Find a job doing what you love, and you’ll never work a day in your life.

It’s a common adage, but what does it really mean to “love” your job? Do people who love their never wish they spent their days kicking their feet up at home instead of being in the thick of it at work? Are people who love their jobs less likely to procrastinate, get caught up in a daydream, or have the odd bad day at the office?

Not necessarily.

Every position, even the one you can only dream of attaining, comes with a few pesky tasks you’d probably rather avoid. Loving your job isn’t synonymous with always having an unwavering passion to spend more time in the office than at home.

It simply means that when you do work, you’re passionate about what you do, find it highly engaging, and are committed to giving your best in your position with your chosen employer.

As we approach the year’s end, many will be assessing their options to gauge how well their needs are being met on a personal and professional level and among these, will have their career satisfaction and development front of mind.

If you find yourself in a similar vein of thought, then now is a good time for a little introspection regarding where your heart is at. Here’s how you can figure out if your love and passion for what you do is still going strong or if it might be time to move on to new pastures.

1. What Motivates You to Show Up?

If you do profess to love your job, then your biggest sources of motivation should transcend the monetary value it brings. Yes, money can certainly be a strong driver of performance, particularly in this line of work, but your first answer to the “why do I have this job” question shouldn’t be “it pays the bills”; if it is then something is amiss. If your motivations are primarily financial, then you’re working to check off tasks on a to-do list.

With this in mind, it’s worth looking at your biggest reasons for sticking with your current role. Do you share the same values and vision as the firm? Does it give you a sense of purpose, and do you enjoy the challenges that your work brings you day-to-day?

If you find that you’re failing to derive much fulfilment or lack any non-monetary sources of motivation, then the biggest favour you can do for your career right now is to have an honest conversation, both with yourself and with a specialist legal recruiter about what steps you can take to realign your current position with your present ambitions. After all, endless alternatives exist for the right talented professional.

2. Do you love the job but not the firm?

When you look at yourself 3 to 5 years from now, what future do you envision for your career? Do you see yourself working with the same firm, but further up the ladder in a position with a greater degree of responsibility? Does the thought of building your career there excite you? Or do you see your future taking your career in an entirely different direction?

If you find it difficult to see a clear path of progression at your current firm then it might be worth asking yourself if where you are now is really beneficial for your career, even if you do love what you do at present. What you don’t want is to find yourself 5 years from now in a position where the advice given in this piece rings true for your present situation. Sometimes, the best move for your career is a move away from your comfort zone.

3. Does Your Firm Love You Back?

Any good relationship is a two-way street. You can pour all your sweat, blood and tears into a role, but if this isn’t reciprocated by your firm, the relationship between both parties will quickly turn sour.

Ask yourself how you demonstrate your commitment to the business and also how (and if) your employer and the wider firm supports you in return. What kind of culture is the firm building, and how does it contribute to facilitating individual success from a performance and inclusivity standpoint? How frequently do your managers or team leaders share feedback with you through recognition and reward? Do you find your hard work to often go unnoticed? If your firm doesn’t make much of an effort to recognise its employees as valued members of the business, then there’s a good chance that your love for it will diminish over time.

4. Is Your Firm Invested in You?

If you’re deeply passionate about your role, chances are you dedicate a significant portion of your time and energy to your job. Perhaps you go the extra mile, ensuring that you deliver nothing less than the best on any project or case, and work to continuously add to your value as an asset. While your firm’s growth and success is certainly reliant on your level of commitment, it is once again important to consider how much this is reciprocated. How invested is your firm in your own growth? Are there regular conversations about your plan for and goals in development in check-ins or reviews? Does your manager take a proactive approach to supporting you in meeting your objectives?

Do you have access to in-house resources and training to upskill?

Or are you regarded as the sole person responsible in your firm for broadening your skillset? A company committed to nurturing the relationship between the business and its employees will consistently invest in its staff. Your engagement will eventually drop if or when you sense a lack of commitment from your firm in this area.

Is the Love Still There?

Over time, your love for your role will either flourish or wilt depending on your day-to-day experience on the job; and if the firm you work with is as invested and committed to helping you grow as you are to it, then the future is certainly bright for your career.

