It’s often said that we spend a significant portion of our lives at work, and for legal professionals, this commitment is even more pronounced due to the substantial investment in their careers. Finding the ideal career fit is crucial for overall happiness and well-being, particularly concerning factors like compensation, professional satisfaction, and workplace culture. Recent trends underscore a noticeable shift in candidate priorities in these areas.

However, navigating the job search process can be challenging, as success in the initial stages often hinges on factors beyond individual control. Many individuals struggle to find the necessary guidance to navigate this journey effectively – whether they’re freshly qualified and looking for their first legal role, or indeed a seasoned professional who may not have been on active job market for several decades.

What’s more, ATS and CV-scanning tech, competing candidates and evolving industry demands are just some of the challenges that meet candidates at the screening stage and while a well-written CV can significantly improve success rate, the following one presents a challenge that tends to bring most right out of their comfort zone, that being the oft-dreaded interview.

Nerve-wracking, daunting, and often a stumbling block for many candidates (or so it is perceived) it forces you to sell yourself convincingly and succinctly to demonstrate that you are quite literally the right person for the job – a skill not easy to master in the legal space, but one that need not be difficult to learn.

Here we look at what makes a great interview, how to make that first impression memorable, and how to use the meeting to your advantage as well with expert legal interview tips that work.

Fail To Prep At Your Peril

Starting with the golden rule of all interviews – your preparation should leave no stone unturned in covering all bases. You should want to go into the interview well-aware and well-prepared for what impression you intend to make on the hiring manager.

To this end, your first objective should be to think about what you intend to get out of the meeting. Yes, you are there to impress and prove your candidacy but how you do this through your answers and overall communication will differ somewhat from interview to interview. To get started ask yourself the following:

Q: What kind of first impression do I want to give my employer? If the job description asks for an adept problem-solver with the ability to lead a project, then your first port of call is to ensure that you’re ready to showcase those characteristics during the meeting.

Q: What are the key messages I want to communicate – whether verbally or non-verbally? If your interviewer could only go away from the meeting remembering one thing about you what do you want it to be? Is it the expertise or wealth of experience you have in your field or perhaps the drive you have to continue finding ways to deliver in your role? How are you going to make those messages stick?

While these can seem tricky to figure out at first, they don’t need to be – as there is a myriad of resources now available at your fingertips, and even more so when you utilise the services of a specialist legal recruiter. Their knowledge and experience in supporting candidates at this juncture of the process, as well as the profile and requirements of the employer, can prove instrumental in making your preparation foolproof and equip you with the know-how you need to nail it on the big day.

Know Your Audience

When it comes to preparation, be prepared to get specific. By delving into the finer details of the position in question and gaining insights into what success looks like in the role, you’ll equip yourself with the knowledge to articulate how your skills and experiences align perfectly with the firm’s needs. This proactive approach not only showcases your preparedness but also demonstrates a genuine interest in the role and the law firm. Key areas deserving your attention during this research phase include:

The firm’s brand and personality – are they corporate or have more of a family feel?

Their vision, mission, and values as well as any terms, words, or phrases that communicate this most effectively. A good place to find this is on their website, on an About Us or similar titled page where their mission statement and value are outlined

Interviewer profile: This is something your recruitment consultant will be able to help you with – although a simple LinkedIn search will give you a head start not just on their own area of expertise, but any content/posts they publish which may indicate their personality, their passions and their impact on the sector more generally

Reviews: Seek out reviews on the firm on the likes of Glassdoor company to get a gauge of what it’s like to work at the firm. Some individuals also leave reviews about the legal interview experience itself – invaluable to get an idea of what to expect

Digital Footprint: Company news or updates via press releases on industry websites and articles – in particular any recent big wins achieved by the business that has been publicised online. If you’re able to show you are as invested in the firm’s success as they are, you will significantly improve your chances of landing a killer first impression.

It’s worth taking into consideration the type of interview you can expect as well, as this will guide your preparation accordingly. Again, a recruitment consultant can help in this regard, as they can give you pointers and tips on what the hiring manager will be expecting and how best to prepare if you will be required to give any presentations or take any assessments.

First Impressions at Your Legal Interview; Making Them Count

As the famous saying by Oscar Wilde goes, “You never get a second chance to make a good first impression.”

