Legal People News & Blog

Your employer brand is being judged quietly: what candidates say about Melbourne law firms

Wed, 08 Apr 2026 00:15:00 GMT

Your employer brand is being judged quietly: what candidates say about Melbourne law firms

In this article we discuss the impact of informal conversations on firm reputations and ability to attract talent. Read on to discover factors they tend to focus on like leadership, billable hours, expectations and culture.

In Melbourne’s legal market, employer branding is rarely shaped by marketing campaigns or carefully designed careers pages.

Instead, it’s formed quietly through word-of-mouth conversations between friends, colleagues, mentors and even family members.

It happens after interviews when candidates call trusted colleagues for their honest opinion. It happens between lawyers catching up for coffee. And it happens when professionals discreetly reach out to someone they know inside a firm before deciding whether to pursue an opportunity.

These informal conversations are powerful. They influence perceptions long before a candidate even applies for a role.

For law firms across Melbourne and Victoria competing for talent, the reality is simple: your employer brand is already being discussed in the market. Often it is discussed in ways business leaders never hear directly.

The quiet reality of Melbourne's legal talent market

The legal hiring landscape in Melbourne remains highly competitive.

Experienced lawyers, particularly those at the mid-level and senior associate stages, are often tapped on the shoulder about opportunities regularly. Strong legal support professionals and commercially minded in-house lawyers are also in high demand.

What is interesting when making these approaches, is that salary alone rarely determines whether a candidate chooses to explore a role.

Increasingly, candidates are making decisions based on reputation, specifically the internal reputation of a firm.

Not the brand presented externally, but the one experienced by the people working inside it.

And because Melbourne’s legal community is relatively close-knit, that reputation travels quickly.

What candidates are really asking

When lawyers consider a potential move, their questions tend to go beyond the job description.

They want to understand what working at the firm is actually like.

Leadership and culture are often the first things candidates’ probe. Lawyers want to know whether partners are approachable, whether senior practitioners genuinely invest in mentoring junior lawyers, and whether the culture encourages collaboration or competition.

Strong leadership and meaningful mentorship often become defining features of firms with strong reputations. Conversely, environments where lawyers feel unsupported or disconnected from leadership tend to develop reputations that circulate quietly through the market.

Workload is another topic that comes up frequently in candidate discussions.

Billable hours are a reality across most private practice roles, and lawyers understand the demands of the profession. What candidates are trying to assess is whether the workload is sustainable. They want to know if teams are adequately resourced or whether lawyers are consistently operating under pressure due to understaffing.

Firms that develop a reputation for burnout often find it increasingly difficult to retain mid-level lawyers, and prospective candidates are quick to notice those patterns.

Flexibility is another area where perceptions can strongly influence decision-making.

Since the pandemic, hybrid work has become an expectation rather than a perk for many professionals. Candidates often ask whether firms genuinely support flexible working arrangements or whether those policies exist more in theory than in practice.

Firms that demonstrate trust in their lawyers’ ability to manage their work flexibly tend to be viewed far more favourably in the current market.

Career progression is another key consideration. Lawyers frequently want to understand what advancement actually looks like within a firm. While partnership pathways remain important for some, candidates are equally focused on whether there are clear promotion timelines, opportunities to lead matters, and exposure to high-quality work that will develop their expertise.

A lack of clarity around progression can quickly make a role less attractive, particularly when competing firms offer a more defined growth pathway.

The power of word-of-mouth

One of the defining characteristics of Melbourne’s legal community is how interconnected it is. Lawyers often move between firms, collaborate across matters, and maintain professional relationships for many years. Because of this, informal insights about workplaces travel quickly.

Before accepting a role, a candidate may quietly reach out to a former colleague who now works at the firm. They might speak with someone who previously worked in the team, or with a lawyer who regularly deals with the firm professionally.

Recruiters also hear consistent feedback from candidates who have experienced particular firms, teams, or leaders. Taken together, these conversations shape a firm’s reputation far more than any marketing message.

When employer brand and reality do not align

One of the biggest risks for law firms arises when the image they promote does not match the experience employees describe.

A firm might promote work-life balance while lawyers within the team regularly face unsustainable workloads. A careers page may highlight mentorship, but junior lawyers may struggle to access meaningful guidance.

Flexible work policies may exist formally yet feel discouraged in practice. When these inconsistencies occur, candidates notice. And in a market where lawyers often rely on trusted networks for insight, those experiences can quickly become part of a firm’s broader reputation.

Building an employer brand that attracts talent

The firms that consistently attract strong candidates across Melbourne tend to focus less on marketing their employer brand and more on strengthening the internal experience.

They invest in genuine mentorship and clear development pathways. Leadership is visible and accessible. Workloads are managed carefully, and flexibility is supported through trust rather than rigid policy.

When lawyers feel supported, valued, and challenged in the right ways, they naturally become advocates for their firm.

That advocacy becomes one of the most powerful recruitment tools available.

A strategic opportunity for law firms

In the legal sector, employer branding isn’t created through messaging alone.

It’s built through daily experience, including how leaders support their teams, how work is distributed, how progression is communicated, and how lawyers are trusted to manage their responsibilities.

Firms that align their internal culture with the values they communicate externally often find that attracting talent becomes significantly easier.

Not because they are promoting themselves more aggressively, but because their reputation speaks for itself.

For employers at Law Firms and Corporations, your employer brand already exists in Melbourne’s legal market.

It is being shaped in quiet conversations between lawyers, colleagues, and industry peers every day.

The real question for leadership teams is this:

If candidates are discussing your firm when you are not in the room, what is it they are they saying?

If you would like tailored insights or support navigating your next legal hire, our team at Legal People would love to assist. You can contact us at info@legalpeople.com.au .

Further reading:

The hidden cost of taking too long to hire lawyers in a tight market

Sun, 22 Feb 2026 23:49:19 GMT

The hidden cost of taking too long to hire lawyers in a tight market

In this article we discuss how taking too long to hire can lead to less than favourable outcomes. Read on to discover the financial, cultural and reputational costs of being slow to recruit.

Law firms do not set out to recruit slowly. Very few partners wake up intending to stretch out hiring decisions or to complicate the process. However, it can be challenging to prioritise short listing and interviews. Partners are busy, client matters and meetings come first, and billable work needs to be completed to deadlines.

As legal industry specialist recruiters with more than 50 years’ experience, we also understand why some firms take comfort in “just seeing a few more candidates” or in attempting to manage recruitment internally in the hope of keeping costs down. On paper, that approach might feel sensible.

In today’s legal market, however, delays to recruit are rarely cost neutral. Acting slowly is expensive, and it will almost always affect the outcome.

In a recruitment market where high-quality lawyers and experienced legal support staff are in short supply, the passing of time itself becomes a competitive disadvantage. The longer a role remains open, the more the cost builds.

Below are the real impacts we see every day when hiring drags on.

The financial cost: lost productivity

Every unfilled role creates a productivity gap because the work does not disappear when someone leaves. Matters are often redistributed to already stretched teams, partners take on more operational work than they should, and overall billable capacity drops, even if people are working longer hours.

What many firms underestimate is that the cost of leaving a role vacant often exceeds the cost of recruiting effectively. A delay of even two to three months can mean missed billable hours, slower turnaround times for clients, and reduced capacity across teams. By the time an offer is finally made to a suitable candidate, the financial impact has already been felt.

The opportunity cost: the best candidates do not wait

In a candidate-short market, strong lawyers rarely sit around waiting for offers. The most commercially attractive candidates are usually interviewing with multiple firms at once, receiving offers within days rather than weeks. Many of these high-quality candidates expect a sense of momentum from prospective employers.

When decision-making stalls, candidates don’t typically push harder or negotiate more. In our experience, they simply accept another offer, often without circling back or asking for feedback. Firms are then left re-advertising the role, compromising on fit, or continuing to operate understaffed. None of those options lead to best-practice outcomes.

The cultural cost: burnout drives further attrition

Delayed hiring doesn’t just affect output. It affects team morale.

When vacancies stay open for months, your existing staff notice. While company leadership, with the best intentions, believe they are being cautious with hiring to get the right person, the message that often lands with teams can be very different.

To them, it can feel like resourcing isn’t a priority, that excessive workloads are becoming the norm, or that the only way to regain some life balance is to leave.

This is how one resignation can quickly become two or three. In Melbourne’s tight legal market, burnout is one of the biggest drivers of secondary attrition, and slow hiring can be a significant contributor.

The reputational cost: the market is watching

Law firms often underestimate how closely candidates observe recruitment behaviour. Delays can quietly signal indecision at partnership level, internal misalignment, or a lack of urgency and respect for candidate time, even if none of those things are intentional.

Word travels quickly through recruiter networks and peer conversations. Firms that develop a reputation for moving slowly or going quiet mid-process tend to receive fewer high-quality applications over time. Top candidates approach them more cautiously, and attracting interest for future searches becomes harder than it needs to be.

In our experience, reputation is built, or eroded, one hiring process at a time.

The strategic cost: recruitment becomes reactive

When firms rely solely on internal recruitment while juggling client demands, hiring often becomes reactive. A resignation triggers a scramble, decisions are rushed at the end rather than clarified upfront, and long-term workforce planning falls away.

Ironically, firms trying to save time or money by handling recruitment themselves frequently end up taking longer, re-hiring for the same role within 12 months, or losing confidence in the process altogether.

Why specialist legal recruiters change the equation

At Legal People, we don’t simply introduce candidates. Much of our role includes sourcing passive candidates to create momentum, providing real-time market intelligence that supports confident decision-making, managing candidate expectations, and reducing business risk by screening for motivation, cultural fit, and long-term intent.

Just as importantly, we protect your employer brand when timing is tight. We engage with the candidate to help absorb time pressures or market noise to ensure that you can make better decisions faster, without sacrificing quality of hire.

In Melbourne’s candidate-short legal market, slow hiring decisions aren’t cautious. They’re costly.

The firms that consistently attract and retain the best lawyers and legal support staff are not always the biggest or the highest paying. They are the ones that understand the true cost of delay, act decisively when the right candidate appears, and use expert market insight to reduce risk rather than increase it.

If recruitment feels harder than it used to, it is not your imagination. Speed, clarity, and informed decision-making remain powerful advantages when they are used well.

If you would like tailored insights or support navigating your next legal hire, our team at Legal People would love to assist. You can contact us at info@legalpeople.com.au .

Further reading:

Selecting the best candidate for your role

Attracting and retaining legal talent in small to medium sized law firms

Sun, 07 Dec 2025 23:38:16 GMT

Attracting and retaining legal talent in small to medium sized law firms

In this article we discuss what law firm hiring managers can do to assist with talent attraction and recruiting top talent to their firm. Read on to discover small changes you can implement to ensure you can help attract the right lawyer to fill that next available role.

In Melbourne’s legal market, competition for high-performing lawyers and particularly lawyers at the 3–5 PAE level, remains intense. Demand across litigation, insolvency, employment law, and family law continues to outstrip supply, while even traditionally “steady” areas such as commercial and property law remain challenging when it comes to securing standout candidates.

For law firm hiring managers responsible for building and sustaining high-performing teams, understanding the realities of the current legal industry recruitment market is essential. In this article, we share our insights drawn from 50+ years of legal industry recruitment and our conversations with candidates and firms right across Melbourne.

Understanding the current market

The legal talent landscape is candidate-tight (still!). Firms are not only competing on salary but increasingly on flexibility, culture, values alignment, and long-term development pathways.

Over the past two to three years, lawyers have shifted their expectations. Where hybrid work was once a differentiator between offers, is now a baseline assumption. Firms resistant to remote or hybrid options generally see fewer applicants and longer time-to-hire.

Candidates also scrutinise a firm’s values and purpose more carefully than ever. They want clarity around how performance is measured, how wellbeing is supported, and how career progression is managed and attained.

Encouragingly, most Melbourne firms are keeping pace. Having said that, the gap between “keeping pace” and “standing out” continues to widen.

Attraction strategies that actually work

What we are seeing is that the firms who are winning the competition for talent do five things exceptionally well:

1. Act quickly and communicate well

Top firms move decisively. They understand that quality candidates often have multiple confirmed interviews and even multiple job offers. Delays, especially those between interview stages can signal disorganisation or disinterest.

Hiring managers who stay close to the process, remain responsive, and keep decision-making moving almost always achieve better outcomes.

2. Sell the role and sell the firm

Interviews are a two-way street. High-performing firms treat them as an opportunity to demonstrate their culture, values, Employee Value Proposition (EVP), and leadership style and not to simply assess the candidate.

3. Develop a strong and compelling Employee Value Proposition (EVP)

The EVP elements that we see resonating most with Melbourne lawyers include:

Reasonable billable expectations (typically 5–6 hours per day)
Clear progression pathways, ideally documented so expectations are transparent and measurable
Hybrid working built into policy, not just informally offered
Market-leading parental leave and family support

4. Optimise job ads

A job ad alone is rarely enough to secure the legal talent you are looking for. Passive talent engagement, consistent market presence, and recruiter-led sourcing all significantly increase reach and quality.

Candidates tend not to be interested in vague job ads, unclear job descriptions, or generic requirements that do not reflect the reality of the role.

This is where an industry specialist recruiter can really help. The more information we receive about the organisation, the team, the leadership styles, the culture, then the more targeted and effective the attraction strategy becomes.

5. Improve the candidate experience

How do you improve the candidate experience with your firm from their very first impression through to the day they start with you?

Small but high-impact improvements can include:

Offering candidates the choice of online or in-person interviews to speed up scheduling
Fast, courteous communication at every stage, respecting that their time is valuable
Making sure candidates feel welcomed, respected, and important to you during the recruitment process

They might sound like common sense, but we have found that these small elements differentiate firms instantly.

Retention strategies that actually work

Retention challenges often stem from issues we see well before a resignation occurs.

Why lawyers leave

We talk to many lawyers across all levels and from boutique to top tier firms. Generally, we find that their reasons for leaving tend to include:

Chronic lack of resourcing and workload pressure
Burnout
Poor communication from partners about long-term career paths
Uncertainty about progression opportunities

1. Supporting early-career lawyers

Turnover is highest at the 2–4 PAE mark, yet this is also when lawyers form the strongest professional loyalties. Firms that invest in clear guidance, coaching, and transparent pathways tend to retain their emerging leaders far more effectively.

According to an article in the Australian Financial Review*, recent graduates are the first to hit the market as true 'AI natives'. This means that graduate hiring and onboarding should focus more on 'softer skills', such as strong people skills and the ability to see the 'big picture' and questions assumptions, as they will be able to provide more strategic input faster than used to be the case.

2. What mid-tier and boutique firms get right

Many smaller firms do well at talent attraction because they:

Provide genuine flexibility
Actively seek feedback and develop policies with staff input
Ensure partners remain approachable and invested in individual growth. This creates a sense of being known, valued, and supported which candidates repeatedly cite as a reason to stay.

3. Culture, flexibility and wellbeing

An XRef survey on the strengths top workplaces share in common** included 'workplace flexibility' and 'leadership and management.

Almost every candidate we speak to wants some version of flexibility, which is now considered a standard, rather than a perk. Post-pandemic, flexibility means more than just hybrid working from home and may be different depending on the individual. It now encompasses:

Adjusted hours
Compressed weeks
Trust-based scheduling
A culture that measures outcomes, not desk time

On wellbeing, many firms offer similar benefits on paper. What differentiates the ‘standout’ firms from those with repeat high turnover is that standout firms are consistently described as environments where people want to stay because EVP promises match lived experience.

Transparent leadership communication, regular check-ins, and open dialogue about workload and expectations also significantly strengthen culture and retention.

4. Future-focused workforce strategy

A long-term workforce plan is no longer optional. One of the legal industry’s most pressing question is whether they are bringing in enough graduates to meet demand in three years’ time.

Hiring Managers should consider ensuring that business leaders are succession planning and talent mapping. Both are important in a market where mid-level lawyers are permanently in shortage and where those same mid-level lawyers are on the lookout for career development opportunities. Firms that monitor graduate turnover, identify high-potential talent, and build structured development pipelines will be far better positioned to weather ongoing market pressures.

For Hiring Managers, there are two challenges. Attract the right people today while building the workforce your firm will rely on tomorrow. In a tight and fast-moving market like Melbourne, the firms that act decisively, communicate transparently, and invest in their people’s future will continue to secure and keep the best talent. Some law firms have demonstrated this over time with very low staff turnover rates. We see this demonstrated daily when lawyers at this firm are reluctant to leave or consider other opportunities!

If you’d like tailored insights or support navigating your next legal hire, our team at Legal People would love to assist. You can contact us at info@legalpeople.com.au .

Further reading:

* 'Picture not so perfect' by Rachael Bolton of The Australian Financial Review, as featured in AFR's Top 100 Graduate Employers 2026 issue

** 'Workplace strengths insights: what to learn from last year" featured on the XRef.com blog. Read the full article here .

38 years of change at Legal People

Mon, 20 Oct 2025 01:47:49 GMT

38 years of change at Legal People

In this article we celebrate the extraordinary career of Colleen Tankard on the occasion of her retirement from her role as Partner at Legal People. It’s been 38 amazing years!

When Colleen first walked into Legal People’s office in 1987, the legal recruitment landscape, and Melbourne looked very different. The firm was perched on the 9th floor of 99 Queen Street, a bustling office of around ten people, typewriters humming, phones ringing off the hook, and a junior staff member racing across town with manila envelopes packed with freshly typed CVs.