On the other hand, if you discover that over time, your love for your job begins to dwindle or aren’t sold on the prospect of building your career a growing with them, you can always look for other opportunities to find new love with a different firm.

If your general job satisfaction for either your current role, and/or your employer isn’t as strong as it once was, now could be the perfect time to start getting back on the playing field.

Wherever you are in your career journey, it is a good idea to periodically analyse your current position depending on where you want to be. When you dig a little deeper, is everything on track and working out as you expected? Or do you need to make some changes in order to meet your goals?

To help you measure if your legal career is progressing as you envisaged when you started out, we have created an easy-to-follow checklist to provide you with a snapshot of whether you’re on the right track.

The back end of a calendar year may seem like a strange point in time to begin your job search – but those considering a New Year opportunity should take heed of the fact that many will be ‘on the market’ as it were in January – making the aforementioned playing field that bit more competitive. What’s more, the festive period is often a time when individuals will have that much more time to dedicate to CV-updates and job applications.

So do get ahead of the curve and use these next few weeks wisely to reflect, review, and take action if needed.

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.

If you’re ready to start a new legal role this year, you’re not alone.

Despite the current economic climate and still choppy waters as we look ahead to 2024, it is nevertheless a great time to consider the next steps in your career – especially as law firms across the country continue their search for top talent in line with their own growth trajectories.

Multi-skilled legal professionals are in high demand across a number of practice areas and there are some fantastic opportunities for individuals at all levels who will no doubt be mindful of not only salary and benefits, but also assessing that all-important ‘fit’ on a number of levels including culture, shared values, green credentials, and genuine career development opportunities.

Current employment rates in the UK mean that most individuals will already be employed when considering a new role which can present several challenges in the job-searching process, particularly with regards to time and prudence in the manner of approach. Searching for a role when you’re currently employed elsewhere can be a tricky process, as the last thing you want to do is burn any bridges with your existing employer.

But there are several steps to take to kick-start the process:

Step 1: Prioritise Discretion

Discretion is key when you’re searching for a new role while you’re still employed. Although it might be tempting to speak to colleagues about your plans; avoid doing so at all costs.

Being discrete about your job search doesn’t just mean keeping quiet at work. It’s important to think about how you’re interacting online too.

Avoid mentioning your job search on social media or setting your LinkedIn status to “open to work”. It’s best to avoid posting your CV/Resume on job boards too.

This might seem like stating the obvious, but you’d be surprised at how often the above mistakes are made. Candidates are often left frustrated and unsettled when having to stay silent about their job search, as there is no one to share their progress or struggles with. But fighting that urge to spill the beans is crucial, as there is often no such thing as telling ‘one co-worker’ when a potential leaver is involved. You might as well be announcing it to the whole office! 

Not only can being overly vocal about your job search cause friction with your current employer, but it might tell future employers you’re not respectful of your role or the Firm you work for and represent. So, avoid putting yourself in a bad light with both parties – the last thing you want to do is sabotage your job search efforts through a lack of self-control. 

The points above however are largely null and void if you are in a position where redundancy is on the cards.

Step 2: Update Your CV & Cover Letter

If you’re going to be looking for a new legal job in the next 6 months, it’s important to ensure you have the right resources in hand. This could mean you take some extra time to update your CV and cover letter, focusing on adding your most recent achievements into the mix and learning what works in today’s job market when writing a CV or cover letter.

Speaking to a specialist legal recruiter will pay dividends here as not only will they be able to give you the inside track on the market and hiring activity, but they can also advise on the tangible elements of looking for a new role and how to craft a killer CV that will get you noticed.

It’s worth noting that your CV is only one of a number of formal documents you may need to present to a potential employer or recruitment consultant. Depending on your current role or the one(s) you are applying for, you may also need reference documentation, business portfolios, or presentations. So make sure to get in order sooner rather than later.

Step 3: Plan For Interviews Accordingly

If you successfully apply for a new role and receive an offer for an interview, you need to be mindful of how you approach this next step and its impact on your current role and place of work.

You could request an interview outside of office hours or over a lunchtime if the hiring manager or interviewee can accommodate. With the prolific rise in video interviewing (at least for stage one) this is more achievable than it once was.