Approach Legal Interview Questions With Confidence

While it’s not possible to prepare for every single question that can come up in a legal interview, there is still much you can do to ensure you are ready for what may be thrown at you. Starting with the questions themselves, make a list of common interview questions relevant to the role that you are likely to be asked, and use the below guide when crafting your answers for each one.

Use examples in your answers that specifically point to how you demonstrated the key characteristics they are looking for. The job description is a great reference point in this regard, as it will help to tailor your answers to the requirements of the job in question, no matter what question you are asked.

Don’t be thrown off by complicated questions: The question “What’s your biggest weakness?” can be one of the most overwhelming for candidates. A good way to answer this is to think about something skills-wise you’re struggling with but show how you’re working to improve. For instance, maybe nerves tend to get to you when doing public presentations, but you’ve been taking regular speaking classes in your own time to overcome your anxiety and improve your delivery.

Make a note of key numbers and statistics that can back up the statements and examples in your answers. Numbers, percentages, and other quantitative data make a real impact in interviews and add greater credibility to your accomplishments as they are actual quantifiable results that speak for them.

Remember that you will likely also be asked why you applied for this firm and your role in particular, and your research into the business will be key in crafting a good answer to this question. Try to highlight some key facts about the company how you as a person and a professional relate to them, and how the role allows you to do something that both you and the firm value in your professional life.

Once you’ve written out your answers, have a friend or colleague (or even your recruitment professional) go through these with you in a mock interview. It may seem a bit overkill, but it can help to boost your confidence and smoothen your delivery.

Don’t Be Put Off By Competency Based Questions

Competency-based questions often start with the phrase: “Tell us about a time when”. They’re designed to give the firm insight into how you react to specific circumstances. To prepare for these kinds of behavioural questions, it’s good practice know your way around the “STAR” technique.

The STAR method asks you to take an example of impressive behaviour from your past and arrange it into a particular structure. The acronym encourages interviewees to:

• Situation: Describe the circumstances relevant to the question.
• Task: Outline the details of your responsibility in that situation.
• Action: Explain the action steps that you took to address these challenges.
• Results: Talk about what your actions achieved.

Using these four steps to shape your anecdote will make it easier to deliver a highly focused and relevant answer.

Projecting Confidence in Your Legal Interview

Equally as crucial as thorough preparation, confidence plays a pivotal role in bringing out your best self on interview day and should be considered an integral part of your readiness. While interviews typically emphasise verbal communication, how you deliver your responses often matters more than the content itself. Many candidates find managing nerves challenging, yet overcoming this hurdle is less daunting with the right mindset. Effective preparation is essential, but seizing control of your interview experience involves additional strategies.

A few ways to increase your confidence before the big day include:

Have a go-to response ready when you need a moment to think. If you feel you’re prone to or fear blanking at the most inconvenient of times, then this can help to steady the nerves in the moment. Something like “That’s an excellent question. Let me think about that…” can be useful in buying yourself the time you need to get going again.

Using visualisation to mentally rehearse: A useful tip to implement when rehearsing your answers is to do so while visualising in as vivid a manner as possible, what the interview experience might be like. Remember, that this is intended to be a simulation of the real thing, and as such questions shouldn’t be rushed, and professional attire is a must when practising. If there are any parts of the visualised interview that you’re particularly nervous about, practice them with a friend.

Relaxation techniques such as meditation and mindfulness are also worth learning for those who find anxiety a real issue in high-pressure moments, or their daily lives, and help to avoid getting stuck in their head and ground them in the present moment. That said, it should not be a substitute for a good night’s rest, as you want to be performing at max capacity on the day. Lack of sleep will only make that much harder to achieve.

Practising positive thinking: Negativity can get the better of us at times. If you’ve yet to experience the breakthrough you’ve long been waiting for in your job search, you may be getting a sense of déjà vu at this junction and perhaps even write yourself off before the big day arrives, expecting the worst of yourself in front of the interviewer. Try not to think this way as it will kill any ounce of confidence you have left in your ability. Instead, look back at the answers you crafted to your competency-based question, as that is what you should be judging yourself on as a professional. Even if you lack something to give for those answers, the point is that your suitability for the role in question is evidenced by the hard work and commitment you produced to get to this point – whether that be through education or experience. When that belief resonates in your answers it will start to spill over to your mannerisms and body language.