Nearly four decades later, as Colleen retires from her role as Partner, she leaves behind not only an extraordinary legacy of professionalism, loyalty, and warmth, but also a first-hand account of how an entire industry transformed around her.

Beginnings and early days

Before joining Legal People, Colleen was a HR Manager at a law firm and a client of the agency she would one day help build. Drawn to the people-focused side of HR, she took a chance on a job ad and soon found herself working alongside founders Bob and Sue Henderson. “I had been a client, and my sister had also been placed by them, so I picked up the phone. Within days I was sitting across from Bob and Sue—it just felt right.”

During her time at Legal People, Colleen has been a bit of a “Jill-of-all-trades” and has had many job titles including Support Recruitment Consultant, Temp Consultant, Office Manager and even Bookkeeper.

In her early days with Legal People, job ads were placed by phone in The Age or Herald Sun—dictated line by line to a newspaper operator. This took all of Thursday afternoons and then Mondays were a whirlwind, with the switchboard lighting up as candidates called to apply for jobs they’d seen in Saturday’s paper. CVs were typed up by one of 3 secretaries and placed into presentation folders, and hand-delivered, sometimes by the candidates themselves! Many of the weekly job applications and candidate CVs would arrive in the mail and sometimes they were received via DX (Australian Document Exchange / AUSDOC). In those early days Colleen placed Word Processing Operators, Accounts staff and even tea ladies!

“There were no mobile phones, no email, no internet,” Colleen recalls. “If you wanted to reach someone, you picked up the phone or popped into their office.”

The evolution of the office

From the 9th floor, 99 Queen Street to newer, more modern spaces and then eventually remote working, the Legal People office has changed shape many times, but some things have stayed the same. “Treating candidates and clients with respect and building genuine long-term relationships that’s always been Legal People’s foundation,” Colleen says.

In the early days, the many temps on the Legal People books dropped by on a Friday afternoon to collect their pay cheques in person. Fridays were a challenging day because the temps would phone their hours into the office in the morning, and the cheques would need to be ready for pick up in the afternoon! “It was a bit of a weekly social event,” she laughs. “We’d chat about their week, their roles, and often end up placing them many times in their careers.”

After the 30-40 temps left the Legal People office, they then had to line up at various banks around town to bank their cheques!

It was that spirit of connection and developing long term relationships with candidates and clients that Colleen believes, has contributed to Legal People’s longevity. “People didn’t move around as much back then, and you really got to know them over many years. That sense of care and continuity has never changed.”

The technology revolution

Recruitment technology has come a long way! In the early days Legal People used Kalamazoo ledgers and carbon paper payslips whereas now they use more sophisticated platforms like JobAdder, Microsoft Teams and LinkedIn. In the early years, fax use became widespread for a time “We’d tell a client a CV was coming through, and they’d literally run to the fax machine to collect it,” Colleen recalls.

As systems evolved out of filing cabinets and into databases, email and online job boards, the pace of recruitment also accelerated.

People and relationships

Across four decades, Colleen has seen consultants, candidates, and clients come and go but the best ones, she says, share the same traits. “Consistency, communication, and kindness. The recruiters who check in, who build relationships, who genuinely care, they’re the ones who last.”

She’s also seen generations of support staff and lawyers progress through their careers, from receptionists to partners. “At Legal People, our team has placed people multiple times across their lives. Some of those relationships have turned into real friendships.”

Surviving the tough times

Through economic recessions, the stock market crash of the 80s, the GFC, and the COVID-19 pandemic, Colleen has very much been the glue helping to hold the team together. “People were walking into the office in tears during the “recession we had to have” in the early 90’s, having lost their jobs in a restructure and worried about losing their homes,” she remembers. “But our team kept going, supporting our clients and candidates through it all.”

Her loyalty, compassion, hard work and commitment have played a big part in Legal People’s enduring culture and one of the reasons they have recently celebrated their 50 ^th anniversary.

A legacy of loyalty

In 1989, Colleen was made a Partner by Bob Henderson, which was a recognition of her hard work, administrative skills and integrity. Colleen considers it her proudest career achievement. “Bob just wandered in one day and told me that’s what he was going to do. He wanted to give me authority within the business and also recognition of my efforts.”

Since then, Colleen has been a steady presence through every change, “Legal People is a family. We’ve supported each other through everything, ill health, loss, and success. That’s rare, and it’s what’s kept me here all these years.”

As she steps into retirement, Colleen says she’ll miss the people most. “The friendships, the laughter, the shared history. She still catches up with former staff members regularly. “Those bonds don’t end when you leave the office.”

Looking back—and forward

Asked what advice she’d give her younger self, Colleen doesn’t hesitate. “Have more confidence. Don’t second-guess yourself.”

After 38 years, she leaves behind a company she helped shape. It is one built on trust, respect, and genuine connection. The tools may have changed, but the heart of Legal People hasn’t.

As the team celebrates her incredible milestone, one thing is certain: Colleen’s legacy isn’t just in the placements she made in those early days, but in the systems, processes and culture she helped build, one that is defined by warmth, professionalism, and care.

We thank Colleen for her loyalty, hard work and contribution to the industry and to Legal People and wish her all the best in her retirement.

Get in touch today to start a conversation about your legal career. You can contact us at info@legalpeople.com.au .

The do's and don'ts of using AI to prepare your CV and cover letter

Wed, 01 Oct 2025 00:15:00 GMT

The do's and don'ts of using AI to prepare your CV and cover letter

In this article we discuss the factors you should consider if you utilise AI tools to assist with your next legal job application. Find out what recruiters and hiring managers are looking for and how to use AI tools in a smart way so that you don’t end up sounding like everyone else!

Artificial Intelligence (AI) has quickly become a tool many lawyers turn to when drafting and polishing job applications. With its ability to generate text, suggest improvements, and check formatting, AI can feel like a timesaving shortcut to getting your CV and cover letter ready.

Having said that, when you’re applying to a law firm or corporate legal role- where precision, credibility, communication skills and professionalism matter - there is a very fine line between using AI as an aid and having it undermine your application.

Here are the key do’s and don’ts that our team of expert legal industry recruiters at Legal People recommend you keep in mind.

The do's

1. Use AI for structure and formatting

If you’re struggling with layout, headings, or the order of information, AI can help you create a clear, logical structure. A well-organised CV makes it easy for law firm partners, HR managers, and recruiters to see your career story at a glance.

2. Ask AI to refine your writing

AI can smooth out awkward sentences, correct grammar, and suggest more concise ways of phrasing. This is particularly useful when turning long descriptions of matters into succinct bullet points that highlight impact.

3. Use AI to tailor your application for a specific role

Feeding in the job description and asking AI for ideas on keywords or selection criteria alignment can help ensure your CV and cover letter speak directly to the employer’s needs.

4. Let AI highlight achievements

AI can help transform task-heavy job descriptions into results-driven accomplishments (e.g., turning “drafted contracts” into “successfully drafted and negotiated commercial contracts valued at $10M+”).

5. Treat AI as a drafting partner, NOT the final editor

The best use of AI is to speed up early drafts. The final version should always be thoroughly reviewed, edited, and personalised by you.

The don'ts

1. Don't rely on AI for accuracy

AI doesn’t know your career history. It may insert generic examples, incorrect case names, or even fabricate achievements. Always fact-check every line. In law, accuracy is non-negotiable.

2. Don't let AI strip out your personality

Law firms and corporations want to hire you, not a generic template. Over-reliance on AI can make your application sound robotic and bland. Inject your own authentic voice, especially in the cover letter. Remember that many other applicants will be using AI tools for the same purpose and you need to stand out from the crowd, not all sound the same.

3. Don't copy paste AI text without customisation

Our team at Legal People and our client hiring managers can spot formulaic, AI-generated phrases a mile away. Some of the giveaways are American spelling, the over-use of emojis, and the use of words or phrases that do not belong in the Australian vernacular. We recommend that you invest time tailoring each sentence or dot point to reflect how your unique experience matches the key selection criteria for the specific role.

Also remember that many recruiters and organisations have the technology to determine whether an application has been written by AI, so if you do use it, do it with the understanding that they will know that you have.

4. Don't ignore confidentiality risks

Be very cautious about uploading sensitive client, matter, or employer details into AI tools. Use placeholders where needed (e.g., “Top-Tier Construction Matter” instead of a client’s name).

5. Don't forget human review

At the end of the day, a polished and authentic application still benefits from a trusted mentor, recruiter, or colleague reviewing it. AI cannot replace human judgement about tone, credibility, or demonstrate a natural values and cultural fit.

AI can be a powerful assistant in preparing your CV and cover letter but only if you use it wisely. Think of it as a research clerk or virtual assistant, helpful for first drafts, formatting, and tidying up, but not the person you’d trust to run the case in court!

If you want your application to stand out, let AI speed up the drafting but make sure your final document reflects your authentic achievements and personality, professional credibility, and career story.

As specialist legal recruiters, we regularly review CVs and cover letters for lawyers at all levels. If you’d like feedback relating to your CV or advice on making the next step in your legal career, get in touch with us today.

Meet our experts:

Sharon Henderson - Director and national leader in legal recruitment. Known for her deep networks and market insight.

Rosie Mamic - Principal Consultant with over two decades of success in placing legal professionals and support staff across private practice and corporate teams.

Laine McKenzie - One of Melbourne's most trusted legal support recruiters, offering guidance, market advice, and enduring client relationships.

Get in touch today to start a conversation about your legal career. You can contact us at info@legalpeople.com.au .

Lateral moves: what you should consider before switching firms

Wed, 20 Aug 2025 00:15:00 GMT

Lateral moves: what you should consider before switching firms

In this article we discuss the factors you should consider when you are thinking about switching firms. Find out the questions you should ask yourself to really understand your motivation and what it is you are looking for in your next role.

In Melbourne’s current candidate-driven legal market, it’s not uncommon for mid and senior level lawyers to be approached with offers from competing firms. Whether you're actively considering a move or have simply been “tapped on the shoulder,” making a lateral move is a significant decision that warrants more than just a salary comparison.

As legal industry specialist recruiters with more than 50 years’ experience in the sector, this is what we recommend you think about before making the leap:

1. Are you moving toward something or away from something?

Before you accept an offer from a competing firm, we recommend taking the time to assess what’s motivating the change. Is it that you are dissatisfied with your current work culture or leadership? Or are you perhaps looking for more meaningful work, better work-life balance, or faster career progression? Finding clarity here will help ensure you’re not jumping into a similar situation under a shinier brand.

2. What does the new firm actually offer in terms of career growth?

A common reason for making a lateral move is the promise of a clearer or faster career progression pathway. It is useful to evaluate how realistic that path is. Ask about the average time to promotion, recent examples of internal progression, and what’s expected from you to get there.

3. Will your client base and practice area thrive in the new environment?

Consider whether the new firm aligns with your current specialisation or practice strengths. Will you have access to strong internal referrals? Do they support the industries and sectors you’re experienced in? Compatibility with the firm’s strategic direction can make or break your long-term success.

4. What is the cultural fit really like?

Every firm claims to have a “great or thriving culture,” but organisational values can differ vastly. Ask about team structures, leadership styles, flexibility, and expectations around hours. Where possible, speak with people currently at the firm (or a trusted recruiter like us who knows the inside story!).

5. What will the move say about your career story?

Each lateral move should make logical sense on your CV. It should represent a step up in responsibility, exposure, or alignment with your goals and not be a reactionary switch to a toxic manager or challenging workloads. When we look over your CV, we look for career progression that adds to your skills and experience. Hiring managers do the same thing.

6. Is it the right time personally and professionally?

Think about your current workload, life commitments, and mental readiness for change. A move, especially at a senior level, can require additional energy levels, adaptability, and extra focus on detail. Make sure you’re well-positioned to hit the ground running.

Lateral moves can be powerful career accelerators, more so when approached strategically. Working with our expert legal industry specialist recruiters who understand the nuances of the Melbourne market can help you assess options objectively, avoid pitfalls, and ensure the opportunity genuinely supports your long-term goals.

If you’re considering a change, we’re here to help you make the right move, not just any move.

At Legal People, we’ve been supporting law firms and legal professionals across Melbourne for decades. Whether you're looking to recruit a new team member, understand market salary trends, or position your firm to attract top-tier talent, our team is here to help.

Meet our experts:

Sharon Henderson - Director and national leader in legal recruitment. Known for her deep networks and market insight.

Rosie Mamic - Principal Consultant with over two decades of success in placing legal professionals and support staff across private practice and corporate teams.

Laine McKenzie - One of Melbourne's most trusted legal support recruiters, offering guidance, market advice, and enduring client relationships.

Get in touch today to start a conversation about your legal career or your firm’s next hire. You can contact us at info@legalpeople.com.au .

Why cultural fit matters more than ever in Melbourne law firms

Wed, 09 Jul 2025 00:15:00 GMT

Why cultural fit matters more than ever in Melbourne law firms

In this article we discuss how cultural fit can be just as important for your legal industry career as your technical skills and work experience. Find out what cultural fit means and how it might play out at different types of law firms in Melbourne.

In Melbourne’s legal recruitment market, technical skills and legal expertise are often just the beginning of your career toolkit. Firms who are wanting to invest in staff long term and are recruiting for staff that add value to their firm are placing a premium on something less tangible but just as critical: cultural fit.

For lawyers considering their next career move, whether that involves a promotion, a lateral move, or even a transition to in-house counsel, understanding how law firms assess values alignment has never been more important.

A shift in priorities post-pandemic

Post-pandemic, law firms have recovered from disruption and seem to be reimagining the kind of workplace they want to create. We have found that they are now actively seeking people who will not only excel at the work but who will thrive within the team, contribute to firm culture, and demonstrate emotional intelligence in a more collaborative, client-facing environment.

We’re seeing a real emphasis on who a lawyer is, and how a lawyer works, not just what they can do.

What "cultural fit" really means

Cultural fit is not about hiring people who all look, sound, or think the same. Rather, it’s about whether your personal values, working style, and interpersonal approach align with the firm's broader mission and internal culture. Australian and international law firms strongly value diversity of background and thought.

A few examples to illustrate cultural fit:

A boutique litigation firm with a start-up feel may value adaptability, entrepreneurial drive, and initiative.
A mid-tier commercial practice might look for collaboration, integrity, and client rapport over competitiveness.
An international firm with a highly structured environment may prioritise lawyers who thrive with process and consistency.

How firms are assessing cultural fit

While they are going about their recruitment, we are finding that firms have become more structured and strategic in how they assess soft skills and cultural alignment over time.

They go about it in the following way:

Behavioural interviews that explore your approach to conflict, deadlines, and client management
Team interviews to test chemistry and communication styles
Psychometric testing in some cases, especially at senior levels or in firms with a strong HR presence
Referral and informal feedback , particularly where interpersonal reputations can carry weight

At Legal People, we also provide valuable insight to our clients about how candidates are likely to fit within a team which is based on our in-depth conversations, career history analysis, and of course previous employer feedback and background checks.

What this means for lawyers

If you're exploring new opportunities, your ability to convey cultural compatibility is just as important as showcasing your skills and experience on your CV.

Here’s what we recommend:

Do your research on a firm's culture, leadership, and values. Check their LinkedIn presence, website tone, and thought leadership articles.
Reflect on your own values and working style. What kind of team do you thrive in? What do you need from a workplace to do your best work?
Use job interviews to tell your story. Frame your achievements in a way that demonstrates collaboration, adaptability, initiative, or resilience - whichever traits are most aligned with the firm's identity.
Ask questions. Cultural fit goes both ways. Ask how the firm supports wellbeing, how they handle internal feedback, or what the social dynamic is like.

Our role in finding the right fit

As specialist legal recruiters, we don’t just match skills to job descriptions, we match people to places where they will thrive long-term.

We help candidates uncover the unspoken elements of a firm’s culture, assess whether a role is truly the right fit, and prepare for interviews in a way that brings their full professional self to the table, not just their academic transcript or a list of matters or deals that they have worked on.

In our 50+ years of legal industry recruitment, we have found that the lawyers who thrive in today’s market are not just technically excellent. They’re the ones who are self-aware, aligned with their team, and ready to contribute meaningfully to the culture they join.

Are you considering your next move and wondering what kind of firm will suit you best? Reach out for a confidential chat. The team at Legal People are happy to offer their insights into which firms in the Melbourne legal market align with your goals and values.

Meet our experts:

Sharon Henderson - Director and national leader in legal recruitment. Known for her deep networks and market insight.

Rosie Mamic - Principal Consultant with over two decades of success in placing legal professionals and support staff across private practice and corporate teams.

Laine McKenzie - One of Melbourne's most trusted legal support recruiters, offering guidance, market advice, and enduring client relationships.

Get in touch today to start a conversation about your legal career or your firm’s next hire. You can contact us at info@legalpeople.com.au .

Melbourne’s legal recruitment landscape in 2025: what lawyers and hiring managers need to know

Fri, 23 May 2025 00:15:00 GMT

Melbourne's legal recruitment landscape in 2025: what lawyers and hiring managers need to know

Our legal industry recruitment experts share with you the current trends in the Melbourne legal sector and how you can attract, recruit and retain talented lawyers for your business. Find out what candidates are asking for now and how to ensure your firm stands out in a competitive talent market.

Recruiting and retaining top legal talent in Melbourne can be a challenge. Today’s legal job market demands a more strategic, informed approach.

To navigate it successfully, you need to understand the broader economic forces at play — and how they’re influencing the legal sector on the ground.