Scheduling your interviews around your existing work hours will also ensure you can stay focused and productive when you’re on the job, to maintain a strong relationship with your existing employer. However, if you do need to book off annual leave in order to attend interviews, ensure you always abide by the rules set in place by your current employer regarding the notice required.

When you contact the hiring manager for the job you want to apply for, let them know you need to keep the process discrete. Ask them to only contact you on your personal phone and email (don’t use any business contact details). It might also be worth letting them know when you’re likely to be at work, so you can avoid any overlap.

If you have instructed a legal recruitment specialist to help with your job search, this discretion should come as standard – but it’s still worth communicating the best times (and methods) to get in touch with you about progress and next steps as you move through the process.

Step 4: Job Hunt on Your Own Time (and Devices)

If you want to maintain a good professional reputation in the legal space, it’s important to demonstrate commitment to every role you take. Searching for a job when you’re in the office, on company time, shows disrespect, and could scare off future employers.

Avoid the temptation to review new job postings when you’re in the office, or respond to messages from potential employers. If something needs to be addressed quickly, set time aside in your lunch hour, and get outside of the office so you can maintain your discretion.

Always make job-related calls away from the office, particularly if you’re scheduling an interview or need to ask questions about a new role and stay off company equipment. Remember, many businesses have access to tracking software to check which sites are being visited.

Step 5: Continue to Give Your All in Your Current Job

Commitment to your current role is crucial, and even if you’re tired of your current role, or unhappy in your position, it’s important to act professionally. Avoid any notable drop in performance and maintain your work ethic throughout this period. Not only will this reduce suspicion but will also leave your employer with a favourable impression of you long after you’ve left the firm.

Don’t allow yourself to “check out” and ‘coast’ performance-wise because you’re planning on going somewhere else. Preserve your reputation and prove yourself to be a fantastic employee. This will be particularly important if your future employers decide to contact your previous manager at a later date regarding a reference.

Find Your New Role the Right Way

Searching for a new legal role while you’re still employed can be a complex process. In any situation, finding the right job can take significant time and effort. However, the process becomes a lot more challenging when you’re trying to balance your existing employment with your career plans.

If you need help discretely searching for a new position, utilising the services of a recruitment agency will undoubtedly give you a head start as well as a competitive advantage.

Not only can they give you an assessment of the current job market for the roles you are looking for, but they will ensure that you are fully informed and in-the-know about the culture, vision, and values of the firms that you have in mind. And, when the time comes, can furnish you with a wealth of insight and advice on how to ace your interviews and provide further guidance to ensure you resign gracefully – ensuring you leave on a positive note, and your professional reputation within the legal community follows you as you move on.

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. And, if you are currently employed, you can be assured of complete confidentiality, professionalism, and honesty throughout the process – as standard.

Call us on 01772 259 121 or get in touch with 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.

The truth is that the interview process lasts a lot longer than you might think…

According to a survey shared in Entrepreneur, approximately 46% of workers plan on finding a new position in 2023. And, despite the uncertain economic climate, those considering a move are just as confident in their job prospects as they were six months ago.

If you’re one of the many likely to take the next step in your career path this year, it’s important to think carefully about how you will make the right impression from day one – after all, getting through the interview process and being offered a role is very much stage one. And whilst there is (rightly) much cause for celebration, even after a hiring manager has offered you a role in their firm, it is still crucial that you validate their decision that they made the right choice in hiring you.

The first 30 days in a new role can be both nerve-wracking and exciting in equal parts. There are new processes and technologies to get used to, new people to meet, and new expectations to live up to. Plus, this first month will likely form part of a formal probation period where your employer (and you) will be assessing suitability and ‘fit’ as a new employee.

Knowing how to orient yourself in the first month in your new position not only improves your chances of impressing your boss, but it could also mean you start experiencing the full benefits of your new job much faster.

Step 1: Form Crucial Connections

Internal networking is one of the most important things you can do during the first few weeks in a new role. Getting to know the people you work with will improve your experience within your new firm and make you feel more comfortable in your position.

Communicating with others is also a great way to capture the attention of your managers and senior leaders. During your first couple of weeks with a new company, find out who you will be working with regularly, and commit some time to get to know each colleague.