Mastering Non-Verbal Communication

Your body language will be another way that the interviewer will asses how confident and experienced you come across, and what they are more likely to remember, especially if they are in stark contrast to what you or your CV says. As overall communication is majorly non-verbal, the little things certainly matter in this instance whether that be a simple handshake or sitting posture. Fail to make the right impact with it and you could find yourself losing out on a great opportunity.

Some tips to bear in mind:

Smile! I know you might be full of nerves and smiling is a great icebreaker for all concerned so use it to your advantage

Concentrate on posture: Keep your chin up and your spine straight whether you’re sitting or standing. Lean forward slightly in your chair to indicate interest and avoid crossing your arms or fiddling with things on the desk in front of you.

Practice a firm handshake: During the handshake, make sure that you’re looking at the person, and giving them a genuine smile. Show them that you’re happy to be there.

Suppress any restless habits: Avoid crossing and uncrossing your legs, cracking your knuckles, tapping your foot, or biting your nails. All of these small quirks indicate nerves and may be deemed as impolite.

Make eye contact: Make eye contact during your interview, rather than continually staring at the clock or down at your CV. However, be careful not to stare continuously at the hiring manager, as this can make them uncomfortable. Balance it out by making eye contact as you listen to and respond to questions, but let your eyes wander occasionally.

Use your hands: If you’re not sure what to do with your hands, then use them to gesture while you’re speaking. Hand movements can show passion during a conversation. Just make sure that they’re not so aggressive that they distract from what you’re saying!

Show Your Ambition

Talking about your future during your legal interview demonstrates a genuine dedication to forging a path of progression for your career within the business. It also helps you understand what opportunities might come your way. Share what you’re looking for in the role and ask about the company’s development options for its employees.

You may want to ask:

• Is there a mentorship programme where you can learn from other leaders and further build your skill set?
• Does the company offer plenty of training solutions and chances to learn new things?
• How does the business approach things like development plans?
• Will you get regular one-on-one interviews to assess your progress towards your goals?
• Are there opportunities for professional development when you get into this role? What might the next step look like for you?
• What happened to the last person that held this job? Did they move into a bigger role or switch companies?
• What are your thoughts about lateral movement? Do employees have an opportunity to explore other projects in different roles?

Approach The Legal Interview As A Two-Way Street

A big thing to remember with any interview is that they are more than just an evaluation by the hiring manager. It’s a great opportunity for you to envision your future with a potential employer and assess whether the role aligns with your aspirations. It goes beyond simply looking for a job; you are actively exploring whether the company culture and dynamics resonate with your professional ethos.

Preparing intelligent, well-thought-out questions shows the interviewer that you’re thoroughly prepared and that you understand what exactly you’re getting into. Your questions show that you’re interested in the position and that you have ambitions to excel in your new job.

Some potential questions include:

Q: Can you tell me more about the responsibilities of this job: If the day-to-day responsibilities have already been discussed in the job description, you can skip this question. However, if they’re vague, this is your opportunity to determine exactly what you’ll need to do in your new role.

Q: How can someone excel in this role? This question often leads to valuable information about how the business measures things like success and performance in the workplace. You can even ask how you’ll be assessed going forward, and how regularly you can expect to get feedback.

Q: Where do you see the company heading in the next five years? This question shows an interest in and points to a commitment to being in it for the long-term, and your interest in its progress.

Q: What do you expect me to achieve in this role during the first 30 days, 60 days, or 90 days? This gives you an overview of the goals you’ll be pursuing when you begin your new job.

Q: Can you describe the culture of your company? It’s important to know if you’ll fit well with your team members. A brief description of company culture will show you whether your personality is a match for the business dynamic.

Q: What do you like best about working for this company? Asking for your interviewer’s personal experience of working within the company is an excellent insight into what you can expect from your new employment.

Q: What are the biggest challenges facing the firm or that specific department today? This question shows an eagerness to seize the opportunity and assist the firm in overcoming any difficulties. You might even discover areas in which your specific skills can save the day.

Q: What is the typical career path for someone who takes this role? This question will give you an overview of how career advancement works in your chosen organisation. It may also show you whether you can expect some regular support and training when working towards your career goals.

Q: What are the next steps in the interview process? This question indicates that you’re eager to move to the next stage with the business. It will also give you an insight into the timeline you can expect to follow for hiring. You’ll know when you can follow up appropriately, without pestering the company.

Q: Is there anything about my CV or background that makes you question my fit for this role? Here, you’re demonstrating a commitment to making the right impression as a candidate. This question also means that you have an opportunity to respond to possible concerns.