Economic uncertainty, subtle shifts, and a cautious workforce

Despite broader headlines about slowing growth, the Australian labour market remains resilient. While unemployment has inched up over the past few years, it’s still below the long-term average and well under what economists consider full employment. The result? Quality candidates — particularly experienced lawyers — remain in short supply.

Inflation, once a major pressure point, has eased significantly and now sits comfortably within the Reserve Bank’s target range. This has sparked talk of interest rate reductions, potentially boosting business confidence. But for now, caution remains. According to LinkedIn, fewer professionals are actively job-hunting — only 59% of Australian workers are open to new opportunities in 2025, compared with 76% last year.

What does this mean for law firms? The pool of active legal candidates is shrinking. Meanwhile, demand remains steady, especially in certain practice areas. Firms are being forced to work harder to stand out — and to address the real concerns of today’s cautious and highly researched candidates.

Legal talent is in demand - but reluctant to move

Despite economic headwinds, the appetite for legal services remains strong across Australia. But securing the talent to meet this demand isn’t getting easier. Most lawyers are gainfully employed, and many are hesitant to consider a move.

Common reasons for this include:

Concerns about economic stability and cost of living pressures
Competitive salaries and flexibility being offered in current roles
Strong retention strategies within firms which may include transparent promotion pathways, career development opportunities and meaningful benefits and leave policies

In addition to this, the demand for mid-level lawyers wanting to work overseas has also picked up in our post-Covid era which is also leading to a drain in local legal talent.

Big firms are upping their flexibility game

Once a unique selling point for small and mid-sized firms, workplace flexibility is now being embraced by larger players. Hybrid arrangements are standard — even for support roles — and firms are becoming more intentional about promoting their flexibility as a recruitment tool. This shift has eroded the traditional advantage smaller firms held in the war for talent. Candidates now expect hybrid options across the board, regardless of firm size or structure.

Lawyer’s Weekly 2025 Survey data support this trend: while the percentage of legal professionals planning to change jobs has slightly increased compared to last year, it remains far below 2023’s peak. Importantly, most lawyers looking to move still want to stay within the profession — a good sign for firms willing to tailor their offers to match evolving expectations.

What lawyers want to know before they apply

If you’re hiring, the questions candidates are asking have shifted. We are certainly getting less questions about company prestige or high salaries. Melbourne lawyers want clarity, purpose, and balance.

Here are four key questions we’re hearing from candidates in today’s market:

1. What are the billable hour expectations?

Lawyers are acutely aware of burnout risks. They’re looking for firms that manage expectations realistically. If your billable targets are moderate compared to market norms, highlight this clearly in your recruitment messaging.

2. Is hybrid work on offer?

Flexibility is no longer optional. The standard is now three days in-office and then two done remotely. Any less flexibility can hurt your attractiveness as an employer.

3. Can I review the position description upfront?

Lawyers want specifics. Vague job ads no longer cut it. Providing a detailed PD early in the process can improve both application volume and quality.

4. What does your firm stand for?

Especially for younger lawyers, values matter. Firms that clearly articulate their culture, values, and career development pathways — often through a formal EVP (Employee Value Proposition) — stand out in a competitive market.

Practice areas in high demand

Some legal specialties are experiencing sustained demand in Melbourne:

Family Law: Demand remains elevated post-Covid and shows no signs of softening.
Employment & Workplace Relations: Ongoing regulatory changes, including new Fair Work reforms, are keeping these teams busy.
Commercial Litigation & Insolvency: Victoria has recorded the highest rise in business insolvencies nationally, driving strong demand for mid-level litigators.

Legal support roles remain in demand, particularly across litigation, family law, conveyancing, and employment law. By contrast, demand in commercial and personal injury teams has stabilised for now.

A final word for legal employers and job seekers

Melbourne’s legal job market in 2025 is defined by caution, competition, and a growing emphasis on values alignment. Whether you're a lawyer considering a career move or a hiring manager looking to build your team, success depends on understanding what today’s candidates want — and responding with clarity, empathy, and flexibility.

For firms, this means:

Promoting realistic billing expectations
Offering hybrid arrangements as a standard, not a perk
Sharing comprehensive position descriptions
Investing in your EVP to communicate culture and purpose

Done right, these actions will not only attract new talent but help you retain the people you already have - a critical advantage in a tight, candidate-driven market.

Need help navigating the market?

Meet our experts:

Sharon Henderson - Director and national leader in legal recruitment. Known for her deep networks and market insight.

Rosie Mamic - Principal Consultant with over two decades of success in placing legal professionals and support staff across private practice and corporate teams.

Laine McKenzie - One of Melbourne's most trusted legal support recruiters, offering guidance, market advice, and enduring client relationships.

Get in touch today to start a conversation about your legal career or your firm’s next hire.

Should you like a confidential discussion about your next legal industry career opportunity please get in touch at info@legalpeople.com.au . We are specialists and recruit Lawyers, Support staff and HR professionals in Melbourne, Australia.

Lawyers: how to know when it is time to go

Wed, 16 Apr 2025 00:15:00 GMT

Lawyers: how to know when it is time to go

In this article, we discuss the questions lawyers should ask themselves when they are wondering whether it is time to move on from their current role. We discuss the 7 signs to look out for to tell whether you have outgrown a role and you should consider your options.

In the fast-paced world of law, it is easy to stay heads-down and power through the day-to-day. But every so often, a moment of introspection might lead you to wonder, Is this still the right role for me?

As experienced legal recruiters with thousands of hours spent placing lawyers across law firms and in-house teams, the team at Legal People have had countless conversations with lawyers grappling with this very question. The reality is that just because a job looks good on your CV or pays well doesn’t mean it’s the right fit for the rest of your working life!

These are the signs we encourage lawyers to watch for that might indicate it’s time to consider your next career move.

1. When you've hit a ceiling

Whether you’re in a mid-tier firm aiming for partnership or working in-house with no clear path to a broader role, career stagnation can be a red flag. If you’re no longer learning, growing, or being challenged, and there’s no obvious pathway for advancement—it may be time to look elsewhere rather than attempting to outlast a career plateau.

2. You dread Mondays (and Tuesdays... and Wednesdays)

We all have bad days. But if you’re regularly waking up with a sense of dread, we do recommend listening to that inner voice. Burnout is real, and emotional fatigue can be a sign that your work no longer aligns with your values, stage of life or energy. Passion for your job or calling might not be obvious every day—but a total absence of it can be a wake-up call.

3. Your work environment is toxic or misaligned

Lawyers tend to be problem-solvers which can sometimes mean that they tolerate dysfunctional teams or toxic managers. Whether you are dealing with poor leadership, unrealistic billing targets, toxic culture, or a lack of support, a misaligned work environment can erode your confidence and wellbeing over time. The longer you stay, the more normalised the dysfunction becomes.

4. You're being overlooked

Perhaps you are personally hitting targets, taking initiative, and doing high quality work but are still not feeling recognised, rewarded, or trusted with more responsibility. Does this sound familiar to you? If your contributions in the workplace are not translating into career progression or recognition, it’s possibly not your fault. Perhaps you are working for an organisation that cannot see your full value.

5. You've outgrown the role

Sometimes, a job simply no longer feels challenging. Perhaps you have mastered the technical aspects, built strong client relationships, and become the go-to person for your team. When the learning curve flattens and the excitement fades, it’s okay to want more.

6. Your values have shifted

What you wanted early in your legal career may not be what drives you now. You may now crave more work-life balance, a stronger team culture, or work that aligns with your personal values. If your current role no longer reflects who you are and where you want to go, that’s a sign to explore something new.

7. The market is moving, and you're not

The legal market—especially in Melbourne and other major Australian hubs—is dynamic. If your peers are progressing into exciting new roles and you feel stuck and bored, then it may be time to reassess your positioning. Whilst moving jobs may feel risky, occasionally staying put and being left behind while the market evolves without you can be worse.

Changing roles can be a big decision and it doesn’t tend to happen overnight. But recognising the signs and speaking with someone who understands the legal landscape is a smart first step.

At Legal People, we specialise in helping lawyers align their skills, values, and career ambitions with the right opportunities. If you’re wondering whether it’s time to make a move, our team would be happy to have a confidential conversation and offer insight into how you’re currently positioned in the market. Your next dream role might just be closer than you think.

Should you like a confidential discussion about your next legal industry career opportunity please get in touch with Sharon Henderson ( sharon@legalpeople.com.au ) or Rosie Mamic ( rosie@legalpeople.com.au ). We are specialists and recruit Lawyers, Support staff and HR professionals in Melbourne, Australia.

10 interview questions for aspiring in-house counsels

Tue, 04 Mar 2025 23:15:00 GMT

10 interview questions for aspiring in-house counsels

In this article, we discuss the questions aspiring In-House Counsels are likely to be asked in a job interview. Read on to discover how to approach responding to these questions and to find out what corporate employers are looking for.

In the Australian legal recruitment market, transitioning from a role within a law firm to one of in-house counsel can be a significant career move for lawyers. While many of the skills you will have learned in your career to date are transferrable and legal expertise remains crucial, in-house counsel positions require a broader skill set. Corporate employers will be looking for commercial awareness, business development acumen, and strong risk management. At Legal People, our corporate clients often seek candidates who can provide both strategic legal advice whilst mutually supporting business growth and operational objectives.

If you are preparing for an in-house legal role, here are ten key questions you are likely to be asked during the interview process.

1. Why do you want to transition from your current role to an in-house counsel role?

This is a fundamental question that assesses your motivation and understanding of the role. Employers want to see that you have a genuine interest in working as part of a business and that you understand the differences between working for a law firm with many clients, and in-house legal work where you may just have one client, but many stakeholders.

2. How do you balance legal risk with commercial objectives?

In-house counsel must be great risk managers while simultaneously supporting business goals. Employers will want to see how you navigate legal complexities while enabling commercial success. When faced with this question you should provide examples of how you have helped clients or businesses achieve their objectives while managing risk effectively.

3. Can you describe a time when you provided legal advice that had a significant commercial impact?

This question assesses your ability to integrate legal expertise with business strategy. Consider highlighting a situation where your legal insights contributed to a positive business outcome, such as a contract negotiation, regulatory compliance strategy, or risk mitigation plan.

4. How do you approach contract negotiation and dispute resolution?

Contracts can be a key focus for corporate counsels, and businesses want lawyers who can negotiate effectively. To respond to this question, demonstrate your ability to draft, review, and negotiate contracts, ensuring they align with business interests while minimising risk. Consider providing examples relevant to the company’s industry niche.

5. What experience do you have with regulatory compliance and corporate governance?

Businesses must adhere to complex regulatory environments, and in-house counsel play a crucial role in ensuring compliance. Discuss your experience with Australian corporate governance frameworks, regulations relating to the specific industry, and how you stay up to date with legal changes.

6. How do you communicate complex legal concepts to non-legal stakeholders?

In-house counsel must communicate legal risks and solutions in a way that business leaders can understand. In response to this question provide examples of how you have simplified complex legal matters for executives, board members, or operational teams.

7. What strategies do you use to manage competing priorities and tight deadlines?

In-house counsel roles often involve handling multiple legal issues simultaneously. Demonstrate your time management, prioritisation, and decision-making skills by discussing a scenario where you successfully managed conflicting priorities.

8. How do you contribute to business development and strategic decision-making?

Unlike working for a law firm, where billing and client acquisition are primary concerns, corporate legal counsel roles focus on supporting business growth. Employers will want to know how you can add value beyond legal advice, such as through risk assessment, compliance efficiencies, or process improvements.

9. What experience do you have working with external legal counsel?

Many corporate legal teams engage external lawyers for specialised matters. Explain your approach to managing external counsel relationships, including selecting the right firms, negotiating fees, and ensuring efficient collaboration and communication.

10. What do you know about our business, and how do you see your role contributing to our success?

This question tests your research and understanding of the company. We always recommend doing your research for a job interview at any level! Show that you have studied their industry, challenges, and opportunities. Highlight how your legal and commercial expertise can help the organisation achieve its strategic goals.

Making the shift to an in-house role requires more than just strong legal skills. You will need to demonstrate commercial awareness, strategic thinking, and the ability to integrate legal expertise into broader business objectives. By preparing for these key interview questions, you will be well-positioned to show prospective employers why you are the right fit for an in-house counsel role in Australia.

Resources:

Download - Guide: Transition from Private Practice to In-House Counsel

How to attract top legal talent in a competitive market

Thu, 16 Jan 2025 04:46:57 GMT

How to attract top legal talent in a competitive market

In this article, we discuss how law firms and corporations can attract top legal talent in our increasingly competitive market. Read on to discover where you should focus your energy and the type of initiatives you could invest in that assist with both attraction and retention.

In Melbourne’s competitive legal market, attracting top talent has become an ongoing challenge for law firms and corporate legal teams. With evolving expectations from candidates and an ever-shifting employment landscape your company should consider adopting strategic approaches to help your organisation stand out as employers of choice.

Here are our actionable steps, based on our 50+ years of legal recruitment experience to help you attract and retain the best legal professionals.

1. Build a strong employer brand

Your employer brand is basically your reputation in the market as a place to work. Legal professionals often seek organisations that align with their values and offer a supportive environment for career growth. Word of mouth reputation spreads quickly – both the good and bad!

We suggest that you can strengthen your employer brand by:

Continually highlight your firm’s achievements and unique culture on your website and social media platforms
Showcase testimonials from current employees about their positive workplace experiences
Emphasise diversity, equity, and inclusion (DEI) initiatives as well as sustainability initiatives, as these can be important to candidates particularly those in generation Z

2. Offer competitive compensation packages

Compensation remains an important factor for legal talent when they are evaluating and comparing opportunities. Many top lawyers field multiple offers and even counter offers when they are looking for a new role.

In addition to competitive salaries, consider offering:

Performance-based bonuses
Comprehensive health and wellness benefits.
Flexible work arrangements
Professional development budgets for seminars, further education and conferences.

We recommend that you regularly benchmark your compensation packages against industry standards and your competitors to ensure they remain attractive.

3. Provide clear opportunities for career advancement

Talented lawyers tend to be ambitious and seek employers who support their career aspirations. To demonstrate that you can meet this need, consider the following:

Clearly define paths for progression within your organisation
Offer mentorship programs pairing junior lawyers with seasoned professionals
Invest in leadership training for mid-level and senior roles

4. Embrace flexible and hybrid work models

The Covid pandemic transformed workplace expectations particularly in Melbourne, with many lawyers having prioritised work-life balance after having worked mostly from home. Offering flexibility can be seen by candidates as a minimum requirement in a role.

Many law firms and corporates have formalised hybrid work policies allowing employees to work from home at least part-time with regular office or anchor days. To do this, ensure that you:

Provide the technology and resources needed for remote work success
Create policies that support flexibility without compromising client service

5. Streamline your recruitment process

We say this a lot! If you see a candidate that you like the look of, make them an offer and don’t wait to meet someone to compare them to. Top lawyers often have multiple offers on the table, so a lengthy, overly bureaucratic or disorganised recruitment process can result in missed opportunities.

You can improve your process by:

Clearly defining job requirements and expectations upfront
Communicating regularly with candidates to keep them engaged. This includes communicating with your preferred candidate right up until their start date
Making decisions quickly while ensuring thorough assessments

By collaborating with a specialist legal recruiter, you can also help expedite the process. At Legal People we can connect you with pre-screened candidates from our established relationships nurtured over many years via our extensive professional network of lawyers and legal professionals.

6. Leverage technology in recruitment

Technology can enhance your ability to attract and assess top talent and is being used more in recruitment in recent years.

Consider using a combination of the following in your firm:

Applicant Tracking Systems (ATS) to manage applications efficiently.
Video interview platforms to accommodate remote candidates.
Suitable AI tools to help you identify the best-fit candidates based on your identified key hiring criteria – ensure this is balanced with a sensible human centric approach to build ongoing relationships and a good candidate experience

These technology tools can help streamline the hiring process while providing a seamless experience for candidates.

7. Showcase your culture and values

Today’s legal professionals want to work for organisations with a strong sense of purpose and community.

You can highlight your culture by:

Organising networking events and open days to give candidates a first hand look at your workplace.
Publishing thought leadership articles and blogs that reflect your company values and industry expertise.
Sharing stories of community involvement and pro bono work.

8. Foster long-term relationships with candidates

Building a talent pipeline ensures you have ongoing access to top candidates when opportunities arise. These candidates may not have been quite right for a particular role but suit another future opportunity.

To nurture these relationships, you can:

Stay connected with promising candidates even after the hiring process ends
Attend industry events to network with potential talent
Use social media to engage with professionals and maintain visibility

9. Work with a specialist recruiter

Working with a recruiter who specialises in the legal industry can provide access to a broader pool of talent and save valuable time. Our team at Legal People understand the nuances of the legal market and can:

Identify high-calibre candidates that align with your needs, company values and culture
Provide insights into market trends and salary benchmarks
Assist in crafting compelling job advertisements

Attracting top legal talent in Melbourne’s competitive market requires a combination of strategic branding, competitive offerings, and an understanding of what motivates today’s legal professionals. By implementing these strategies, your organisation can position itself as a preferred employer and continue to build a high-performing legal team equipped for future success.

Why working for a law firm is a smart choice for your legal career

Wed, 04 Dec 2024 01:40:48 GMT

Why working for a law firm is a smart choice for your legal career

In this article we discuss the advantages of working for a private practice law firm and what it can do for your legal career.