It’s also worth finding out who you should be approaching if you have questions or concerns about your role. Discover when your contacts are most likely to be available, and determine how they prefer to communicate (E.g. in person, email, chat, or video).

For individuals who are working remotely, technology has advanced at lightening speed over the last few years – so there is no excuse to not reach out and get to know your team members, albeit virtually.

Step 2: Learn as Much as You Can

Even as an experienced legal professional, during your first month with a new law firm, you’ll have a lot of learning to do. You’ll need to become familiar with the internal processes you’re expected to follow, the policies you must adhere to, and the general workflow of the people around you.

Focus on expanding your knowledge in areas relevant to your role. For instance, asking for more information about the clients your law firm serves or how your team manages projects and deadlines might be beneficial. Read up on the documentation given to you during your onboarding session, and consider asking for extra training if necessary.

It’s also worth paying attention to your surroundings, so you can learn how to embed yourself into the company culture. Consider the company’s values and how you can showcase them in your work. Ask yourself how people communicate and collaborate so you know what to expect when connecting with others.

Step 3: Confirm Expectations

Hopefully, during the hiring and onboarding process, your firm will have given you some insights into what kind of work will be expected of you and how that work will be assessed. However, it may be helpful to confirm the expectations of your manager or supervisor with them.

Arrange for a one-on-one meeting with your manager if this has not been covered during the onboarding process, where you can discuss exactly what your leaders will be looking for when evaluating your work. Make a list of key performance metrics your business will monitor when assessing you.

It might be helpful to arrange additional meetings with your manager, bi-weekly or monthly, during the first stages of starting your new role. This will allow you to collect feedback and ensure you’re adhering to the expectations set for you. Many firms will have a formal performance review system in place, particularly for new starters – but if not, do ask for regular feedback. You don’t want to get to your probation review in 3 or 6 months time and learn things aren’t going as planned….especially when it will be too late to do anything about it.

Step 4: Find the Best Time to Ask Questions

When starting a new legal role, it’s tempting to ask many questions straight away. Asking questions is a great way to learn and show you’re invested in succeeding in your new position.

However, there’s a time, a place to ask, and a time when you need to listen.

Focus most of your time on what’s happening around you. If you have questions or need clarification, write down what you need to know. Prioritise the information you need first and ask yourself when it might be best to put certain questions off until you have a chance to meet with your manager face-to-face.

Step 5: Constantly Demonstrate Your Value

Once you know what’s expected of you in your new role and clearly understand the firm’s vision and mission, you can begin to demonstrate your value. During the first 30 days of a new legal role, you have a unique opportunity to prove to your hiring manager that they made the right choice when selecting you.

Start implementing strategies for quick wins based on what you know about how your work will be evaluated. For instance, if you know your manager is concerned about ensuring projects are completed on time, plan your schedule carefully, and keep them up-to-date with your progress as you complete each task.

Show your commitment to constantly improving and growing by volunteering for extra training sessions, asking for a mentor to guide you, or requesting feedback whenever possible.

In Conclusion

The first 30 days of your new career can be critical to your long-term career plan. Regardless of whether you’re starting in a position with a new company, or you’re exploring the new responsibilities that come with a promotion, be prepared and know how to put your best foot forward. By learning what to focus on from day one, discovering which skills and habits you need to demonstrate, and letting go of the things that might be holding you back, you can impress your manager which will
affirm in their mind that they made the right decision.

The good news is that there are a number of time-tested strategies that you can implement from day one.

As well as the top tips already mentioned, we have also produced a more in-depth guide to provide you with everything you need to know to streamline the transition into a new role. From habit-forming, to the types of questions you should be asking, the guide will ensure that you will be ready to hit the ground running, and make the right first impression in your new company. CLICK HERE TO DOWNLOAD.

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 get in touch with us here

Legal candidates are in an excellent position right now. With skill shortages plaguing the industry, there are more opportunities to move to great roles and companies than ever before. Moreover, you have more freedom about how you choose to work, with remote and hybrid roles emerging everywhere.

However, just because you have many options doesn’t mean defining the ideal firm to join is easy. Countless factors can influence whether a business is a good fit for you and your skills. Fail to consider them carefully, and you could end up in a role that doesn’t suit you.