Remember, there are some questions to avoid asking in a job interview too. For instance, you won’t need to ask what the business does if you’ve done your research. Additionally, it’s a good idea not to ask about benefits and changing things straight away.

If you are looking for a new role due to dissatisfaction in your current one, you want to consider more strategically focused questions too, and use the interview as an opportunity to conduct your own due diligence of sorts.

Interviews can be stressful and nerve-wracking experiences. However, with the right preparation strategy in place (and legal interview tips to help you) you’ll feel more confident walking into the initial meeting with the company that’s right for you. Using the tips above, and some support from your legal recruitment specialist, you can ensure that you’re ready to make the right impression in an interview – and crucially get one step closer to getting that dream role.

Clayton Legal has over 20 years experience helping candidates in the legal sector to take the next step in their careers. Our work doesn’t just involve matching legal professionals with roles – we’ll work with you to make sure your professional profile stands out in the market, that you feel fully prepared for your interview, and that your preferences and requirements are met every step of the way.

If you are thinking of taking that next step, we can help. Call us on 01772 259 121 or email us here.

The sudden emergence of AI onto the hiring scene has brought in a wave of changes that have transformed how job seekers and recruiters alike approach recruitment and job hunting. With the growing importance of the role of AI in recruitment has come an evolution of a similar ilk in the job search process for candidates on the job market, and in recent months much has been written about how they can leverage tools such as ChatGPT and AI Resume Writer to get the most out of their job search efforts.

However, in order to fully reap the benefits of AI technology as an active jobseeker, a thorough understanding of what exactly AI has brought to the hiring landscape on both sides of the playing field is essential, as one must first know the role of AI in the recruitment process of hiring companies to better understand how it will inform and change your approach to job hunting, as well as understand where it offers many benefits and where it shows its limitations.

Used long since its recent evolution into a highly influential tool for hiring managers, AI has been playing a simple but necessary role in the early stages of the hiring process for over the past two decades, helping companies sort through long lists of candidate applications by automating profile evaluation, and effectively streamlining hiring practices in a variety of other ways to optimise recruitment efforts. And, with how businesses have been forced to adapt in a cut-throat post-pandemic market and economic climate, its importance has only grown.

Shrinking recruiting budgets and growing talent pools have meant that digital technologies have begun playing an increasingly decisive role in the outcome of job seekers’ fates employment-wise. Although in some cases, pertinent (and valid) questions are being asked about transparency and accountability, particularly with how easily it can reflect the biases of its users, and ultimately exacerbate the issue it was meant to eliminate.

With the role of AI in hiring set to only expand in the near future, the importance of being aware of where exactly the winnable battles lie in the job application process – whether that be with the bots or their employers – has never been more crucial for a job seeker.

Beating the Bots

It might come across as stating the obvious considering the nature of the process but automated software used in hiring tends to eliminate far more candidates than those pushed through to the next stages. What is rather surprising from this fact is the implication that it’s rarely the most qualified person who gets the job, as stated by career coach and CV writer Lauren Milligan. This is, unsurprisingly due to the cut-throat efficiency with which AI software operates, and when employed in the initial screening stage in the hiring process, can mean candidates’ dreams of securing a highly desired role are over before it’s even begun, despite pouring hours into crafting the perfect CV or cover letter to avoid such a fate.

This won’t be news to some, however, as many are already aware of how these kinds of AI software, usually known as Applicant Tracking Systems (ATS), operate. Their use of keyword matching, to assess your fit based on the extent of the match between your skills and experience and those listed in the job description, has become common knowledge amongst candidates, but it can mean that applicants who are otherwise very much qualified but without the necessary overlap between the required & acquired skills (usually between 70-80%) get cut out.

Another important, but perhaps less known and yet obvious point about how ATS’ work is the chronological order in which they sort through candidate applications. These systems will usually have a cut-off point on their list of applicants in order to save time and efficiently deal with roles oversaturated with job applications. This can mean that regardless of whether or not you have applied the above tips to your job search efforts, the success of your application can hinge on which end of the applicant list you end up on – in other words, how early or how late you apply for any role. Do it too close to the given deadline and even if you did submit it on time, your application will likely end up being dropped simply because it happened to be below the cut-off point.

To this end, employing AI to cut down on the time spent searching for a role by taking your use of it, is now a necessity rather than an option for active job seekers. Fortunately, with how frankly overwhelmed candidates are today by the number and accessibility of AI tools available to aid them in their job search, getting your application axed early is now a very avoidable fate.