As specialist legal industry recruiters, we have helped many talented lawyers find their place within law firms and have seen firsthand the incredible impact these roles can have on both a lawyer’s professional and personal growth. Private practice can offer a dynamic and rewarding working environment where the opportunities for career advancement, skill-building, and opportunities to work with high quality clients can be substantial.

Here is why working in a law firm can be a great choice for lawyers who are ambitious, driven, and ready to make an impact.

1. Career development and progression

One of the most attractive aspects of joining a law firm is the potential for career advancement. Most law firms typically offer structured career paths with clear benchmarks for progression. Law firms have well-established programs for training and mentorship, designed to develop lawyers into partners. This clear trajectory can be an excellent motivator and a roadmap for lawyers who aspire to reach leadership positions within the firm.

Working in private practice also allows a lawyer to specialise in a particular area of law or, conversely, to build experience across multiple disciplines, depending on the firm’s structure and their interests. By taking on high-value, complex cases, lawyers can develop expertise in areas that are both rewarding and highly marketable, positioning them as thought leaders within their chosen practice area.

2. Access to high quality work and challenging cases

Private practice law firms, particularly mid and top-tier ones, are often hired for high-profile, challenging cases, which can be highly appealing for driven lawyers looking to make an impact. Working on significant cases provides lawyers with the satisfaction of solving complex problems and enables them to build a reputation within the legal industry. The exposure to varied and challenging work helps lawyers rapidly expand their skills and resilience, making them well-prepared for a long and successful career.

3. Competitive compensation and benefits packages

One of the biggest draws to private practice is the competitive compensation. Mid & top-tier firms, as well as specialist boutique firms, are often known for offering competitive salaries, sometimes with performance-based bonuses, to reward the dedication and hard work lawyers bring to the table. These financial rewards are accompanied by generous benefits packages, which can include:

Health and wellness benefits

Comprehensive wellness programs, and mental health support are common benefits that firms offer to support their employees' overall well-being.

Flexible working arrangements

While the demands of private practice can be intense, many firms are increasingly offering flexible or hybrid work options, allowing lawyers to balance their professional and personal lives. Some firms offer the opportunity to purchase additional annual leave.

Professional development allowances

Most firms provide allowances for continuing legal education, conferences, LIV Accreditation and certifications to help lawyers stay at the forefront of their field. This can be extended to secondment opportunities, formal and informal mentoring and learning and development programs.

Parental Leave

Some firms offer extended parental leave and superannuation contributions on parental leave.

Other benefits

Gym memberships, novated lease options, no cost or heavily subsidised Café’s, free breakfast, pro-bono opportunities, insurance discounts and salary packaging options.

Thinking outside the box

We have seen some firms offer emergency childcare, cultural leave and leave for IVF or adoption proceedings.

These benefits aim to improve their team's quality of life and demonstrates how they value their employees' well-being and long-term growth.

4. Networking and relationship building opportunities

The legal profession thrives on connections, and private practice firms are a hub of networking activity. Law firms have expansive client bases and long-standing industry relationships, offering lawyers the opportunity to build connections with clients, business leaders, and other professionals in related industries. Developing a network in private practice can lead to new opportunities, referrals, and even alternative career paths down the road.

Law firms often host events, seminars, and client meetings that serve as prime opportunities for lawyers to interact with clients and colleagues, and the opportunity to build on their relationship-building skills. These connections can enrich lawyers’ careers and be instrumental in opening doors to future prospects, both within and outside of private practice.

5. Access to cutting edge resources and technology

Top private practice law firms understand the importance of leveraging resources and technologies to serve clients efficiently and effectively. By joining a law firm, lawyers gain access to cutting-edge tools that support their work and allow them to focus on what they do best. Firms invest in legal research tools, artificial intelligence software, document management systems, and other innovations that can greatly enhance productivity and accuracy.

Additionally, many private practice firms have teams of specialists, including paralegals and administrative support staff, to assist lawyers in managing their workload. This support infrastructure can help lawyers focus on strategic, high-impact tasks rather than getting bogged down with administrative work.

6. Prestige and marketability

Working in a reputable law firm can enhance a lawyer’s marketability and professional reputation. Experience at a well-known firm carries a level of prestige that is recognised across the legal industry, and it is a credential that can open doors to future career opportunities. Lawyers with private practice experience are often sought after by corporate legal departments, government agencies, and other sectors, giving them flexibility in their future career paths.

A strong reputation in private practice can help lawyers build a personal brand and attract a clientele that values the experience, expertise, and integrity that comes with a top-tier law firm.

7. A culture of excellence

Law firms often have a culture that values excellence, integrity, and continuous learning. For those who are passionate about growing and developing as legal professionals, private practice can provide a supportive environment that encourages professional and personal excellence. Many firms place an emphasis on teamwork, collaboration, and mentorship, fostering an environment where junior associates can learn from experienced partners and work closely with highly skilled colleagues.

A career in a law firm offers lawyers a unique blend of professional challenges, financial rewards, and personal growth opportunities. From career development to high-quality work and competitive compensation, law firms are designed to support driven, ambitious lawyers who are ready to make a meaningful impact in their field.

For lawyers seeking a dynamic, rewarding, and impactful career, private practice is a smart choice that provides a solid foundation for professional success. For a lawyer who is just starting or looking to take their career to the next level, private practice can offer a path filled with opportunities, connections, and the chance to thrive. Plus, many are located in Melbourne CBD within easy reach via public transport and access to excellent coffee!! Do not discount opportunities within private practice – it just might be the smart choice!

A young lawyer's guide to legal practice specialisations in Australia

Mon, 21 Oct 2024 23:15:00 GMT

A young lawyer's guide to legal practice specialisations in Australia

In this article we provide an overview of practice areas in Australia for young lawyers looking to explore areas of specialisation. Read on to discover which areas are often in demand and why you might consider them for your future legal career.

As an expert legal industry recruiter, with more than 50 years serving the industry, we have witnessed first hand the shifting landscape of legal careers in Australia. The Lawyers we meet with on a daily basis are constantly looking to evolve, challenge themselves, and find the right fit where their expertise aligns with demand .

Particularly for young lawyers, understanding the various practice areas and opportunities for specialisation can be essential in positioning yourself for career advancement. This guide explores key legal practice areas, offering insight into trends, future opportunities and discussion around why you might consider it.

A note to readers: we have focused on the areas of law we recruit for, as this is where our expertise lies.

1. Corporate and Commercial Law

Corporate and commercial law remains a cornerstone of the Australian legal industry. As businesses navigate regulatory complexities, mergers and acquisitions, and corporate governance issues, the demand for skilled corporate lawyers continues to grow. This area is ideal for young lawyers starting their career who enjoy problem-solving, negotiating deals, and advising businesses on critical legal issues.

This area of specialisation is particularly suitable for those wanting to eventually transition out of private practice and into corporate counsel roles.

Why consider Corporate and Commercial Law?

There is ongoing high demand particularly in metropolitan areas like Melbourne.
Corporate and Commercial Law provides the opportunity to work with multinational corporations and high-growth industries both here and overseas.
Career paths can range from mid and top tier law firms to in-house corporate roles, offering diverse opportunities.

2. Employment and Industrial Relations Law

With Australia's evolving workplace and industrial laws and the current government focus on employee rights, employment law can be an increasingly dynamic practice area. Young lawyers looking for opportunities in this field should be prepared to advise on workplace disputes, Fair Work compliance, and enterprise bargaining. Lawyers with this expertise are often sought out for advice by businesses large and small.

Why consider Employment and Industrial Law?

Growing demand across industries as businesses navigate changes in legislation- particularly the new changes to the Fair Work Act as part of the new ‘Closing Loopholes’ laws.
There is an opportunity to specialise in niche areas like workplace discrimination or employee benefits.
Roles in Employment and Industrial Law can span from private practice to advisory roles in government or corporate sectors.

3. Family Law

Family law in Australia covers a wide spectrum, including divorce, child custody, and property settlements. Lawyers in this field often deal with emotionally charged cases, requiring both legal skills and high levels of empathy.

Why consider Family Law?

Post Covid there is significant demand for these skills, particularly in family-focused legal firms and suburban practices.
This area of practice gives a young lawyer the opportunity to make a significant and value adding impact in the lives of individuals and families.
Lawyers who thrive in mediation and negotiations may find family law a fulfilling career specialisation area.

4. Litigation and Dispute Resolution

Litigation and dispute resolution are central to the legal profession and this specialisation often involves navigating court appearances or liaising with barristers, as well as arbitrations and mediations.

These days many businesses and individuals seek to avoid lengthy court battles due to the cost and investment of time required. We have seen an increased demand for alternative dispute resolution specialists over time.

Why consider Litigation and Dispute Resolution?

Litigation offers a challenging, high-paced environment for those who enjoy courtroom advocacy.
Increasing need for specialists in arbitration and mediation, reflecting a shift toward alternative dispute resolution methods.
Litigation and Dispute Resolution offers broad opportunities across private practice, government, and corporate roles.

5. Property and Construction Law

As Australia continues to experience growth in cities, urban development and significant infrastructure projects, property and construction law remains a vital and evolving practice area. Young Lawyers looking to specialise in this field should be prepared to advise on issues such as property transactions, development approvals, and construction disputes.

Why consider Property and Construction Law?

Significant demand in metropolitan areas such as Melbourne.
Opportunities to work with developers, contractors, and government agencies.
Property law provides an avenue for those interested in both legal practice and the real estate or construction industries.

6. Intellectual Property (IP) Law

As the digital age transforms industries, intellectual property law has become a sought-after practice area here in Australia. IP lawyers work with businesses to protect trademarks, patents, copyrights, and other intellectual property rights.

Why consider Intellectual Property Law?

Rapid growth driven by innovation in technology, media, and sciences.
IP lawyers are in high demand by tech companies, start-ups, and creative industries.
Opportunities to work at the intersection of law and technology, making IP Law ideal for those with a passion for innovation.

7. Environmental and Planning Law

Environmental law appeals to many young lawyers. As businesses slowly increase their focus on sustainability, and mandatory corporate reporting evolves, environmental law has accordingly gained importance in Australia. Lawyers in this area advise on regulations surrounding environmental protection, land use, and planning disputes, ensuring compliance with Australia's complex environmental framework.

Why consider Environmental and Planning Law?

Growing demand due to climate change policies and urban development regulations.
Opportunities to work with government bodies, non-profits, and large corporations.
Environmental and Planning Law is ideal for those passionate about environmental issues and sustainability.

8. Taxation Law

Taxation law involves advising individuals and businesses on matters of tax compliance, planning, and disputes with the Australian Taxation Office (ATO). Given the complexity of Australia's tax regime, tax lawyers are often in high demand, particularly as businesses seek to optimise their tax strategies.

Why consider Taxation Law?

High demand in both private practice and corporate roles, particularly in large accounting firms and multinational corporations.
There are opportunities to specialise in areas like international tax, GST, or superannuation law.
Taxation Law is ideal for those with a detail-oriented approach and an interest in finance.

9. Healthcare, Personal Injury and Medical Law

Healthcare and medical law cover a range of areas, including medical malpractice, healthcare regulation, and public health policy. With Australia’s aging population and the ongoing challenges posed by the healthcare system, this area is continuing to grow.

Why consider Healthcare, Personal Injury and Medical Law?

Increasing demand due to the complexities of healthcare law and the growing focus on medical litigation.
Opportunity to work in regulatory roles, advising hospitals, healthcare providers, or medical research institutions.
Lawyers interested in healthcare reform or patient advocacy may find this field particularly rewarding.

Charting your next move

When you are starting out in your legal career and deciding where you should focus your talents, often the key to thriving in Australia’s legal market is adaptability. Our team of experienced legal industry recruiters often advise lawyers to assess not only their skills but also their areas of interest and even their passions.

Identifying a practice area that aligns with both your strengths and the market’s demand can be the stepping stone to a fulfilling and long-lasting career.

If you're considering making a change, now is the perfect time to explore your options and position yourself in a high-demand practice area. Legal specialisation can open doors to new challenges, greater career satisfaction, and, ultimately, professional success.

Balancing AI and human-centric recruitment in the legal industry

Wed, 28 Aug 2024 00:15:00 GMT

Balancing AI and human-centric recruitment in the legal industry

In this article, we discuss how Generative Artificial Intelligence (Gen AI) is being used in recruitment, and whilst it is adding value and efficiency to some recruitment processes, it is unlikely to replace the need for specialist recruiters!

The Australian legal industry, known for its sometimes conservative and traditional practices is experiencing a significant shift as GenAI evolves and becomes embedded in workplaces. As a result, recruiters (just like lawyers) must now consider how to leverage GenAI to achieve more for their clients.

It makes sense to use GenAI in the recruitment process, where it can speed up high volume and repetitive tasks. While it offers numerous advantages, particularly in streamlining tasks and boosting productivity, it is still crucial to maintain a human-centric approach to ensure the best possible outcome in legal recruitment.

The rise of GenAI in recruitment

Text based learning models or Gen AI is no longer a concept belonging to the Jetsons, and it is being used regularly by candidates, hiring companies, and recruiters. According to Morgan Stanley, GenAI technologies are expected to impact nearly a quarter of all occupations today, with projections rising to 44% within three years.

Recruiting and HR teams are increasingly focused on hiring staff that are digitally savvy so they can help take businesses to the next level in a world where AI will be commonplace.

In the recruitment sector, GenAI is being used for various purposes, from drafting initial job descriptions and marketing automation. It is being used on LinkedIn to draft tailored approaches to potential candidates with an auto follow up after 7 days. It is also being used for first draft of candidate summaries to provide to clients as part of a tailored shortlist for a role. GenAI technology and algorithms are being increasingly added to existing platforms such as social media and content management systems.

Some recruiters use chatbots on their website or social media messaging platforms for answering candidate queries. Some are conducting GenAI-assisted online interviews. An example of this is when a Zoom interview is recorded, and an add on tool such as Krisp produces a transcript/ or summary of the meeting.

Recruitment management systems now have integrated GenAI features to create detailed and well-defined job descriptions and job ads in seconds. This tool allows recruiters to tailor the tone of voice and review the digitally generated content, ensuring it aligns with their agency or company style and tone. Being able to streamline these tasks not only saves time but also enhances the overall efficiency of the recruitment process. It frees up recruitment consultants to spend more time on the human side – interviewing, approaching candidates directly and reviewing candidate databases for the right fit for a role.

Candidates are also now using GenAI and are making use of products like ChatGPT to write cover letters, job applications and CV’s. Some are even using it to draft answers to potential interview questions! It is possible for recruiters to check whether artificial intelligence has been used to craft a written application by using www.aicheckertool.com or www.zerogpt.com .

Leveraging AI for productivity and efficiency

GenAI can significantly boost productivity in the recruitment process by handling routine tasks such as drafting content, automating follow-ups, and even screening candidate CVs for high-volume roles. This is less relevant in our role recruiting experienced lawyers and other legal industry professionals but can be particularly beneficial for those hiring entry-level positions, where the sheer volume of applications can be overwhelming. By automating the initial screening process, hiring managers can focus on more complex and strategic aspects of hiring.

Tools such as Sapia.ai have the potential to diversify your available talent pool. Unlike humans, it does not have any inherent unconscious biases and screens resumes solely based on the qualifications, key competencies and experience required. This capability can ensure a more equitable and potentially diverse recruitment process and increases the likelihood of finding multiple candidates who meet the desired criteria.

The importance of human touch in legal recruitment

Despite the numerous advantages technological advances can offer, it is important to understand and acknowledge the limitations of tools such as ChatGPT, especially in the legal industry. AI lacks the empathy, critical thinking, and emotional intelligence that human recruiters bring to the table. It cannot fully understand the nuances of a candidate’s experience, current situation or engage in meaningful discussions that build long term, mutually beneficial relationships. Machine based learning models will also struggle to evaluate exactly what a candidate might be looking for in their next career move or align values or cultural fit to a potential employer.

Legal recruitment often involves sourcing candidates with specific experience, specialisation and qualifications, particularly for roles requiring two years or more of post-admission experience (PAE). In such cases, human interaction and relationship-building are paramount. Over-reliance on technology could result in losing top candidates who seek a more personal touch in their recruitment journey. Highly educated and talented lawyers can be put off by talking to a chatbot!

The human touch remains critical in providing a positive candidate experience, which is essential in the legal field where the candidate market is consistently tight. At Legal People, our recruiters distinguish themselves by focusing on human skills such as communication, relationship-building, and adaptability—skills that GenAI cannot replicate.

Mindful GenAI integration

While GenAI can work wonders in high-volume recruitment, it will not be suitable for every situation. Smaller law firms or those with irregular hiring needs may find the financial outlay for GenAI tools unjustifiable. To date, its inability to fully grasp really complex roles with variable qualification requirements means that reputable recruiters will always seek to retain end to end ownership of the process to ensure alignment with hiring objectives and a positive outcome for client and candidate.

Privacy concerns also arise with the use of GenAI in recruitment. A KPMG survey found that 63% of consumers are worried about GenAI tools compromising individual privacy by exposing personal data to breaches or unauthorised access. We all must be conscious of and vigilant in how it is used and how sensitive information is stored to maintain the trust and confidentiality that the legal profession demands.

Balancing GenAI and human-centric approaches

The integration of GenAI in the recruitment process presents both opportunities and challenges. It is exciting but moving very quickly! Whilst it can speed up high-volume screening, reduce administrative burdens and diversify the talent pool, it also poses risks such as variable candidate quality, loss of human touch, investment costs, and privacy concerns.