Researching potential employers and the law firms you’re considering joining helps ensure you take the right next step in your career plan. Here’s how you can get started.

Before You Start Your Job Search

Preparation is key when searching for any new role. Rather than simply browsing endless job descriptions in search of something that mentions your qualifications, you should go on the journey with a clear action plan.

Start by defining exactly what you want as a candidate. What kind of career path are you working towards? Is there a specific role or certain duties within a role you’re most drawn towards? Are you looking for a firm that can help you work your way up through the ranks to a leadership position, or are you ready to start a management job immediately?

Working with a legal recruitment agency can be an excellent way to improve your chances of creating an effective plan. Your legal recruiter can discuss your career goals and help you define what you should be looking for in terms of benefits, remuneration, culture and more.

What’s more, once you’ve defined your plan with your recruiter, they’ll be able to position you in front of the right law firms, boosting your chances of the best job offer.

The 5 Signs of an Amazing Law Firm

With your career plan in hand, you’ll be able to start sorting your employment options with more focus. Following the Great Resignation, many law firms are currently searching for the top legal talent to stay ahead of the competition. Here are the signs to look for when narrowing your options.

1.    Shared Values

Most of today’s employees are looking for more than just a good salary from their employer. They also want meaningful work which resonates with their values. Around 42% of employees say they think it’s important for an employer to be diverse, inclusive, and equitable, according to a recent Gallup survey. A further 43% of candidates say they’re attracted to a new job based on meaningful work.

Take the time to research a law firm’s core mission statement and its vision for the future. Find what it’s aiming towards, what kind of goals it’s setting, and how every team member plays a part. Researching the firm will help you to determine whether it’s focused on values similar to your own, such as innovation or diversity.

You can also read reviews and testimonials from previous employees on places like Glassdoor and speak to ourselves as established recruiting experts in the field about the inner workings of a firm and general reputation.

2.    Strong Company Culture

46% of job seekers say company culture is important when deciding where they should work. A further 86% of candidates also say they actively avoid a company with a bad reputation. A company’s culture refers to everything from its approach to work to how it treats its employees.

For instance, you might find yourself drawn towards a firm with a strong wellness initiative designed to preserve team members’ mental and physical well-being. Alternatively, you may be more focused on a collaborative company culture, where everyone has a chance to contribute to the growth of the firm.

When seeking out good company culture, it’s worth looking for one with a strong sense of teamwork where employees are not only allowed but also encouraged to give their own input regarding important changes or potential challenges. You want to ensure that your skills and your input will be valued and your voice heard, especially when it matters. Ensuring that there is  evidence you’ll be appreciated in your role and rewarded for a job well done is also something to keep an eye out for Look out for any stories published online or on the firm’s own website about rewards given to high-performing team members or those that demonstrate the business’ values.

3.    Opportunities for Growth

While there’s always a chance you may need to move between law firms and roles to reach your career goals, every firm you work with should contribute to your growth. Having plenty of opportunities to learn sector-focused and transferable skills will ensure you can continue expanding your knowledge over time.Look for evidence that the firm in question is willing to train you on using new technologies and strategies as they emerge within your industry. It’s also worth discovering whether there’s room for lateral movement in your organisation as your expertise increases.

Find out whether team members are regularly offered promotions and opportunities to take on new challenges. This shows potential for a long future with the firm and can give you a better sense of the stability and security your role can offer.

4.    Excellent Benefits

While good remuneration is important for anyone looking for the ideal job, it’s important to think beyond the salary. The benefits offered by a firm give you an insight into what you can look forward to if you decide to join the team.

In today’s skill-short marketplace, many employers are beginning to offer a wider range of benefits, from flexible work schedules to four-day working weeks and equity options. If you’re looking for the opportunity to work in a hybrid or remote environment (around 50% of U.K. employees), it’s important to check if the firm can offer this.

Usually, you’ll be able to learn more about the benefits an employer can offer by checking the job description, visiting the organisation’s “Careers” page on its website, and speaking to your recruiter.