Job seekers have the opportunity to optimise their CV to match the job description as accurately as possible and pass that initial litmus test by employing the use of AI CV writer tools, to help to write, suggest edits to and include the right keywords in their CV. While these tools don’t have a steep learning curve, there are pointers that could prove helpful in utilising them well.

Feeding The Hopper – Getting Out What You Put In

One of the biggest tips when using any AI tool to generate content is to give it as much context and detail as you can, as the quality of the desired piece (to a degree) depends on what information you provide it. So when writing CVs, using AI tools such as ChatGPT and Resume Kicker, it’s a good idea to provide context regarding your background, achievements, education and work experience, making sure to add in measurable results to back up career achievements like percentages, ranges, findings, as these are things AI tools like ChatGPT won’t automatically know or might fabricate if you don’t tell it.

Some other tools like KickResume or Rezi require just the job title and generate job titles that match it in a bullet point format. Obviously, you are free to change this to your liking as long as it accurately reflects your experience and roles.

A Step-By-Step Approach

If you do choose to utilise an AI tool to support, it is a well-known no-no to write the whole document from scratch, simply because it increases the likelihood of fabricated details being added to your draft. A better approach would be to do it section by section, beginning with your personal statement, then your experience & responsibilities, then your achievements, and so on. This not only helps to avoid having false information but it also makes it easier to spot it as you work through your draft section by section, should it still be added in, and allows you to better format your CV while doing so.

Find Tools To Support (Not Replace) Your ’Marketing’

When employing AI to help craft your CV or Cover letter), utilising tools that simulate the keyword-matching process is useful as they can scan your document for keywords/phrases relevant to the job description.

This is where the crux of the issue lies when trying to get past any ATS and as previously mentioned, a failure to do this can make other efforts to get your foot through the door meaningless, even if you do have the right skills and credentials for the role in question.

There is specific software on the market now such as TheProfessional.Me to address just this; with both CV scanning and CV writing tools to analyse your job descriptions and include relevant keywords. There are also browser plugins like Jobanalytics, which work in a similar manner, to ensure that your CV has a high enough keyword match to be considered eligible by the ATS.

Forget Your Formatting At Your Peril

When it comes to CV formatting and layout, keeping this clean and simple is just good advice to ensure your salient points are clear and don’t get lost.  Plus, your formatting must be simplistic so it is as easy to scan as possible  – both physically by a hiring manager and by any ATS platforms used. The reason for this is that ATS’ usually reject CVs with more complex formatting elements such as boxes, tables or graphics and favours CVs with a more traditional layout as they are easier to analyse. While this can undermine attempts from candidates to convey a strong personal brand through their CVs and Cover Letters (more on this later), it is necessary to avoid getting booted by the system automatically, especially if your CV ticks all the other boxes. So be sure to space out your sentences and structure them in an easily digestible format, using bullet points and professional fonts like Times New Roman.

Tidying Up Your Digital Footprint

If you use AI tools to update and refine your CV, you’ll also want to update your online CV too – namely, your LinkedIn profile. Optimising your work experience here is key to include keywords and phrases relevant to the type of role you want. Go into as much detail as you are able and don’t forget to include any tangible results that back up any statements.

Whilst a CV builder can certainly help to lay the foundations, quite simply, this is the one area it won’t be able to finesse as this knowledge lies with you – so be prepared once again to adapt, edit, and personalise your profile accordingly.

Preparation Support For Interviews

As you progress down the recruitment process as a jobseeker, AI tools are flooding the market to help here too. Take ChatGPT for example which can simulate mock interviews or provide a list of questions that it recommends you ask as a candidate looking for a role in a specific practice area.

Google meanwhile has developed its own interview-preparation tool, Interview Warmup where you are asked to ‘speak’ your answers out loud whilst the tool transcribes and then provides insights into what you said.

This is a great tool to not only give you a chance to practice and perfect your responses, but also to learn about your pace, word choices, intonation, and hesitations. Being aware of these (and what you need to improve on) will undoubtedly help you to prepare for the day in question.

However, what such tools won’t give you is insight on the ‘typical’ questions asked by that particular firm; what the hiring manager or Partner is looking for specifically, any intel on how previous interviews with that firm have tended to run, or the inside track on the vacancy, make up of the team, or historic hiring activity.