Here at Legal People, we have found that the key is to strike the right balance between leveraging available GenAI tools and capabilities for good and maintaining a human-centric approach. We are using GenAI much like we would an intern. Everything it does is still reviewed and checked for a sensible outcome. Our many years of recruitment experience continues to add value in every recruitment campaign. We have been very mindful in how we integrate GenAI to our processes, while prioritising human interaction and relationship-building. We will continue to watch this space as it continues to evolve!

Legal networking and how to expand your professional contacts in Australia

Wed, 17 Jul 2024 00:15:00 GMT

Legal networking and how to expand your professional contacts in Australia

In this article, we discuss how building, nurturing and maintaining your network can help you stand out from the crowd. A well thought out network can deliver you opportunities to learn, grow and even take next career steps over time. It also helps you make a short list for potential employers!

As a specialist legal industry recruiter here in Australia, we have often seen firsthand how effective networking can elevate a legal career. Networking is not just about accumulating business cards or LinkedIn connections; it is about building genuine relationships that can lead to career opportunities, attract clients, foster collaborations, and deliver professional growth.

We are regularly asked by our legal industry clients to find them candidates that have well established legal connections. It is our advice to invest in and nurture this important piece of your professional life over the course of your career. One thing we see time and again from the talented legal candidates that we talk to every day, is that successful networking takes a bit of effort, interest and authenticity!

In general, we suggest taking the following approach:

Be genuine and approachable

Authenticity goes a long way in building lasting relationships. Be genuinely interested in others and listen more than you speak.

Follow up

Always follow up with new contacts within a few days of meeting them. A simple email or LinkedIn message thanking them for the conversation and suggesting a future meet-up can solidify the connection.

Nurture and maintain your network

Networking is an ongoing process. Regularly check in with your contacts, share useful information, and offer help when possible. This keeps your network active and engaged.

Diversify your network

Do not limit your network to people within your immediate field. Consider diversifying by connecting with professionals from different legal sectors, industries, and even geographical locations.

Should you network online or in person?

The answer is both! We have included in this article strategies for both in-person and online networking to help you expand your professional contacts in the Australian legal industry.

In-person networking

Attend legal conferences and seminars

Legal conferences and seminars are prime opportunities to meet professionals from various legal sectors. Events such as the Australian Legal Practice Management Association (ALPMA) Summit or the Australian Corporate Lawyers Association (ACLA) events offer a platform to learn about industry trends while connecting with peers.

Consider preparing for conferences by researching attendees and speakers. Don’t just talk to the people who you already know, make a concerted effort to make new connections. Some people suggest having a few talking points ready to go to help you break the ice with new people. We suggest that you always try to follow up with new contacts after the event whether this be via connecting with them on LinkedIn or sending them an email that reminds them of your conversation and suggesting you would like to stay in touch.

Join professional associations

Many associations provide networking events, continuing professional development (CPD) courses, and social gatherings. Membership often includes access to exclusive events where you can meet other members of the legal profession.

Consider joining associations like the Law Society in your home state or one of the organisations on this list from the Legal Practitioner’s Liability Committee here .

If you can spare the time getting involved in a legal industry committee or volunteer to help at industry events will increase your visibility and make deeper connections.

Leverage alumni networks

Your university alumni network is a valuable resource. Many universities such as the University of Melbourne, Monash University, and other interstate have active alumni associations that host networking events, reunions, and mentorship programs.

Consider attending alumni events and participating in mentorship programs either as a mentor or mentee. This can lead to long-lasting professional relationships that would otherwise have been unavailable to you.

Engage in community and pro bono work

Participating in community service or pro bono work not only gives back to society but also helps you meet like-minded industry professionals. Organisations such as Justice Connect and the Australian Pro Bono Centre offer opportunities to network while making a difference to those who really need your help.

Choose causes that you are passionate about, as authenticity and enthusiasm will help you build stronger connections.

Online networking

Optimise and leverage your LinkedIn profile

LinkedIn is an essential tool for legal professionals. We suggest ensuring that your profile is up to date, with a professional photo, detailed experience, and a compelling “About” section. LinkedIn has a vast number of groups relating to the Australian legal industry and you can discover these by searching for relevant terms in the search bar and then clicking on Groups. Participating in discussions can help raise your profile.

You might consider regularly sharing articles relevant to your area of specialisation or commenting on posts from your connections. Endorsing your networks skills on LinkedIn can be another great way of interacting and reconnecting.

Participate in legal forums and webinars

Websites like Lawyers Weekly, Lexology and ALPMA regularly host forums and webinars where legal professionals discuss current issues and trends. Participating in these discussions can help you connect with peers and experts in your field.

Ensure that you engage respectfully and thoughtfully by asking relevant questions and sharing value adding insights. You could also then follow up with speakers or participants whose viewpoints you found interesting.

Join online professional groups

Platforms such as Meetup or Eventbrite often feature groups and events for legal professionals. Joining these groups can help you find and participate in virtual networking events.

By leveraging both in-person and online networking strategies, you can significantly expand your professional contacts in the Australian legal industry. Remember, the key to effective networking is building genuine relationships that can mutually benefit both parties involved. You may even be surprised by what your well cultivated, nurtured, authentic network delivers you over time including new professional opportunities and even professional growth!

Current trends in legal recruitment in Melbourne, Australia

Wed, 12 Jun 2024 00:15:00 GMT

Current trends in legal recruitment in Melbourne, Australia

In this article, we discuss the current trends in legal recruitment in Melbourne, Australia. Read on to discover areas of law in demand, prevailing market conditions and the areas of legal specialisation that are stabilising or even facing falling demand. This article is based on Legal People’s Partner Sharon Henderson’s recent presentation to ALPMA (Australasian Legal Practice Management Association) and is relevant to Practice Managers, HR leaders, Lawyers, and Legal Support Staff.

At Legal People we celebrated our 50 ^th anniversary in 2024. We were thrilled with such a significant business milestone along with the well wishes and kind comments from our extended community. Our 50+ years of legal industry recruitment experience makes us uniquely suited to provide industry and market insights relating to legal areas of practice in demand, market conditions and their impact on salaries and what our clients are doing to attract and retain talent. These insights are current as published in June 2024.

The economic climate

Understanding the latest trends in legal recruitment requires a wide lens view of the current economic climate and how it compares to the previous year. As we publish this article, the unemployment rate in Australia has risen slightly to 4% (ABS, April 2024) which is still lower than the central bank's full employment benchmark of 4.5%. In contrast, the pre-pandemic unemployment rate was higher at 5.1% in December 2019. This tight labour market indicates a robust demand for workers, including in the legal sector.

Inflation has decreased due to the numerous interest rate hikes over the past 18 months, though it remains above the government's target of 2-3%. According to LinkedIn research, this economic environment has motivated three-quarters of Australian professionals to consider changing jobs in 2024, primarily seeking higher wages and better work-life balance.

Recruitment trends and job market dynamics

The legal recruitment landscape has experienced fluctuations over the past few years. The first quarter of 2023 saw record-high job vacancies, which have since declined. Flexible job roles decreased by 14.7%, whereas permanent positions saw a marginal decline of 1.4%, reflecting employers' preference for securing and retaining scarce talent with permanent hires amid ongoing skill shortages.

Historical context and current hiring trends

Recruitment activity has mirrored broader economic events over the years, such as the recession of 2008/09 and the 2020 pandemic. Both periods saw significant declines in hiring. However, 2022 experienced a post-COVID hiring boom, with job ad volumes 30% above pre-pandemic levels. This boom was unsustainable, leading to a slowdown starting in 2023, which continues into 2024. Despite this, hiring persists, and unemployment remains low, with continued demand for legal skills.

Trends in the legal sector

First quarter (January - March 2024)

The first quarter of 2024 was a period of stabilisation and shifting demand. At Legal People we are seeing that legal industry vacancy levels are aligning more closely with pre-COVID levels. We have also seen a shift in demand compared to previous years.

We cannot stress enough, that even though some of the heat has come out of the market, the legal industry job market is still holding up well.

We are still experiencing a candidate tight market and quality candidates often receive multiple offers and are weighing up benefits, company values, leave policies and overall employer reputation.

Post-April 2024

The legal industry in Australia is undergoing a period of continued growth. According to ALPMA’s recent salary survey, 56% of Australian Law firms still plan to grow their employee numbers in 2024.

Strong demand

We are seeing strong demand for Lawyers in:

Employment/Workplace Relations
Family law
Personal Injury
Commercial Litigation
In-House roles

Stabilising demand

The areas of law we are seeing a stabilisation in demand include:

Commercial Law (senior roles only)
Construction
Wills & Estates
Insurance and Tax

Decreasing demand

The areas of law we are currently experiencing decreasing demand for are:

Property Law
Litigation (senior level)
Commercial (junior to mid-level)
HR roles particularly at the Advisor/BP Level

Support staff roles in family, personal injury, employment, and litigation are increasing, while roles in property and conveyancing are declining.

Skills shortages

There is a notable demand for insolvency lawyers and commercial litigation, particularly around the 2-5 years PAE level. According to ASIC’s data (as of March 2024) we have seen a 36% increase in the number of companies entering into external administration, with the construction industry having the highest number of company failures, followed by accommodation and food services. There were 50% less insolvencies in Australia during COVID, as many businesses were kept afloat via government stimulus packages and the Job Keeper program. During this time, new insolvency lawyers were unable to gain the usual levels of practical experience leading to a permanent skills shortage of insolvency lawyers with 2-5 years’ experience.

Salaries

Salaries are starting to stabilise for Lawyers, and we are no longer seeing the incredible increases in salaries that we did in the prior 2 years. Sign on bonuses have also dropped off too.

Legal Secretary salaries are stabilising too. Given the scarcity of experienced legal assistants, some of our clients are even looking at candidates from non-legal backgrounds or law students to fill their support roles (with a minimum of 12 months left on their degree).

Market stabilisation has meant that candidates are having to adjust their expectations in relation to massive pay bumps when changing jobs as this is no longer occurring.

Gender diversity

There is a significant push for gender equality and increased diversity, driven by the requirement for firms with one hundred or more employees to publish gender pay gaps.

The demographics of the industry are changing. There has been a 53% increase in lawyers since 2011 and 55% of all lawyers are now female. Statistically, 86% of people entering the industry are female. Yet, despite the higher number of female solicitors, men still dominate leadership roles.

We encourage our clients to consider their current Partnership representation and the percentage of female Partners that they have. Our younger female lawyer candidates take significant notice of this and do comment if the female representation is low.

Generational shifts

Generation Z, who will comprise approx. 1/3 of the workforce by 2030, have their own unique career requirements, as they expect different things from an employer than the generations before them. They seek alignment between company values and their personal beliefs with a strong emphasis on work-life balance.

Attracting and retaining talent

Given how tight the legal market has been over the past couple of years, firms are having to do what they can to attract and retain talent. We are finding that they are paying more attention to their succession planning strategies, including revamping their paid parental leave policies. Law firms are focussing better on what they can offer a new employee, through their EVP, their perks and benefits, providing more detailed information in their job briefs, about the team structure, the career progression opportunities and the culture of the firm. Bigger firms are also considering re-introducing support staff traineeships.

Flexibility

Almost all candidates we deal with want to retain an element of flexibility. It is increasingly challenging to fill a role that requires a five day per week in-office attendance. Having said that, not many of our candidates want to work 100% remotely either. Most are happy with a balance. In our experience, most law firms have retained their flexible work practices. Approximately 80% of our client base are requiring a minimum of three days in the office and then two from home for professional staff.

For support staff, firms are doing different things. Some are pushing for five days in the office whilst others are doing 3/2 or 4/1 working arrangements. Support staff candidates are still wanting to retain WFH days. We are also finding that candidates are seeking some security around maintaining their flexibility.

The legal recruitment market in Melbourne is undergoing significant shifts influenced by broader economic conditions, legislative changes, and evolving workforce demographics. Despite challenges, opportunities for growth and the need for strategic talent attraction and retention practices remain critical. Law firms must continue to adapt to changing industry dynamics including balancing the needs of new generations, increasing numbers of female lawyers, and staff wanting flexible working arrangements and clear career development. To compete for and retain top talent, law firms need to ensure that they offer competitive benefits, flexible working conditions, and clear paths for career progression.

Should your law firm need help with their legal recruitment, or would like a confidential discussion about your next career opportunity please get in touch at info@legalpeople.com.au . We are specialists in the Legal Industry. We recruit Lawyers, Support staff and HR professionals in Melbourne, Australia.

Further reading:

Essential skills and competencies employers seek in legal professionals

Wed, 24 Apr 2024 05:55:08 GMT

Essential skills and competencies employers seek in legal professionals

In this article, we discuss the essential skills and personal competencies that our clients look for when they are hiring new lawyers to their firms. We talk about why these skills are relevant (particularly for junior lawyers) and how they can help make you more attractive to employers. Read on to discover which skills you should focus on, highlight on your CV and add to your career development plan to help you make the shortlist in your next legal industry role.

In the busy and dynamic Melbourne legal landscape, the demand for skilled legal professionals continues to grow. Especially when you are early in your career, understanding the key skills and qualities that our client partners look for is the first step towards a thriving legal career. In our more than 50+ years of legal industry recruitment experience, we have seen time and time again the type of candidates that are in high demand. In this article, we will delve into the top attributes that employers value highly and continuously ask us to find for them when seeking out their next legal talent. Early career lawyers should consider this a helpful checklist of skills and competencies to include on their CV’s and cover letters.

1. Legal expertise

It may seem obvious, but at the heart of any successful legal career lies a deep understanding of the law. This expertise always has and always will serve as a foundation upon which effective legal strategies are built and executed. It will always enable legal firms to attract and retain key clients. Including your areas of expertise and a list of significant matters or cases increases your credibility in this area.

2. Analytical skills

All lawyers need the ability to dissect complex legal issues, identify key components, and formulate cohesive arguments. Employers look for candidates who exhibit strong analytical skills, enabling them to assess situations critically, spot nuances, and devise strategic solutions to legal challenges. You may like to highlight these in your achievements on your CV or if you include a list of your personal competencies. They will most often be uncovered in an interview situation.

3. Communication skills

Whether it is drafting a persuasive brief, negotiating favourable settlements, or articulating legal arguments in court, effective communication is a skill used daily by lawyers. Employers place a high value on those who can communicate with clarity, precision, and persuasiveness, both verbally and in writing. These should be demonstrated clearly in your CV, cover letter and all dealings with recruiter and hiring managers.

4. Research aptitude

Lawyers are often tasked with digging into complex legal matters, conducting thorough research to discover relevant statutes, case law, and legal principles. Our clients often ask us to find them experienced individuals who possess exceptional research skills. This builds their company research expertise and ensures that they are equipped to gather vital information efficiently and apply it thoughtfully to legal matters. Research skills can be demonstrated on your CV in your personal competencies or achievements.

5. Problem-solving abilities

In the legal sector, every case presents its unique set of challenges and intricacies. Our clients often ask for candidates who exhibit strong problem-solving abilities and who are capable of thinking creatively. They ask us to find for them those that can proactively anticipate potential obstacles and come up with innovative solutions to legal issues. Listing major problems solved throughout your career can be highlighted in your achievements on your CV.

6. Attention to detail

The devil is in the details, they say, and nowhere is this more evident than in the practice of law. Employers value legal professionals who demonstrate meticulous attention to detail. They tell us that this helps them to ensure that no crucial aspect of a case is overlooked and that all documents and filings are accurate and error-free. This skill is often assessed in an interview situation, but ensuring that your CV and cover letter are error-free is a good start!

7. Professionalism and ethics

Integrity, honesty, and adherence to ethical standards are traits that are respected and admired in the legal profession. Our clients seek candidates who are highly professional and those that maintain the highest ethical standards in their interactions with clients, colleagues, and the court. Often this skill is assessed during reference checking and via your word of mouth reputation in the market place.

8. Adaptability

The legal landscape is constantly evolving, shaped by changes in legislation, judicial rulings, technological change, and societal trends. Our clients value legal professionals who demonstrate adaptability, agility, and a willingness to learn and embrace change, enabling them to stay ahead of the curve and thrive in a every changing environment. Demonstrating on your CV instances where you have been involved with change management, projects or technological change can help highlight this skill.

9. Time management

With demanding caseloads, tight deadlines, and competing priorities, effective time management is essential for success in the legal profession. Employers seek candidates who possess strong organisational skills, capable of juggling multiple tasks efficiently. Ensure that you include that you have prioritised competing assignments and met deadlines consistently to demonstrate this skill.

10. Teamwork and collaboration

While practicing the law can often be imagined as a solitary business, completed in libraries and courtrooms, effective collaboration can often be secret to success in many legal settings. Employers value legal professionals who excel at teamwork and who are capable of collaborating seamlessly with colleagues. This extends to the collaboration required with clients, and external partners and stakeholders to achieve shared goals and objectives. Ensure that your CV includes examples of team achievements and keywords like stakeholder management. If your CV includes a personal career statement at the beginning, you could include the keyword “collaborative” there.

The legal profession is multifaceted and demanding, requiring a diverse array of skills and qualities for success. Are there skills on our list that you need to add to your career development plan? By investing the time to work on these essential attributes, you can position yourself as an invaluable asset to your employer. You will also be well placed for career advancement as you build on your experience, confidence, and competence. As you continue on your legal career journey, remember that continuous learning, growth, and adaptation are the keys to long-term success in this dynamic and rewarding field.

Should you need help finding your next career opportunity or would like a confidential career discussion please get in touch at info@legalpeople.com.au . We are specialists in the Legal Industry. We recruit Lawyers, Support staff and HR professionals in Melbourne, Australia.