5.    Fantastic Leadership

Excellent leadership and good employee retention often go hand-in-hand for most businesses and firms. This is because legal employees rely on their leaders to provide motivation, support, and guidance. If you know the leadership team in your chosen firm is innovative, emotionally intelligent, and transparent, you’re more likely to feel comfortable in your role.

A good way to learn about a firm’s leadership practices is to check its website for stories about group accomplishments and business growth. You can also read the bio for the leaders of your potential team on the “About Us” page, and it may be you take this a step further by connecting with them on LinkedIn and build your professional network at the same time. Asking for an opportunity to speak to the people you’re going to be working with during the interview stage is also a good way to get a good idea of how they communicate and their general work ethic.

In short, the current market conditions mean that there is world of opportunity at the moment for ambitious legal professionals looking for a new role in line with their ambitions and career development. The potential downside of this however is the amount of choice and ‘golden opportunities’ make navigating the market difficult and time-consuming – especially for those already in a full-time job.

Trying to carve out some time to do your research however is essential, and creating somewhat of a checklist like this which allows you to assess the signs of a great law firm (and therefore, opportunity) will help to direct how you progress through to application stage.

Engaging with a legal recruiter can pay dividends here – not only in helping to understand the market and exclusive opportunities, but to talk candidly and confidentially about the Law Firms themselves in order to get your tick list completed and giving you a holistic view of what those crucial next steps look like.

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.

Click here to speak to one of our experienced Legal specialists or call 01772 259121 for more information on how our exceptional recruitment experience can help your career aspirations.

Congratulations – you’ve landed a new legal role, and after a busy period of applications, interviews, and meeting your new employer, you are no doubt looking to the future and the next steps in your career.

But even with the excitement of a new legal position looming, more often than not, there is still a notice period to consider with your current firm. The average notice period for legal professionals in our experience tends to be around 3 months, and it is highly likely that there will be a number of objectives to deliver before you set off for pastures new.

Here we offer our top 5 tips on how to navigate this ‘halfway house’ between your current role, and your new one to ensure you leave on good terms as well as feel fully prepared for your next challenge.

1.  Be prepared for conversations around negotiation

Whatever the reason or reasons for leaving your current firm, it is always worth having a preliminary conversation before you start looking for new opportunities, to see if those initial reasons may be overcome. If, however that conversation didn’t take place, you should nevertheless consider what you would do should a counteroffer be on the table once you make your intention to resign clear.

In the current market, where demand for legal professionals is outstripping supply, this is exceptionally common, so you need to at least be prepared for such a scenario and ask yourself, would you actually accept a counteroffer? The answer to that lies in ultimately revisiting the reasons you wish to leave in the first place.

Counteroffers take many forms including increased pay, a promotion, enhanced benefits, or a combination of all of those, and there is no doubt that it can feel flattering to be in that position. However, research suggests that 80% of people who accept a counteroffer tend to leave within 6-12 months of accepting. Is it likely you’ll also be part of that statistic?

Assuming you’re still set on moving on, resigning gracefully is key – ensuring you cover all bases with and address these often-uncomfortable initial conversations – and ultimately remain professional, and on good terms as you prepare to exit the business.

2.  Tie up all loose ends

Whilst it may be an easy option to go into cruise control once you have formally resigned, it will also destroy any goodwill and reputation you have no doubt worked hard to build on during your tenure with your current employer.

Making sure you remain committed to fulfilling your obligations and deliverables is key – not least because it means you aren’t leaving your colleagues ‘high and dry’ and left to pick up the pieces.

Generally speaking, there is never a ‘good’ time to leave a company, in that there will almost always be projects still ongoing, case loads still being actively managed, and future meetings in the diary.

Therefore, it is a good idea to:

• Confirm expected deliverables (and revised deadlines) with your current manager
• Ask who will be responsible for taking on your various tasks, caseloads, projects, and expectations around a formal handover

Practically speaking, once colleagues are aware that you are leaving, you can start to clear your desk so that it’s ready for the next occupant. Removing paperwork, filing and archiving, binning wastepaper and taking personal items such as photographs home will ensure your workplace is ready, clean and welcoming for the next person.

