and the cleaner in the office at 7.30pm every evening, it’s time to start asking questions.

• You go to work, go home, eat, mindlessly scroll through Netflix and collapse into bed. Maybe you don’t even eat at home, you heat up a supermarket meal in the microwave and eat at your desk. You’ve no time for the gym, socialising or after-work activities. You’ll likely feel exhausted and have little interest in anything once you leave the office: these are clear indicators that you’re mentally drained and suffering from overwork.

• Feeling irritable and resentful towards your job, boss, company, or colleagues is a sure sign that your work-life balance is out of sync. There’s no denying that work can be stressful, and colleagues can be, how shall we say, trying at times. But feeling that way regularly, even daily, is a clear signal that your work-life balance needs reassessing.

How to achieve a work-life balance

When you’re in the cycle of working late and taking work home, either physically or mentally, it can be difficult to get out of the habit. One way to break the cycle is to schedule activities for after work. You could have dinner with a friend or loved one or make plans to go to an exercise class or running group with a friend: anything that involves meeting up with someone else. The activity isn’t important, the key thing is that you’re compelled to leave the office by a certain time and not let someone you care about down.

And if work has got you feeling blue, try incorporating exercise into your daily routine. Not only is exercise good for your physical health, it improves mental wellbeing too. Build exercise into your daily work routine and try cycling or, if it’s practical, running or walking to the office. The physical activity will boost production of endorphins, the body’s ‘happy hormone’, and blast away stress. Not into high-impact activity? Even a stroll around the block at lunchtime will help raise the heartrate, boost endorphins and just expose you to some fresh air and sunlight – that can’t be so bad, can it?

Why a work-life balance matters

There are many reasons to recalibrate your work-life balance if it’s swung too far in favour of work. Perhaps the most significant question to ask yourself is that if you’re not spending non-working hours with loved ones, or pursuing things you enjoy, are you truly contributing to your or their happiness? As the saying goes, nobody ever wishes on their deathbed that they’d spent longer at the office. Most people have to work to live of course, and it’s great if you love what you do. But give your happy hormones a boost and share that passion with the people that matter most. Because – and grab a tissue now, we’re getting deep here – it won’t be your boss, or your client, or Dave from accounts that’ll be by your side until the last.

On a lighter note, doing things outside of work makes you more well-rounded. Playing sport isn’t just good for burning calories and boosting endorphins, it enhances teamwork skills. Being surrounded by work all of the time leaves you mentally drained and with a disinterested attitude to everything else. Different activities stimulate different parts of the brain and can help you think differently, and therefore perform more effectively, while you’re at work. Plus, hobbies are enjoyable! And who would say no to a little more fun?

If you found this blog interesting, check out more of our blogs or if you’re looking for that perfect role, check out all the vacancies we have available.

Want some tips or advice? Call the office on 01772 259121 and speak to one of our experts

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.

What are the five main generational groups?

Today’s workforce comprises five generational cohorts, each spanning roughly fifteen years, all of whom have grown up in differing social, historical and economic contexts. Most people have heard of ‘Baby Boomers’ (people born between 1945 – 1964), ‘Generation X’ (1965 – 1979) and ‘Millennials’ (1980 – 1994). However, a new ‘Generation Z’ of those born in 1995 or later is emerging and, as the state pension age continues to rise, we are seeing more people working who are pre-Baby Boomers.

Can they work together effectively?

We can assume, quite logically, that employees of different generations will have unique traits shaped by the contexts in which they grew up and also that they will typically be at different stages of their careers. However, because times have changed so much between 1945 and today, it is also often presumed that employees will have varying motivators and aspirations depending on their age and will behave differently at work as a result. A global survey of 2500 executives by Future of Work Consortium, found that almost a quarter believed that ‘inter-generational cohesion’ was the most significant risk their company faced, suggesting that these multi-generational workforces create a climate of tension and misunderstanding.

But it’s not that simple. While each generation will have unique traits – for example, Millennials and Generation Z have been immersed in technology from birth – often they have more in common with each other than not. Ron Zemke, co-author of the book Generations at Work: Managing the Clash of Boomers, says: “Generational conflict is more likely to arise from errors of attribution and perception than from valid differences.” The key to effectively leading such a varied group of staff is to understand and respect differences, but avoid assuming people fit negative stereotypes. In short: treat staff as individuals.

So, with that in mind, what are the top tips for law firms with a multi-generational workforce?