Elevating your legal career: the significance of soft skills in the legal industry

Tue, 12 Mar 2024 23:15:00 GMT

Elevating your legal career: the significance of soft skills in the legal industry

In this article, we discuss how soft skills can be highly valuable in a successful legal career. Specifically, we look at communication, negotiation, and leadership skills and provide valuable tips about how to demonstrate that you possess these skills on your CV and LinkedIn profile. Read on to discover how these skills can help you stand out from the crowd and help you make the shortlist in your next legal industry role.

At Legal People, in our 50+ years of recruitment experience, we have seen first hand how the landscape of legal careers has evolved over the years. While technical expertise, industry experience and legal knowledge remain important, there's a growing recognition amongst law firms of the importance and value of soft skills.

Soft skills should not be overlooked because they enhance productivity and foster harmonious work environments, leading to improved employee engagement, client satisfaction and loyalty. Throughout recent history soft skills have been undervalued, and they are now recognised as indispensable assets for professional success in the legal industry.

Top performing 'AI native' young lawyers and graduates entering the workplace may find client facing responsibilities are coming to them earlier than was once the case, due to AI advancements saving valuable time in their day. This means soft skills are more important than ever. The AFR's Top 100 Graduate Employers 2026 issue* cited the following soft skills as key to a young lawyers success:

Listens attentively
Consults others
Thinks broadly

In this article, we highlight the importance of communication skills, negotiations skills and leadership skills in any legal career and how to highlight them.

1. Communication

Effective communication lies at the heart of every successful legal career. Whether you're drafting legal documents, presenting arguments in court, or negotiating deals, your ability to articulate ideas clearly and persuasively can make all the difference. Strong communication skills not only foster collaboration within legal teams but also help build trust and credibility with clients and colleagues.

Tips for highlighting communication skills

If you consider your communication skills to be one of your strengths, then we advise ensuring that they are highlighted and presented to recruiters and hiring managers in the following manner:

CV: Incorporate specific examples of instances where your communication skills were instrumental in achieving favourable outcomes. This could include drafting complex legal contracts, delivering compelling oral arguments, or effectively mediating disputes. These examples can be included in your achievements or work history on your CV.

LinkedIn profile: We suggest using the summary section of your LinkedIn profile to highlight your communication competencies. Are there any relevant awards, recognition or achievements that demonstrate your ability to communicate effectively? Maybe you won moot court competitions or led client negotiations? Or maybe you helped win new business with your presentation skills?

2. Negotiation

Negotiation is a fundamental aspect of legal practice, whether you're brokering settlements, resolving disputes, or structuring business transactions. Part of the art of negotiation is finding common ground between parties. A skilled negotiator possesses the ability to understand the interests of all parties involved, identifying any areas of agreement and crafting mutually beneficial solutions. In the legal profession, successful negotiations can lead to favourable outcomes for clients and establish your reputation for gaining a positive outcome.

Tips for highlighting negotiation skills

CV: On your CV, highlight instances where you successfully negotiated beneficial contract terms or settlements on behalf of clients. Quantify your achievements whenever possible, by specifying the value of deals closed or the percentage of disputes resolved.

LinkedIn profile: Utilise the "Experience" section of your LinkedIn profile to showcase your negotiation expertise. Describe your specific role in negotiation processes such as whether you lead the team or played a key role and emphasise any key achievements or contributions.

3. Leadership

Leadership is more than having a managerial title. It is also about inspiring others, driving innovation, and fostering a culture of inclusivity and excellence. In the legal profession, effective leadership can take many forms, from mentoring junior associates to spearheading strategic initiatives within a firm. Strong leadership skills can set you apart as a trusted advisor and position you well for advancement in your legal career.

Tips for highlighting leadership skills

CV: Showcase leadership experiences both within and outside the legal industry. This could include roles such as leading legal teams, project teams, serving on committees, or volunteering in leadership capacities in professional organisations.

LinkedIn profile: Use the "Volunteer Experience" section to highlight any leadership roles you've held in legal associations or community organisations. Endorsements or recommendations from colleagues or supervisors can also provide validation of your leadership abilities.

Whilst technical expertise will always be essential in the legal profession, soft skills play an increasingly vital role in shaping successful legal careers. By honing your communication, negotiation, and leadership skills and effectively showcasing them on your CV and LinkedIn profile, you can elevate your profile as a standout candidate in the competitive legal landscape. Whether you're a seasoned lawyers or a recent graduate, investing in the development of your soft skills can open doors to new opportunities and pave the way for long-term success in your legal career.

* "Grad numbers steadying, with a promise of more meaningful work sooner for 'AI natives'" - an analysis by Rachael Bolton of The Australian Financial Review, as featured in AFR's Top 100 Graduate Employers 2026 issue

Expanding horizons: exploring legal career options outside of private practice

Mon, 15 Jan 2024 06:25:35 GMT

Expanding horizons: exploring legal career options outside of private practice

In this article we discuss how lawyers can explore career opportunities outside of private practice. We talk about the benefits of taking these alternative pathways and how they can help you build your knowledge, skills, network, and career.

In the ever-evolving landscape of the legal industry, lawyers today have a wealth of career opportunities that extend beyond the traditional law firm path. Whilst private practice firms have long been the default choice for many graduating lawyers, the legal industry in Australia now offers a diverse range of roles to be considered. These include roles such as in-house counsel, lawyer for a government department or agency, and legal counsel for non-profit organisations.

Whilst at Legal People, we enjoy long-term relationships with, and recruit lawyers for many law firms of all sizes and areas of practice, not every Lawyer is suited to nor wanting to work in private practice. In this article, we will touch on these alternative legal career options and discuss the many benefits they can bring to your career rather than taking the traditional law firm pathway.

1. In-house counsel positions

One of the most appealing alternative career options for many lawyers is transitioning to an in-house counsel role within a large corporation. An in-house counsel provides legal services exclusively for their employer, effectively acting as an internal legal department.

The benefits of pursuing this career pathway include:-

Diverse work environment

A lawyer in this role often handles a wide range of legal matters, including contract negotiation, employment law, regulatory compliance, and more. This diversity can be intellectually stimulating and professionally rewarding.

Work-life balance

In-house positions can sometimes offer a better work-life balance, allowing lawyers to maintain a fulfilling personal life alongside their careers. They also don’t require time sheets or billable hours!

Industry specialisation

Working in-house allows lawyers to become industry experts, gaining specialised knowledge that can be invaluable in their longer-term careers.

A direct impact on business

In-house lawyers are integral to the decision-making process within their organisation, allowing them to have a direct impact on business strategies and outcomes and they often make up part of the leadership structure of an organisation. This allows you to build on your strategic, commercial and management skills.

2. Government positions

Government agencies at various levels including local, state, and federal, can offer a lawyer a unique opportunity to serve the public interest and make a difference in society. Here are some compelling reasons to consider a career in the public sector:-

Public service

Government lawyers have the chance to serve their community, state or even country, working on issues that directly impact lives.

Job security

Government jobs often come with perceived greater job security and benefits, making them attractive for lawyers seeking stability.

Diverse practice areas

Government agencies require legal professionals across various practice areas, from criminal prosecution and environmental law to regulatory compliance, immigration, constitutional law, family law, tax law, and more. The list is comprehensive!

Professional development

Government lawyers frequently receive training and opportunities for career growth, enhancing their skills and knowledge.

3. Non-profit organisations

Working for a non-profit organisation as a lawyer can be an altruistic and fulfilling career choice. Non-profits focus on community, social or environmental causes, and lawyers in these organisations contribute their legal expertise to advance these causes.

Here's why this path is worth exploring:-

Purpose-driven work

Lawyers in non-profits often find their work deeply fulfilling, knowing that their legal skills are being used to make a positive impact on society.

Varied legal roles

Non-profits require legal professionals for a wide range of tasks, including advocacy, compliance, and fundraising, allowing lawyers to diversify their skill sets.

Collaboration and networking

Lawyers in the non-profit sector often collaborate with a broad range of stakeholders, which can lead to meaningful networking opportunities and personal growth.

Learning opportunities

Non-profits offer a chance to learn about various legal areas while supporting a cause close to one's heart.

Having explored the different types of alternative career paths for an Australian lawyer lets consider why you might choose these other options .

Why you might choose the alternative career path

A sense of purpose

Many lawyers find deep personal satisfaction in careers that align with their values and passions. Have you considered whether this is something that would add value to your own working life? Working in-house allows lawyers to contribute directly to their organisation's mission, whether it's developing sustainable business practices or advancing social justice. Government lawyers often feel a sense of duty to serve the public interest, addressing critical issues such as public safety, health law, or environmental protection. Non-profit lawyers can effect positive change in society by championing causes they believe in. These roles can provide you with a powerful sense of purpose that goes beyond billable hours and the prestige of servicing high-value clients.

Broader skill development

By exploring alternative legal career options, you can diversify your skill set and gain expertise in various practice areas. In-house counsels, for example, may work on a wide range of legal issues, from intellectual property to corporate governance, honing their abilities in different legal specialisations. Government lawyers may gain experience in criminal law, environmental law, or administrative law, depending on their agency's focus. Non-profit lawyers often handle compliance, advocacy, and even fundraising, broadening their skill sets beyond traditional legal work. By diversifying your skills and experience, you can potentially make yourself more adaptable and valuable in the marketplace in the long run.

Enhanced work-life balance

One of the most significant advantages of pursuing careers outside traditional law firms is the potential for you to improve your work-life balance. Many in-house counsel roles, government positions, and non-profit jobs offer potentially more manageable workloads and predictable schedules. This improved work-life balance may lead to your increased job satisfaction and even your overall well-being.

Career stability

While the legal industry in Melbourne has seen fluctuations in demand and job security, alternative legal careers often provide greater stability. Government positions tend to offer long-term job security, competitive benefits, and retirement plans. This stability can be especially appealing if you are seeking financial security and peace of mind.

Extensive networking and collaboration opportunities

Working outside traditional law firms exposes lawyers to a diverse range of colleagues, stakeholders, and partners. In-house counsels collaborate with business executives, government lawyers work with agencies and other legal professionals, and non-profit attorneys engage with advocates, donors, and community members. These interactions create valuable networking opportunities and foster professional growth. By taking an alternative career path you may even find that your broader network will over time be instrumental in advancing your career or help you transition into new roles in the future.

In today's legal landscape, the traditional law firm career path is no longer the only option for all ambitious lawyers. Exploring alternative career paths, such as in-house counsel positions, government roles, or non-profit work, can offer many alternative career opportunities. Lawyers who are willing to think beyond convention and embrace these prospects may discover a fulfilling and rewarding legal career that aligns with your values and your personal and professional aspirations. By expanding your horizons, you can pave the way for a bright, fulfilling future in the legal industry.

Balancing work and life in the legal profession: strategies for success

Tue, 12 Dec 2023 23:15:00 GMT

Balancing work and life in the legal profession: strategies for success

In this article we discuss how lawyers can work towards balancing the demands of their career and their lives outside the office. There are tricks and tools used by long serving lawyers that we share here.

As a legal industry specialist recruiter here in Australia, we have witnessed first hand the demands and pressures that lawyers face throughout their careers. We've also seen and helped many lawyers choose roles that help them better manage the demands of work and life so they can thrive. In this article, we share our tips and strategies for success in achieving that elusive equilibrium between work and having a personal and family life!

The legal industry in Australia, and particularly Melbourne, boasts a thriving legal industry, with thousands of lawyers working in various areas of practice, from corporate law to criminal defence. While the legal profession offers many rewards, it is also well known for its long hours, high stress levels, and often demanding clients. The relentless pursuit of justice for a client can take its emotional toll on a lawyer, making stress-relieving activities and work-life balance all the more critical.

Strategies for balancing work and life

Set clear boundaries

One of the first steps in achieving work-life balance in the legal profession is setting clear boundaries. Many lawyers feel compelled to work late hours and be available at all times, but this can lead to burnout and strained personal relationships. Establishing boundaries regarding when and where the workday ends and your personal life begins is essential.

Where you can, try to set specific working hours and stick to them as much as possible. This can help create predictability in your schedule and provide time for personal and family time. Additionally, encourage the use of out-of-office notifications via email and voice mail during non-working hours to manage client expectations.

Prioritise self-care

Self-care is crucial for lawyers to maintain their mental and physical well-being. Are you getting enough sleep? Are you getting regular exercise? Have you tried mindful meditation? These activities can help reduce stress, improve focus, and increase your overall productivity.

We encourage you to incorporate self-care into your daily routine, even though that may be challenging. In our experience, it is one of the secrets to long-term success in the legal profession.

Many law firms in Australia support their employees by offering wellness programs and resources to promote a healthy work-life balance. Put aside some time to review what your organisation offers.

Delegate and collaborate

Hard working lawyers often feel the need to handle every aspect of a case themselves, but this can (and does!) lead to overwhelming workloads. Have you tried delegating tasks where possible? Have you considered collaborating strategically with colleagues? Effective teamwork not only reduces individual stress but can also lead to a potentially better outcome for your client.

When law firms foster a culture of collaboration, it also makes it easier for staff to take time off when needed without feeling guilty or anxious about letting a client down. Collaboration can lead to more individuals being across a case or matter and reduce the workload involved in a handover.

Utilise technology wisely

Advancements in technology have changed the way lawyers work, offering opportunities for greater flexibility, including the ability to work from home. Lawyers can leverage technology to work remotely, communicate with clients, and access documents from anywhere. Having said that, we refer you back to point 1 – setting boundaries. Try your best to use technology limits to prevent it from becoming a constant intrusion on personal life. Notifications can be silenced, and phones even turned off completely!

Successful lawyers we speak to often establish technology boundaries, such as designating specific times to check emails and messages. Most firms as a result of the pandemic developed secure communication tools to allow lawyers to maintain client confidentiality while working remotely.

Plan and prioritise

Effective time management and appropriate prioritisation are critical skills for lawyers aiming to balance work and life successfully. How do you go about planning your day, week, or month? Are you doing this in advance and setting clear goals and priorities? This can help you allocate your time more efficiently and avoid last-minute panics and stress.

Prioritisation also involves recognising that not every task is equally important. Lawyers should focus their energy on high-impact activities that align with their career goals and personal values. Some lawyers say no to low-priority tasks, which frees up their time for more meaningful pursuits outside of work. Saying “no” is a learned skill in the workplace and needs to be applied with care!

Seek support and mentorship

Successful lawyers do not hesitate to seek out support and mentorship when facing challenges in their careers. They connect with mentors or senior colleagues who can provide further guidance on achieving work-life balance. Sharing experiences and learning from others who have successfully navigated the demands of the legal profession can be invaluable.

Many law firms have mentorship programs and support networks to facilitate these connections. Some even provide resources for lawyers seeking to balance their work and personal lives, having recognised that a happy and healthy lawyer is a more productive one.

Achieving work-life balance in the legal profession is a continuous challenge that requires commitment and effort. As a specialist legal industry recruiter, we see all the time that lawyers who prioritise self-care, set boundaries, collaborate, and manage their time effectively go from strength to strength. We often talk to them at different points in their career when they return to us to take their next step. We challenge you to implement these strategies, role model them and consider how the team around you could benefit from a more supportive work environment. After all we all spend a lot of time working, but the real joy in life is sometimes out of the office.

Should you need help finding your next career opportunity or a confidential career discussion please get in touch at info@legalpeople.com.au . We are specialists in the Legal Industry. We recruit Lawyers, Support staff and HR professionals in Melbourne, Australia.

Mental health and wellbeing in the legal field: coping strategies and resources

Wed, 15 Nov 2023 23:15:00 GMT

Mental health and wellbeing in the legal field: coping strategies and resources

In this article we discuss how lawyers can look after themselves, maintain their mental health and implement positive coping strategies. Being a lawyer can be a stressful pursuit, but enlisting help and seeking support can make the difference between burnout and a long and successful career.

The Australian legal profession can be incredibly demanding and stressful. It often has long hours and high client expectations to deal with. Further, a lawyer is often dealing with clients whom have significant commercial, criminal or complex family issues which can take their toll on your emotional health. It's no surprise that many lawyers in Australia find themselves overworked and feeling burnt out. Read on to discover the importance of maintaining your mental health, practicing self-care and looking after your wellbeing . Being aware of the challenges to your mental health in the legal field and having access to coping strategies and resources can help you to manage the many challenges lawyers face.

Understanding the legal industry's mental health challenges

Long working hours

The legal profession is notorious for its long working hours, with many lawyers routinely working well beyond a 40-hour week. Over time, long hours and sustained stress can lead to exhaustion and burnout.

High pressure and responsibility

Lawyers often deal with high-stakes cases and complex legal issues. The pressure to perform at a high level and deliver positive outcomes for your client can take a toll on your mental health.

Client expectations

Some clients can be demanding and expect their lawyer to be available and responsive at all times. Managing these expectations can create constant stress and anxiety.

Emotional toll

Dealing with sensitive and emotional cases can be draining for anyone in the legal profession and can lead to both compassion fatigue and emotional exhaustion.

Coping strategies for lawyers

So, how exactly can you maintain your status as a high performing lawyer, manage your client expectations, have some semblance of work-life balance and keep yourself at peak mental health?

Set boundaries

Where you can, establish clear boundaries between work and personal life. Make time for relaxation, healthy eating, hobbies, socialising and spending time with loved ones. This helps prevent burnout and promotes a healthier work-life balance.