3.  Give a robust handover

Scheduling time to plan for a smooth transition further demonstrates that you are a true professional and not someone who leaves a law firm or a colleague in the lurch, or projects unfinished. Think about your specific areas of responsibility – current caseloads, unfinished assignments, urgent jobs and upcoming commitments, as well as information on your clients that your successor or wider team will need.

Even if projects or caseloads are likely to be ongoing, giving detailed instructions on where things are up to will be invaluable to your successor – especially if that individual is new to the business. Depending on your role and responsibilities, this may include

• A directory of key contact details
• Process documentation – ‘how to’ guides, or more detailed process maps
• Detailed notes on specific cases
• Duties detailed by frequency – daily, weekly, monthly, quarterly etc
• Project documentation including

If your firm decides to advertise your role and bring in a replacement as it were, it may be that you meet this individual to handover for a period in person. Going the extra mile here will leave a lasting impression, especially if you take on some of the responsibility for training and helping that person settle in quickly. Mitigating any disruption, especially where clients of the firm are concerned, is paramount and if you are able to ensure the handover is as smooth as it can be, you will certainly leave with a reputation for professionalism and hard work intact.

4.  Keep connected

With an exciting new role to look forward to, you’ll no doubt want to tell close colleagues and friends about your new opportunity, and it is likely that news of your intention to leave will be communicated more widely around the business.

That being the case you will be asked both why you are leaving and where you are going to – so it’s wise to have a response planned. The temptation to tell people how amazing the new opportunity is, or how you’ll be working for a ‘better’ employer or company will undoubtedly be there, but tread carefully. Keep the message positive, but keep in mind the colleagues (and long-term legal network) that you will be leaving behind.

Your professional reputation will follow you out of the door on your final day, and if you are continuing to practice in the same sector, work for a competitor, or even work in the same region, chances are your paths will cross again at a networking or social event. It’s therefore imperative that you don’t burn any bridges as you exit.

Rather, use this opportunity to preserve your professional network. Building and maintaining relationships with co-workers right up until the point you leave (and then thereafter) will pay dividends – so use this time to connect on social platforms, ask for endorsements and recommendations, and share new contact details.

5.  Start onboarding early

As seasoned legal recruiters, we always press the point of the importance of maintaining contact with your prospective employer as you work your notice period. This applies to both parties in the equation, and hopefully you will already be in continual dialogue with your new manager, the HR team, or even the wider team you will soon be a part of.

Regardless, it is good practice to consider the following steps ahead of day one:

• Follow your new employer’s social media accounts- helping you keep up to date with any news as well as get a feel for the kind of messages and communication they broadcast.
• Connect with your new team members on LinkedIn- even better, message them with a short message saying how much you are looking forward to joining.
• Attend any events organised by your new employer- your enthusiasm to get involved ahead of you starting in your new position will be duly noted and help to cement relationships from the outset
• Confirm and check your logistics- travel routes, train timetables, parking arrangements all need to be reviewed ahead of your start date if you are traveling to a physical office. If however your new role involves you working from home, it’s still a good idea to check your WIFI connection for the inevitable Teams or Zoom meetings, and make sure you have a suitable working space if you haven’t already.
• Be proactive- ask if there is any training material, staff handbooks or similar that you can read ahead of day one. There may be specific paperwork you need to complete perhaps. Getting ahead of the game shows you are committed to the new role, and helps to free up the first week from some of the administrative tasks.

Granted, you are also physically working your notice period (and busy tying up those loose ends) meaning time may be at a premium, but any effort you put in during this period means you can hit the ground running and will undoubtedly start to impact your new working relationships even before you’ve set foot through the door.

Finally

Handing your notice in can often be a bittersweet process. On the one hand, you will no doubt be looking forward to starting with your new employer, yet on the other, you still have legal obligations to fill as well as the emotional impact of saying goodbye to colleagues and friends.

Leaving a lasting (good) impression is vital and taking the steps above to demonstrate commitment to the very end won’t go unnoticed and will likely impact your personal reputation as you take these next steps in your legal career.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 3,000 placements from partners to legal executives, solicitors to paralegals and legal IT personnel to practice managers – and have helped to guide many legal professionals through the offer process, through their notice period, and beyond as they start their new career.

If you are considering your options at the moment, we can help to navigate the market and present realistic options. Call us on 01772 259 121 or email us here.