Can AI Really Do It All?

While AI brings numerous benefits it’s important to acknowledge some potential drawbacks as well – at least for the time being.

CVs and cover letters are still as important as ever to do the heavy lifting when it comes to getting your profile noticed – whether that’s for a direct job application, a speculative send to an employer, or when you register with a recruitment agency to represent you in the market. And, whilst AI tools can certainly give you a foundation on which to build your content, it is unlikely to suitably represent your own personality. Rather, without intervention, you run the risk of producing an identikit CV containing the same words, phrases, and points as another legal professional applying for the role who has done the same.

Yes – in some ways, it levels the playing field as you no longer have to be a wordsmith to craft a well-honed CV. However, in other ways, as the use of AI becomes more widely adopted, it becomes increasingly more difficult to genuinely stand out.

In Conclusion

AI is revolutionising most industries in some way shape or form, and the world of hiring and recruitment is no exception.

Tools and platforms purporting to make the road to a new role easier appear to launch in the market at a rate of knots, offering all kinds of services from CV writing and screening, to job matching, virtual career advisors, LinkedIn optimisation, and document creation.

Undoubtedly there are numerous benefits to job seekers who often are time-poor, to help at least get a good foundation on their ‘marketing’ collateral. However, it’s important to remember that AI is not a substitute for human involvement or insight.

The human touch and intuition still play a crucial role, especially when assessing soft skills and cultural fit. Registration with a reputable legal recruitment agency will help to fill this gap, and can help to give you the inside track on hiring, the background to that position being open, other opportunities not advertised in the open market, and support as you prepare to interview.

And,  whilst it is our job to shout from the rooftops why legal professionals should use the services of a recruitment consultant to give them a tangible step up and competitive advantage, now more than ever, those who are tapping into the sector expertise of agencies are reaping the benefits and continuing their own journeys of career progression – even if they are dipping their toe into the world of AI.

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 perhaps have had your fingers burnt by a bad hire in the past, we can help. Call us on 01772 259 121 or email us here.

Embarking on a job search can be an exciting yet daunting journey, not least for legal professionals that may be entering the job market for the first time in years. The process itself is marked by numerous crucial decisions and considerations, whether this is your first legal role after qualification, or a move well into your career.

And, whilst it may be tempting to jump into the process with both feet, it’s always worth taking a small step back, and approach the task at hand with a strategic mindset.

The critical factor here is doing the work needed to get organised and implement your ‘project new role’ plan – even if time is short.

To help kickstart the process, we have outlined an 8-step roadmap, focusing on key actions to take at each stage that can help to make it both easier and significantly enhance your prospects from the get-go.

Step 1: Consider what you want from your new role

Before beginning your job search, it’s important to sit down and have a think about what exactly you’re looking for. You might be instinctively looking for a role that is similar to your current one, or you might have had a change of heart and are looking at a role in a different practice area, or area of specialism. Regardless of what your initial preference might be, it’s important that you take some time to re-evaluate your career progress, goals, how close you are to achieving them and what steps you can take to get you there. Have your priorities changed since you last considered looking for work? If so, what are those boxes your new role should absolutely be ticking career and personal-wise? Having a clear idea of what to look for in your job search will help to make it a much more fruitful venture. 

Step 2: Enlist the help of a specialist

Once you’re set on the direction and purpose of your search, the next logical step is to decide whether to go it alone and spend time researching opportunities in the market, your region, and your practice area and apply to vacancies advertised.

The alternative is to enlist the help of a reputable legal recruitment specialist who will search the market on your behalf, and present you with (often exclusive) roles that are designed to be the absolute best ‘fit’ for you and your requirements from your next employer.

A legal specialist will be particularly helpful if you are aiming to carry out your job search with discretion while currently employed. Not only will they help you do the  above but they can also ensure you are fully informed and in the know about the culture, vision, and values of the firms that you have in mind as well as provide guidance on how best to approach the other parts of the hiring process, including interview preparation, how to handle your notice period, and leave on good terms with your current employer. 

Step 3: Get your documentation in order  

Even in a world where 91% of all employers now use social media as part of their hiring process, the CV/Resume is still one of the most important tools any candidate has.

It is the first thing most employers will look at before even thinking about inviting someone to an interview. It’s also your best chance to immediately introduce your education and experience. Used correctly, your CV can improve your chances of getting the ideal job.