Self-care

Prioritise self-care practices such as regular exercise, meditation, and getting enough sleep. Consider what it is that makes you feel relaxed. Maybe it is a massage, maybe it’s a walk among nature. These activities can improve overall well-being and resilience to stress.

Seek support

Asking for help demonstrates self-awareness and personal strength. If you need it, seek support from colleagues, mentors, or mental health professionals. Talking about your challenges and feelings can be therapeutic. A mental health professional can help give you tools, techniques and tricks to help you to cope with onerous workloads and challenging circumstances.

Actively manage your workload

It sounds easy, but not everyone manages their own workload effectively. Often in the legal profession people pleasing and perfectionism can be rife. Communicate with supervisors and clients about workload limitations, deadlines and priorities. Delegate tasks when possible and focus on tasks that align with your expertise, skills and experience.

Practice mindfulness

Mindfulness techniques can help you stay present, reduce anxiety, and improve your ability to handle stressors. Consider mindfulness meditation or deep breathing exercises.

Resources for legal professionals

Employee Assistance Programs (EAPs)

Many law firms and corporations offer EAPs, providing confidential counselling and resources to address personal and professional challenges.

Legal Industry Associations

Organisations like the Law Institute of Victoria, Law Society of New South Wales and the Law Council of Australia often have mental health and well-being resources available to their members.

We have included some links below:

Law Institute Victoria Wellbeing resources

Law Society Mental Health & Wellbeing resources

Law Council of Australia Mental health and Wellbeing in the Legal Profession

Mental health apps

Several apps, such as Headspace, Smiling Minds and Calm, offer guided meditation and stress-relief exercises that lawyers can use during breaks or after work. The website Insighttimer.com also has the world’s largest free library of more than 180,000 guided meditations or consider My Compass which is an online self-help program developed by the Black Dog Institute with 14 modules that teach cognitive behavioural techniques and strategies to help manage your mood.

Professional therapists and counsellors

If needed, consider seeking professional help from therapists who specialise in working with lawyers or individuals in high-stress professions. You can find a full list of mental health professionals on the Beyond Blue website here.

Prioritising your mental health and well-being is crucial for busy Australian lawyers. The pressures of the legal profession are unlikely to go away in the near future. Increased demand for legal services and the challenges of filling roles and replacing vacancies often add to the workload.

By implementing coping strategies, seeking support, and being aware of and utilising available resources, legal professionals can not only survive but thrive in their careers while maintaining their mental health. Remember, seeking help and taking care of your well-being is a sign of strength, not weakness. In the legal field, a healthy mind is an asset, and it's essential to invest in it for long-term success and happiness!

Leveraging a professional legal industry recruiter to secure the best possible starting salary and benefits Package

Tue, 05 Sep 2023 00:15:00 GMT

Leveraging a professional legal industry recruiter to secure the best possible starting salary and benefits package

In this article we discuss how candidates can harness the expertise of an industry specialist recruiter to navigate the intricacies of starting salary negotiation. Read on to discover how enlisting help can maximise your chances of securing the best possible compensation package, working arrangements and benefits.

In today's competitive job market, candidates often find themselves navigating a complex landscape when it comes to negotiating their starting salary, benefits, flexible working arrangements, and even potential sign-on bonuses. In the legal industry, where precision, expertise, and negotiation skills are so important, you can give yourself the best possible chance by enlisting the assistance of a specialist legal industry recruiter to support you in your job search and to even help you compare and deal with competing offers.

Understanding the role of a professional legal industry recruiter

At Legal People, our team of professional legal industry recruiters specialise in connecting legal talent with reputable law firms and corporations. Our expertise extends beyond merely matching resumes with job openings. We act as intermediaries and often career counsellors, advocating for candidates and facilitating negotiations. Our team of recruiters possess in-depth knowledge of the legal job market, the expectations of various firms, and the nuances of negotiation in the industry.

Our team regularly advertise exclusively listed opportunities at employers of choice in the Victorian legal market. By partnering with an industry specialist recruiter when you are considering your next career opportunity, you really do maximise your chances of success when compared to going it alone.

Strategically negotiating starting salary and benefits

A key advantage of working with a legal industry recruiter is our ability to offer a holistic view of market standards for starting salaries and benefits. We spend a lot of time ensuring that we have our finger on the pulse of industry trends and market movements, allowing candidates to benchmark their expectations realistically. Our team also has insights based on years of experience into the specific compensation structures of different law firms, ensuring candidates don't undersell their skills or inadvertently overreach (which never ends well!).

Our team can provide you with personalised guidance on framing your negotiation points, and work with you to be clear about and how to emphasise their unique skills, experience, and career achievements. We can advise you on when to broach the subject of compensation during the interview process to ensure the timing works best.

Unlocking flexible working arrangements

Work-life balance has become increasingly important post Covid-19 to the legal industry. Never before have we seen firms as willing to come to the party on working from home, remote working and hybrid working arrangements. Our legal recruiters can help you broach flexible working arrangements with a potential employer. These arrangements might include remote work options, flexible hours, or compressed workweeks. Our team regularly gauge our client partner’s receptiveness to such arrangements and can help you to structure a conversation around these topics at the right time.

By working closely on your next job search with a specialist industry recruiter, you can present your desire for flexibility in a way that aligns with the firm's goals and doesn't raise concerns about commitment or productivity. We can also highlight your commitment to maintaining open communication and accountability within flexible arrangements.

Navigating sign-on bonuses

Sign-on bonuses are increasingly prevalent in the legal industry as firms compete for top talent. However, negotiating the terms of a sign-on bonus can be intricate, involving considerations such as repayment terms if you leave the firm within a certain timeframe. We regularly advise candidates on whether to broach the topic of sign-on bonuses and how to structure the conversation effectively.

More importantly, we can help you understand the potential impact of sign-on bonuses on other aspects of the compensation package, such as base salary and benefits and even whether such a bonus is likely to impact your first pay review. We regularly ensure our candidates have a comprehensive view of the overall value of the offer, so that they can make the most informed decision.

Leveraging Legal People’s relationships and insights

One of the most significant advantages of enlisting the team at Legal People is our extensive network of connections within law firms and corporations. We have established and long-term relationships with hiring managers and decision-makers, our relationships and insider insights can give you an edge during negotiations.

Our team is often privy to insights about a firm's priorities and preferences and can assist candidates to tailor their negotiation strategies accordingly. These insights might include the firm's historical approach to negotiation, willingness to accommodate unique requests, and the importance placed on specific skills or experiences.

In the fiercely competitive legal job market, successfully negotiating a favourable compensation package, flexible working arrangements, and potential sign-on bonuses requires a strategic, delicate and informed approach. Partnering with our team for your next job search can empower you with the knowledge, expertise, and network necessary to navigate career negotiations effectively. By leveraging our team’s insights, it is possible to secure the best available employment terms and position yourself as confident, capable, and valuable additions to the legal workforce.

8 ways to ensure your senior new hire successfully joins your law firm

Thu, 24 Aug 2023 00:15:00 GMT

8 ways to ensure your senior new hire successfully joins your law firm

In this article we explore the strategies firms should consider applying once a new senior hire has signed a letter of offer. Its all about making sure they start, thrive and stay!

Hiring a senior-level candidate for your law firm is a critical decision that can have a significant impact on your company’s success. Senior recruitment can be a time-consuming activity. Once you have identified and selected your preferred candidate, and they have signed the letter of offer, the recruitment process shouldn’t just end there.

In today's competitive job market, even after signing a contract, candidates can still be swayed by other opportunities from different organisations or even their current employer. We have heard stories of new starters being lured by recruiters just weeks into a new role, and stories about signed letters of offer being torn up due to a change of mind.

So, to ensure the success of your new hire and minimize the risk of losing them to head-hunters or other firms, we often stress to our legal industry clients the importance of maintaining continuous engagement and support throughout the new-hire’s notice period and well into their probation.

These are the ways you can help them feel continuously engaged, valued and enthusiastic about their new role.

1. Foster a positive candidate experience

A positive candidate experience during the recruitment process can greatly influence the new hire's commitment to your firm. Do your best to ensure that the recruitment journey is well-managed, respectful, and efficient. This positive impression will carry over into their employment and may even strengthen their dedication to the firm.

2. Build a strong connection

The period between offer acceptance and the start date is crucial for maintaining a strong connection with your new hire. During this time, consider providing regular touchpoints to keep them engaged and excited about their new role. Offer to meet for coffee or arrange a meet-the-team session or social occasion where they can interact with their future colleagues. This will help them feel a part of the team even before they officially join and can help to reinforce their resolve to join your firm.

3. Establish clear lines of communication

Open and transparent communication is vital during the pre-employment phase. Make sure that the new hire knows who to reach out to for any queries or concerns. Regularly update them on the progress of onboarding and provide a clear timeline of what to expect before, during and after their start date. Being proactive in addressing their questions and concerns will demonstrate your commitment to their success within the firm.

4. Welcome package and gesture

Consider making your new hire feel valued by sending them a welcome package that includes essential information about the firm, branded merchandise, and a personalised welcome letter from key leaders. Small gestures can have a significant impact on the new hire's perception of your firm and their enthusiasm about joining.

5. Regular check-ins during the notice period

The notice period can be a nervous time for hiring managers, as this is often when other job offers, or a counter-offer may pop up. We recommend staying closely connected with the new hire during this period and address quickly any concerns they may have. Be proactive by discussing their transition plan, even touching on how they are handling the handover process with their current employer. This will demonstrate your commitment to their smooth transition and reaffirm their decision to choose your firm.

6. Develop a structured onboarding program

A comprehensive onboarding program is so important for the success of any new hire. For senior-level employees, this becomes even more critical, as they often have complex responsibilities and a larger impact on the firm's operations. Develop a well-structured onboarding plan that provides them with the necessary resources, training, and support they need to hit the ground running.

7. Assign a mentor or buddy

Consider pairing the new hire with a mentor or buddy from within the firm. This personal connection can be invaluable in helping the new employee navigate the initial days and weeks, making them feel welcome and supported. A mentor can share insights, direct them to the printer, best coffee shop, answer workplace related questions, and provide guidance to ease the transition into their new role. Even if your new hire is relatively senior, having an orientation mentor can be a welcome introduction to a business.

8. Post-probation check-ins

The probation period is a crucial time for both the employee and the employer to assess the cultural fit and job performance. Schedule regular check-ins to discuss progress, offer feedback, and address any concerns. This further demonstrates your commitment to their growth and your hopes for their success within the firm.

Securing a senior new hire for your law firm is just the beginning of the process. To ensure their successful integration into your organisation, ongoing engagement, communication, and support are essential. By implementing our strategies, you can reinforce their commitment to your firm, minimize the risk of losing them to competitors, and set the stage for a long and fruitful professional relationship.

Remember, attracting top talent is only half the battle; the real victory lies in making sure they not only start the job you offered them but also thrive and contribute to your firm's success in the long term.

Should you need help recruiting talented legal professionals for your business, or a confidential career discussion please get in touch at info@legalpeople.com.au . We are specialists in the Legal Industry. We recruit Lawyers, Support staff and HR professionals in Melbourne, Australia.

5 ways a missed promotion can become a springboard to career success

Tue, 04 Jul 2023 00:15:00 GMT

5 ways a missed promotion can become a springboard to career success

In this article, we explore practical strategies and insights to help you rebound from a missed promotion and springboard your career towards future success in your legal career.

So, the annual “all staff” email is out congratulating the current crop of lawyers getting promoted at your law firm. You scan the list and find that your name is not there. You sigh… climbing the corporate ladder at your firm is proving harder than you thought it would be. Sometimes, despite all your hard work and dedication, you find colleagues and peers celebrating their success and you are left hiding your disappointment.

We know that a missed promotional opportunity can feel disheartening and demotivating. However, it is important to remember that setbacks are a natural part of any career path. Very rarely is a career path a direct straight line to the top of the ladder. The twists and turns along the way are what makes your career path, skills, and experience unique to you and uniquely valuable.

These are our tips to bounce back and use the disappointment as a springboard to career success.

1. Seek constructive feedback and mentorship

As a lawyer, continuous learning and career growth are the keys to success. Endeavour to actively seek out feedback from colleagues, mentors, or supervisors to understand what you might need to do to improve your promotional prospects. Look on any constructive criticism you receive as a way to make self-improvements and try not to respond defensively. Remember none of us are perfect. Constructive criticism received from colleagues, supervisors and mentors can be used to improve your skills, attitude, and approach.

Do you have an informal or formal mentor? A mentor can provide guidance and career support and is immensely valuable. Many mentors offer a fresh perspective, share their own experiences, and can provide advice as to how you might refine your skills. They may be able to help you navigate the path to future promotions or suggest alternative pathways.

2. Cultivate a growth mindset

Modern schools teach students that making mistakes and having setbacks are a huge part of learning. Cultivating this growth mindset is crucial when dealing with career disappointments. A growth mindset also helps you build resilience – the ability to bounce back and thrive.

We know that you work hard. Consider whether you can work smarter? Are there processes you can improve? A missed promotion is often a temporary setback rather than a permanent career failure. Can you use this as a motivator to push yourself further and expand your skill set?

Even in the process of dealing with disappointment, you are building on your skillset. Resilience, determination, and perseverance skills help you work through your frustration and can help make you more valuable than ever. These are all skills very much in demand in the legal industry.

3. Take a moment to self-assess

After any career disappointment, it can be a good idea to take a step back and invest some time in honest self-reflection. Ask yourself some perhaps challenging questions - Did you continuously demonstrate the necessary skills and competencies? Were there areas where you could have improved? Do you need more time to build your expertise? Did you bring in any new business? Have you built great client relationships? Are you making the most of opportunities to take on extra responsibilities? Are you making an effort to stand out enough from the crowd? Can your firm clearly see your commitment and dedication?

Also, take a moment to gain any insights that you can into the way that promotional decisions are made. By understanding this and being honest in your self-assessment, you can identify areas for growth and tailor your professional development plan accordingly.

Sometimes, a missed promotion can be an indicator that it may be time to reassess your current role and your long-term career goals. Reflect on whether your current organisation still aligns with your personal values and career aspirations. It may be time to explore new opportunities internally or even at another organisation that offers better prospects for growth and advancement.

4. Develop a career plan that includes professional development

Take this year’s career disappointment as an opportunity to re-evaluate your current career goals and reassess. Are your goals still relevant? What more do you have to do to improve your chances of being considered in the next round of promotions?

We recommend crafting a comprehensive professional development plan that outlines specific areas for improvement, such as:

· enhancing your legal expertise

· honing your communication skills

· building on your client relationship skills

· expanding your network

· improving your personal branding and online presence

You can then identify relevant workshops, seminars, or even micro-accreditation programs that can help you acquire the new skills and knowledge that you need.

The next time someone asks you to take on a challenging project or contribute to a pro bono assignment that aligns with your career aspirations, say yes! This demonstrates your commitment to growth and willingness to contribute above and beyond to the organisation.

5. Leverage networking and building relationships

At Legal People we have often said that networking plays a vital role in any legal career. Connect authentically with colleagues, attend workplace and industry events, and actively engage in professional associations. Take the time to build relationships both within and outside your firm. Networking can provide you with valuable opportunities, mentorship, and access to future unadvertised roles.

You could also consider seeking out opportunities to collaborate with successful peers on projects or initiatives. Can you publish something? Contribute to an association or group? Advocate for something you are passionate about? Collaborative efforts can showcase your skills and dedication to the law, raising your profile both within your organisation and beyond.

Experiencing a missed promotion can be disheartening, but most of all it does not define you. By following our tips and suggestions you can transform this setback into a leap forward towards career success. Remember, the legal profession is a dynamic field that requires continuous growth and adaptability. Don’t stop and wait for a promotion to be handed to you on a plate, act now and give yourself every chance for next year.

Should you need help considering your next step on the career ladder, please get in touch at info@legalpeople.com.au . We are specialists in the Legal Industry. We recruit Lawyers, Support staff and HR professionals in Melbourne, Australia.

Navigating the emerging trends of legal industry recruitment

Tue, 23 May 2023 05:15:00 GMT

Navigating the emerging trends of legal industry recruitment

Legal People’s very own Sharon Henderson presented to the ALPMA HR Workshop on emerging legal industry recruitment trends. Read on for the highlights and key takeaways for consideration and implementation at your firm!

The first quarter of 2023 saw a rise in the national job index, reflecting a 2.8% increase in job opportunities. Inflation in Australia remains high at 6.3% and real wages are not expected to grow until next year. In Victoria specifically, the demand for talent remains strong, and job advertisement volumes are 35% higher than pre-Covid.

The local legal industry continues to undergo a period of significant growth in demand for legal services. Simultaneously, our current recruitment market continues to be very candidate short. This has meant that employers are having to adapt in the way they approach recruitment to fill available roles and ensure their preferred candidate(s) chooses their firm over competing offers.

The legal industry market snapshot

A recent survey by ALPMA found that 60% of law firms are planning to grow their numbers this year. A further survey by Lawyers Weekly found that 28% of legal professionals were planning on leaving their employer in the next 12 months. Some were heading off to another firm (16%), 3% were heading in-house, 3% wanted to move into government, and the others were going to either stop practising or start their own firm.

In this market, it is a rarity to find lawyers or legal support staff who are unemployed. If they are without a job, it is often due to personal choice. We are finding that good quality candidates are all managing competing offers. Employers need to be very quick if they want to fill a role.