1. HR professionals and leaders must create a culture where diversity is recognised and each generation’s different experiences, knowledge and viewpoints are respected and welcomed.
2. Create effective and collaborative multi-generational teamwork by publicly identifying each person’s skills in the group, i.e. “Claire practised in France for many years so could advise here.”
3. According to HayGroup’s thought paper, it is a myth that different generations need different management styles to engage and motivate them. Instead, firms should ensure that leaders are equipped to adapt their styles so that they focus on individuals, rather than attempting generation-specific leadership.
4. Employees, should receive coaching as individuals with their generational needs and career stage in mind. For example, Generation Z may be in most need of an onboarding and socialisation programme as they enter the profession and Millennials are likely to look for support as they seek advancement, particularly as managers.
5. Provide real time feedback, not just annual appraisals, so you are in tune with each employee’s ongoing needs for support.
6. Research shows that training preferences vary between generations. The CIPD’s Tapping into Talent report found that Generation X and Millennials preferred independent learning using computer-based training or the internet, whereas Baby Boomers and pre-Baby Boomers preferred more traditional classroom or paper-based training. Ideally, training should be tailored to individuals or a mix of both types used where possible.
7. HayGroup’s analysis of five million employees’ data found that all generations cite exciting and challenging work as the primary reason for staying at their company. Younger generations – unsurprisingly, as they start out in their careers – seek ‘opportunities to advance’ as the next most important factor, whereas at 55 plus, ‘meaningful work’ replaces advancement opportunities. Seek feedback from employees on how far these needs are being met.
8. Be forward thinking. Technology allows us to work anywhere, but many law firms still insist that people work at their desks. Digital natives such as Millennials and Generation Z may find this frustrating.
9. Consider how far remuneration packages appeal to each generation. Much has been made of most Millennials’ current inability to purchase property. According to a NexGen survey by PwC, most would now choose workplace flexibility, work/life balance and the opportunity for overseas assignments over financial rewards.

So, putting stereotypes of each generation aside, ultimately employees want the same thing: to be challenged at work and to have a good manager who acts as a coach and helps them achieve their specific career goals. Is your firm making the most of a multigenerational workforce?

To discuss how Clayton can find the right people for your firm, please contact us

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

Over the last couple of years, the legal sector has been hit by a skills shortage that isn’t showing signs of desisting.

The demand for private practice and in-house lawyers has been steadily rising, and increased competition for skilled employees has driven salaries up and put pressure on practices to re-evaluate their working culture.

The legal sector itself is currently undergoing a period of transformation as it learns to adapt to technological developments, shifts in demographics and the need to offer more clients better value for money – all of which demands firms to be more competitive and attractive in order to appeal to the best talent out there.

And while this may be good news for candidates, it does raise a question for businesses…

Is there really any talent left in the legal sector?

It’s true that there are considerably fewer legal professionals available for work in the UK than there once was.

Brexit has taken its toll; while future changes to rules around EU workers will no doubt have an impact, the very idea of Brexit itself has encouraged many legal professionals to leave the UK in search of better opportunities elsewhere.

And despite all this, demand for legal professionals with expertise hasn’t waned. Increasingly, companies are looking at ways of being able to cope with, and adapt to, the new legislative changes that are afoot – and in many cases, that means hiring mid-level legal professionals to help guide them through the process.

So, has all the top talent already been recruited?

Labour shortages don’t have to mean businesses “making-do” with below-par employees; it simply demands a re-think in the way they approach their recruitment, as there will always be good people out there. It just means firms need to actively consider strategies to become more attractive to potential employees.

When talent is a scarce resource, it’s important that practices are able to draw from the right network, insight and market expertise to find exceptional individuals for vacant roles. Capitalising on previously fostered relationships. For example, can be invaluable, and can provide unique opportunities to harness talent within the business.

Of course, it’s not simply about recruiting new candidates every time a new vacancy becomes apparent – there is a real need for practices and firms to nurture their employees and provide them with enough training, support and incentives, to keep them on-board and engaged, so that they can become the talent of the future.

As employee expectations continue to change, and legal professionals increasingly demand more, organisations will need to look closely at developing an effective talent strategy, so as to remain competitive, not just today, but for the years to come.

If you have your concerns over keeping and attracting the best people, perhaps we can help? Here at Clayton Legal we know the legal profession inside and out, so we’d be more than happy to help you find and recruit the top talent for your firm, as well as to advise you on talent retention. For more details on how just get in touch with our team.

London has long been the undisputed major legal market in this country. Parts of the capital have been dedicated to the practising of law since the Middle Ages and there are entire legal districts and landmarks – such as Temple and The Old Bailey – which make it synonymous with law even to those outside of the profession.

However, as a national recruiter, we’re acutely aware that there are several cities outside of London that are thriving legal hubs in their own right and are becoming increasingly desirable locations for firms and practitioners. So, what cities are thriving?