Unless you are searching for your very first legal role, you will need to make some time to update any existing or old documents, adding in your most recent experience and any new skills you’ve picked up (that are relevant for the role you want of course).

When listing previous roles, don’t just describe your responsibilities. Rather use it as an opportunity to showcase results you produced, and can produce for prospective employers by detailing your achievements in the role you’re describing. 

What you want to do here is take this opportunity to convince a hiring manager you’re the right fit for the role in question, and avoid the common mistake of using your CV as a catch-all document for every potential role. If you want to write a killer CV that stands out to prospective employers, it must be relevant to them. Research the firm, look over the job description and make a note of all the important qualities and experiences they value and then, tailor your CV accordingly.  

Step 4: Include a Cover Letter 

At Clayton Legal, we’ve long been advocates of the humble cover letter to create standout for our legal candidates and provide that golden opportunity to add personality and interest in the role, over and above a CV.

Without a cover letter, your job application is just another sheet of paper, or another PDF file on the computer screen – one often lacking in personality and excitement. It is also much more likely to be skimmed over and discarded; worse, not read at all.

However, that’s not to say that any old cover letter will do. Crafting a compelling cover letter seems to be somewhat of a dying art in recent times, and whilst it has certainly evolved, it is still a worthwhile document to have in your job-seeking armoury.

Whilst we have a number of top tips when it comes to cover letter etiquette, in short, keep it short. Keep it readable. Keep it relevant to the job offer. Get someone to check it. Above all, put some serious effort into making sure it’s as good as it possibly can be, as a lack of effort will rarely open the door to an interview.

Step 5: Carry out your due diligence

If you are considering moving into a different practice area, it goes without saying that you need to ensure you do your homework. Find out as much as you can about your chosen area of specialism by thorough research and attending relevant webinars and workshops, and consider what evidence there is to show that a different practice area can actually provide what you’re looking for. Networking can prove incredibly useful to this effect. Leverage professional networks, both online and offline, to connect with individuals that possess a background & experience you could greatly benefit from, and consider joining trade associations and special interest groups to stay informed on what opportunities that switching may or may not provide you. 

If you’re moving into a different kind of role – managerial perhaps, look at a range of job profiles in detail and prepare to demonstrate your suitability and knowledge of what will be involved. Linking this back to your own CV here is key.

Step 6: Get your digital footprint in order 

If you don’t already as a legal professional, ensure that you harness the power of LinkedIn in your job search as it will not only help to expand your network but also help to build a winning personal brand with a presence compelling enough to catch the eye of employers. This is what makes your LinkedIn profile one of the most important assets in your search. As a platform that provides immense value for professional relationships, learning how to utilise it can facilitate eventual life-long connections with potential mentors and employers. 

If you already have a strong online presence (be that on LinkedIn or in a personal capacity on other platforms) you should also make some time to check your digital footprint. Are there any posts or content that you wouldn’t want a potential employer to see? Consider your privacy settings in the very least and give everything a thorough review with fresh eyes (profile pictures, bios etc).

Step 7: Prepare, prepare, prepare

Landing a new role is all about confidence. The more confident you are in yourself, the better chance you have of securing a new position when you get to the all-important interview stage.

This is where preparation is a non-negotiable.

Practising and preparing for potential and/or upcoming interviews equips you with not only the skills, but also the readiness to go into the interview room and effectively communicate your suitability to employers. Begin looking at the most common questions candidates are asked in interviews and draft your answers to match what they’ll be looking for in your responses.

On that note, it is worth practising adjusting your body language and facial expressions as those can often impact the first impression you’re trying to give more than what you actually say, considering it is something hiring managers will also pay particular attention to. There are also common mistakes to avoid in your preparation too, which we delve into here.  

In Conclusion

Entering the job market can be daunting – whether at the start of your career, or part-way through (when you will have been through this process before). And, even if you find yourself back here after many years of employment, don’t assume the steps to success are the same as they always were.

The market continues to evolve for jobseekers and hirers alike – be that from a tech perspective, or the general landscape impacting decisions throughout the process.

That’s where enlisting the help of a specialist recruiter will undoubtedly pay dividends in the long run as they can help to map out your plan of attack, support with your documentation, and really help to elevate your profile in front of your next employer. And, if you’re still a little step behind and just want to weigh up your options, many will be more than happy to chat through market conditions and the opportunities out there at the moment.

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.