Leeds lawyers link easily with London

The legal sector in Leeds is the fastest growing in Britain, according to recent figures from the OFS. In fact, the number of jobs in the city increased by 20% between 2010 and 2015, compared to London’s 5% sector growth. Leeds has benefitted from the widespread trend of London firms relocating their offices and the ‘big six’ all have practices there. Excellent transport infrastructure means, that lawyers can easily travel to London, enabling them to offer the same range of services as their peers in the capital, but without the hefty fees. Leeds, has also seen a steady growth within its technology and digital economy, meaning there are plentiful opportunities for specialists.

Birmingham booms as a ‘legal city’

The recent ‘mini boom’ in Birmingham’s local housing market, fuelled a 68% increase in demand for the services of residential conveyancing professionals, according to our latest hiring index. In addition, there has been considerable growth in infrastructure, such as New Street Station’s £750 million transformation, leading to increased opportunities for construction lawyers.  The HS2 high-speed rail network project will continue this trend and provide a number of opportunities for transactional, regulatory, compliance and litigation specialists.

Manchester law firms mirror the city’s growth

Manchester’s buoyant legal sector, echoes the sustained growth of the city. Rapid urban development has led to a skyline of newly built towers, which house businesses and private residences. As a result, there has been continual growth within property and construction as well as finance and corporate law. Big firms such as Slater and Gordon, Clyde & Co, Freshfields and Nabarro have all settled in the city, supplying plentiful opportunities for the city’s legal professionals.

Bristol harbours major legal firms

A port city best known for its aerospace, technology, and research industries, Bristol’s knowledge-based local economy is a draw for legal firms with expertise in energy, transport, financial services and infrastructure. The Temple Quarter area has welcomed major firms such as Simmons & Simmons and Burges Salmon and key players such as home-grown Osborne Clark and TLT reported rises in their turnover during 2016/17, highlighting its viability as a second ‘legal city’.

So, as more and more firms continue to invest in these cities, the opportunities for professionals is vast. Gone are the days where it was deemed necessary to work in the capital to pursue a career in law.

If you’re a legal specialist seeking a new role for the New Year, get in touch today to see what opportunities we have available nationwide.

And, if you’re a firm seeking talent for your growing legal practice, we can help find your next hire.

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

1 in 5 UK law firms targeted by hackers last month

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

Prepare – or be doomed

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

The aftermath of a cyber-attack

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

Ensure you have cyber security expertise

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

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

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

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

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

Changing lives

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

Varied

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

Career progression

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

Huge earning potential

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

Perks

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

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

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

Why did you resign in the first place?

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

A question of loyalty

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

Is it just a stop gap?

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

Think long and hard before you make the decision

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

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

Just landed yourself a new job? Congratulations!  Your effort applying and interviewing has certainly paid off, however the hard work shouldn’t stop there. Now is the time to ensure you are not only fully prepared for the role, but also that your first few weeks are a success and demonstrate you are the right hire. So what can you do to ensure your first few weeks are a glowing success? Here are our top tips.

Build relationships before you begin

If you have a break between leaving your new job and starting the next, it might be all too tempting to put your feet up and relax. And while it is important to be well rested and mentally prepared, make the time to create the foundations for strong professional relationships. Write a personal thank you to your interviewer, or hiring manager, and take time to find out what you can about your new line manager and colleagues. It is also advisable to ask if there is anything you can do to prepare – is there any reading you should be doing or research about the firm and clients you will be working in? All this will position you as an individual that is serious about their career and passionate about making a good first impression.

Review your induction schedule

It’s likely that you will have received an induction booklet or handbook prior to your start date, make sure to set plenty of time aside to read them both thoroughly.  Pay particular attention to the dress code and give yourself plenty of time to source appropriate items. And if you haven’t been issued with a schedule or policy booklet, requesting one will certainly set a good impression with the employer. And remember, if you have secured your role via a recruitment consultancy, they will also be able to assist you with liaising with your future employer so make use of your contacts there.

The first few weeks

Regardless of how busy you might be in your first few days and weeks, it is vital that you take the time to introduce yourself to your colleagues.  After all, establishing the grounds for strong professional relationships not only creates a more enjoyable work environment, but it can also help you get to know the structure and culture of the business.

It is also advisable to schedule some time at the end of your first week to sit down with your line manager to discuss how you are finding the role. This will also offer the chance to get some initial feedback, and discuss anything you are finding challenging or would like more information about.

Professional development

The end of your first week also offers a great time for you to set yourself a 90 day goal which should include where you want to be and what skills you want to develop and acquire.  Once you have this in place, regularly review it to assess how you are progressing. And ensure that you make the time to review your skill sets and discuss opportunities to develop these – whether this is via internal or external training opportunities – with your firm.

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

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