These are the 7 factors that are interplaying in the recruitment market for lawyers and legal support staff:

1. Recruitment doesn’t stop at the job offer

Once you have selected your preferred candidate and they have signed the letter of offer, there is still work to do. Even if they have signed a contract, they can still be wooed by other (or their existing) organisations and change their mind. We encourage our clients to pay careful attention to the engagement of a new hire, right up until the end of their probation period. Head hunting is rife! Ensure that you have regular touch points throughout their notice period. Have coffee, organise a meet-the-team and keep in close and regular contact with your new hire.

2. Notice periods are getting longer

We are also finding that notice periods are getting longer. Some senior lawyers are having to give 2-3 months’ notice. Even in a support role, a notice period can be 5 weeks. Notice periods are being strictly adhered to in the current market and an early release is unlikely. Roles are hard to fill, and employers are hanging onto staff with both hands. It is for this reason that we are starting to see some of the larger law firms proactively recruit for future available roles. This talent pipeline management is based on the knowledge that they will lose some team members due to natural attrition and just makes good sense.

3. Sign-on bonuses

It’s official. In the Victorian legal market, under current conditions, a sign-on bonus is popular for senior level appointments where there are competing offers at play. At a Senior Associate level and above they are roughly between $5-15K. They are either paid on commencement or at the end of the first 6 months. Many have a clawback clause that covers leaving in the first 12 months of employment.

4. Emphasis on diversity and inclusion

The demographic of the legal profession is changing over time. Did you know that there are 90,329 solicitors in Australia nationally? And that over 55% of these are women! In fact, 86% of new lawyers are women. Females are charging through the ranks of the legal profession and are selecting employers carefully based on diversity and inclusion policies. They are also checking whether claims of diversity are reflected in the ranks of leadership within a firm. Law firms will have to focus on the retention of these young women to ensure that they make up a noticeable percentage of the partner representation in the future.

Employers in Victoria's legal industry are already prioritising diversity and inclusion within their organisations as part of retention and attraction strategies and because it is good for productivity and their bottom lines! Recognising the value of different perspectives and experiences, law firms and legal departments are beginning to seek candidates from diverse backgrounds.

5. Work practices should be flexible

Ensuring that your business has flexible work practices will help with retention and talent attraction. At Legal People almost all of our candidates are looking for flexible working arrangements, with the most popular being a hybrid 3 days in the office, 2 days from home. Even in the support sector, legal secretaries are wanting a 3:2 arrangement having proven they can work remotely during Covid.

Some firms are attempting to entice employees back to the office with free breakfasts, special lunch days and the lure of your own desk. (Rather than a hotspot!)

6. Evolving demands and specialisations

The areas we are seeing strong demand for at the moment are as follows:

· Employment Law and Workplace Relations at an Associate and Senior Associate level

· Personal Injury Law on the plaintiff side,

· Abuse Law due to retrospective legislative changes,

· Insolvency

· Commercial Litigation

· Wills & Estates

· Tax at Associate and Senior Associate level

Candidates with expertise in these areas will find themselves in high demand and employers should take this into consideration and move very quickly when making offers.

7. Candidates are very informed

More than ever before, candidates are well researched and informed about potential employers. They take their due diligence very seriously. They are comparing leave policies, company values, pro-bono community involvement and career development opportunities between prospective employers. Organisations with a succinct one pager that outlines their employee value proposition are highly regarded by candidates.

The candidate-tight legal industry recruitment landscape in Victoria presents several challenges for employers. To gain a competitive advantage when looking to attract talent to your organisation, a firm needs to be proactively focussed on diversity, flexibility, competitive salaries (including sign-on bonuses where relevant). Organisations also need to clearly articulate their employee value proposition in a way that it is easily discovered on the internet and by their word-of-mouth reputation.

By embracing these interplaying factors and emerging trends, the legal industry in Victoria will continue to thrive, attracting and retaining top talent while fostering an environment of continued industry growth.

5 tips to recruit Gen Z lawyers to your law firm

Tue, 09 May 2023 04:23:08 GMT

5 tips to recruit Generation Z lawyers to your law firm

In this article we discuss the challenges of attracting Generation Z lawyers to your firm. We share our tips for highlighting and communicating your firm’s purpose and policies in a way that can be found online by these digital natives. Keep reading to find out how to give your firm the edge.

Recruitment is a constantly evolving and delicate balance between what a firm offers based on available resources and what a candidate wants. As new generations come into, and then dominate the workforce, individual motivations and driving factors change. Firms need to take a moment to consider the needs of a new generation of workers, in terms of what they want from an employer. At Legal People, we believe firms who take the time to do this and adjust their offering accordingly, will be in a better position to attract the best talent.

Let us take a moment to define things:

Millennial or Generation Y: This term is interchangeable and relates to individuals born between 1981-1996. The eldest of this generation are currently in their mid-forties and well established in the legal industry.

Generation Z: Born between 1997-2012. The eldest of this generation are in their mid-twenties at the time of writing and are filling the ranks of interns, graduates, paralegals, and junior lawyers. The focus of this article specifically, is recruitment strategies applicable for Generation Z.

What is it that is unique about our younger colleagues?

The millennials came to prominence at a time when the internet exploded. They barely know a time before Google and mobile phones. Generation Z took this a step further, and they are hyper-connected. They grew up in the time of iPhones, Wi-Fi, YouTube, streaming and social media. They are exceptionally well-researched and expect an employer to add value to their lives and careers, not just provide a hard-earned salary. They invest the time to do their due diligence when it comes to investigating a prospective employer. They want to ensure a good fit.

Our tips for attracting Gen Z lawyers to your workforce are:

1. Offer flexibility

Everyone wants flexibility post the pandemic and Gen Z is no exception. Abigail is thrilled that her role at Hive is 100% flexible in terms of working location, and hours. She understands this is a mutually beneficial agreement that is contingent to the work getting done. While she wants the highly valuable office time with her colleagues and mentors to learn and develop, she also benefits from the quieter opportunities to work from home.

Flexibility should be assumed by employers in the legal industry to be a bare-minimum to attract this generation. It can come in many guises including hybrid working, remote working, a condensed working week or opportunities to negotiate extended leave. It should be negotiated wherever possible on an individual basis to meet their unique needs.

2. Emphasise your company's values and purpose

Whilst many firms have taken the step of adding their values to their website, Abigail points out that values need to be demonstrated and lived via experience throughout the workplace. When comparing firms last year, she saw several firms that valued flexibility, yet had set “in-the-office days” for all employees. Some firms said they valued diversity, yet only demonstrated it in entry level positions and not in leadership roles.

At Legal People we are finding more and more that Generation Z values purpose-driven work and seeks to make a positive impact on the world around them. Ensure that you are highlighting your firm's values and are demonstrating your commitment to social responsibility, diversity, and inclusion in information packs, on your website and via social media channels.

3. Provide professional development opportunities

Generation Z wants to learn and grow in their careers. Ensure that you are offering opportunities for professional development, mentorship, and training. Even better, if you are demonstrating and communicating clear career pathways via individual profiles and career stories on your company website, in the media or your social platforms..

4. Offer competitive compensation and benefits

Generation Z wants fair compensation and comprehensive benefits. Ensure that your compensation package is competitive. Consider offering market leading benefits relating to leave, insurance, health and well-being initiatives. Highlight any additional social benefits such as firm-wide events, retreats, or clubs as Gen Z understands the value of making connections and building their networks.

In our experience at Legal People, we are finding that younger generations have different expectations from law firms in relation to compensation for experience. They are less likely to be satisfied with a basic pay band attached to their PQE level. They want to understand whether they are supervising staff or working autonomously and to be compensated accordingly.

5. Focus on company culture and leadership

Generation Z values a positive company culture that promotes collaboration, teamwork, and open communication. Find a way to highlight and articulate your firm's culture and encourage a positive work environment. Even better if this is supported by your employees via your word-of-mouth reputation in the market.

Generation Z want to work for inspirational, charismatic, and aspirational leaders. They want to see evidence of this throughout their workplace. They are less enamoured with a hierarchical structure where junior employees should be seen and not heard!

By keeping up to date with what the incoming generations want from an employer, and building your offering based on a highly researched and digitally savvy candidate base, you can attract energetic and informed young professionals to your team.

Uncovering the hidden talent pool for exceptional lawyers

Wed, 26 Apr 2023 00:15:00 GMT

Uncovering the hidden talent pool for exceptional lawyers

In this article we discuss the challenges law firms face in competing for talented lawyers. We share tips for extending your organisations available talent pool to build a productive and high-performing team. Keep reading to find out how to uncover the hidden talent pool for legal talent.

The Australian legal industry continues to face a period of high demand for legal talent. This competitive landscape makes attracting and retaining top talent a challenge. Over time law firms have competed for graduates, young lawyers, and those with 3+ PAE experience at each other’s expense. This talent pool is limited in numbers, and it just might be time to consider discovering candidates outside the limitations of that particular box.

There are many areas of untapped talent in Australian that can bring unique skills, life experience and perspective to your firm. In these times where companies are looking to improve productivity, diversity, and inclusion, considering extending your available talent pool can only help your cause.

1. Candidates with relevant transferrable skills

Lawyers have many relevant transferrable skills that can often be overlooked by potential employers when they are narrowing down a short list for interview. Asking for an applicant to have the perfect match of specialisation, or experience within an identical firm size or type can be a challenge in these competitive times.

An example of a relevant transferrable might be a property lawyer who is interested in making the move to family law. Their skills and understanding of property issues, settlements and tax liabilities can be highly relevant in negotiating financial settlements.

Lawyers that have worked private practice, can (and have been known to) transfer these skills to government or in-house. This also works in reverse, although can be more difficult.

To understand a candidate’s transferrable skills, at Legal People we take time to review a candidate’s work history, experience, LinkedIn profile and their resume. We also discuss with an applicant their strengths and weaknesses and career goals to gain insights into transferrable skills that might be understated or not represented at all.

To attract lawyers with transferrable skills, employers should consider expanding their recruitment brief to find the right cultural fit with the right skills and experience. Keeping an open mind can bring in a wide range of skills and experience and add value to your firm.

2. Passive candidates

These are individuals who are currently employed but may be open to new opportunities if they are presented with the right offer.

At Legal People we reach out to these types of candidates regularly to touch base and see whether they would be open to new opportunities. Often this is done via LinkedIn, email or over the phone.

Passive candidates can be attracted to firms who invest in a thriving organisational culture. This tends to generate a great word of mouth reputation from your existing employees.

3. Highly flexible candidates

Some potential employees have the need for a high level of flexibility outside the usual law firm working hours. They might need to do an early start to cater for childcare arrangements. They may need a day from home to help elderly parents. They might need a nine-day fortnight for reasons of self-care. (Or to play golf, practise yoga or volunteer for a charity!)

Exploring all possibilities in terms of flexibility can help you attract lawyers to your firm. Consider offering contract roles, part-time working arrangements, early starts, condensed working weeks, additional leave or hybrid working arrangements. If your organisations explores the full gamut of possible flexible working arrangements, you may be surprised as to the calibre of talent you attract.

4. Geographically remote candidates

Remote and rural areas of Australia may be overlooked in traditional law firm recruitment efforts, but they can offer a wealth of talented candidates. The transition to remote working during the pandemic has removed many of the barriers to hiring someone from interstate or even regional areas.

To access geographically remote talent pools, ensure that your firm continues to leverage digital technologies to offer remote work arrangements. This can allow employees to work from home or from satellite offices, while still collaborating effectively with colleagues and clients via MS teams, Webex, Zoom and other readily available collaboration software. A firm could also consider offering relocation assistance to help to attract top talent from remote areas.

Accessing hidden talent pools can provide your organisation with a competitive advantage. Often exploring alternative recruitment and talent attraction strategies, even if they feel challenging, will be worth the effort. You may just find that by exploring all flexible working arrangements, considering transferrable skills, geographically remote candidates and even those who are not currently looking for a role, you can fill your available role and provide organisational benefits you were not expecting!

By keeping an open mind and providing flexible work arrangements, a law firm can attract a diverse range of skilled professionals and build a high-performing team.

The secret to successfully attracting mid-career lawyers: a 6-step guide for law firms

Mon, 13 Mar 2023 23:15:00 GMT

Unlocking the secrets to successfully attracting mid-career lawyers: a 6-step guide for your law firm

In this article we discuss the challenges for law firms face in recruiting talented mid-career lawyers. We share our tips for standing out from the crowd and both attracting them to your firm and keeping them there!

Australian law firms are facing increasing competition in attracting and retaining talented mid-career lawyers. This is particularly the case due to a buoyant job market for experienced lawyers and increasing demand for legal services. We have found that very high demand for industry specialisation in areas such as commercial, family law, personal injury and insurance law. The Australian candidate shortage has led to many of our client firms asking us how best to compete for top talent in this niche.

Where have the mid-career lawyers gone?

There are several factors contributing to the shortage of senior and mid-level lawyers. At Legal People, we are finding that candidates at all levels are being much more discerning about applying for roles. They are asking a lot more questions about company culture, values, flexible working arrangements and policies relating to leave before they even apply. This is resulting in less applications than usual for mid-level roles.

We also seem to have lost some lawyers from the talent pool relating to private practice as they have snapped up opportunities to go in-house or to government roles. Some lawyers, after reassessing their priorities during the pandemic have even left the profession all together.

So, what are the useful strategies that law firms in Australia are using to remain competitive and attract talented mid-career lawyers?

1. Offer competitive salaries and benefits

One of the key factors that attracts mid-career lawyers to a law firm is an attractive salary and benefits package. Law firms in Australia in recent times have had to particularly offer competitive salaries, sign on bonuses and clearly articulated benefits to attract top talent. Lawyers at this level expect competitive base salaries, regular salary reviews, potential for incentive payments, health insurance, and other benefits such as flexible working arrangements, professional development opportunities, and opportunities for extended leave, parental leave and even volunteer leave.

2. Foster a positive company culture

A positive company culture can be a compelling factor in attracting and retaining talented mid-career lawyers. This includes creating an environment that is supportive, collaborative, and encourages open communication. Law firms can also promote work-life balance by offering flexible working arrangements, wellness initiatives and policies.

3. Promote career growth and development

Lawyers at mid-career stages are often looking for opportunities to continue their career growth and development. This helps to ensure they do not get stuck in a rut or bored in their current role. Law firms in Australia can promote these opportunities by providing on-the-job training, mentoring programs, attendance at conferences, seminars and supporting them in meeting their CPD requirements. Even mid-career lawyers are potentially still looking for career advancement. They might be seeking management experience, partnership opportunities, or opportunities to take on more complex and challenging cases. Ensuring that career progression is publicised and celebrated can help mid-career lawyers understand your organisation is one that promotes and celebrates hard work and talent.

4. Provide a diverse and inclusive workplace

Diversity and inclusion are becoming increasingly important to employees. Law firms can create a diverse and inclusive workplace by actively seeking out and promoting diversity in hiring, encouraging diversity in decision-making processes, and promoting a culture of inclusiveness and respect.

5. Invest in technology and innovation

Technology and innovation are rapidly transforming the legal industry, and law firms need to stay ahead of the curve to remain competitive. This includes investing in the latest technology and tools to streamline processes, improve efficiency, and provide a better experience for clients and employees. Some law firms promote innovation by encouraging employees at all levels to suggest new ideas and processes.

6. Foster strong client relationships

Strong client relationships are crucial for law firms to remain competitive and attract top talent. Everyone wants to work with great clients! Law firms can foster these relationships by providing high-quality legal services, being responsive to client needs, and fostering open and transparent communication. Additionally, law firms can promote their reputation and expertise by publishing thought leadership articles, participating in industry events, and promoting their achievements and awards. Building the firm’s reputation in the market ensures it sits on a prospective employee’s short list of “dream companies to work for”.

Attracting and retaining talented mid-career lawyers is a challenge for law firms in Australia, but it is essential to remain competitive in the rapidly changing legal landscape. By offering competitive salaries and benefits, fostering a positive work culture, promoting career growth and development, creating a diverse and inclusive workplace, investing in technology and innovation and fostering strong client relationships, law firms can remain competitive and attract the best talent in the industry.

8 ways to look after yourself, your mental health, and your career

Mon, 30 Jan 2023 23:15:00 GMT

8 ways to look after yourself, your mental health, and your career

In this article we discuss our tips for maintaining good mental health in your legal industry role, whilst still progressing your career. Read on to discover 8 ways to do both!

An article in the Sydney Morning Herald discussed the prevalence of burnout in the workplace, and the legal industry is no stranger to mental health challenges. The article points out how many employees were running on adrenaline during the pandemic and how they coped because they had to. Now that the situation has changed and as the world attempts to resume normal operations, the adrenaline “come down” seems to be adding to levels of exhaustion felt by workers everywhere.

In the workplace, employers in the legal industry have been aware for many years that there is a toll on the mental health of staff working in the industry. Long hours, deadlines, pressure, and dealing with challenging situations, adversity and confrontation all require careful management and self-awareness.

So how do you look after yourself, your mental health and move your career forward all at once?

1. Practice self-care

One of the benefits of the pandemic and so many of us working from home was that many found the little things in life that got them through a challenging day. It might be a walk, connecting with a friend, or spending time practicing a hobby you enjoy. Some people learned to meditate during the pandemic, others baked sour-dough bread. Whatever it is that makes you feel happy and relaxed, ensure you do this regularly. Staying active and making sure you are not remaining sedentary all day has also been demonstrated to improve your well-being. There are benefits to getting out amongst nature and you might be surprised at how breathing exercises can help lower your stress levels.

2. Set goals

Career goals are useful in that they give you direction and a sense of achievement as you tick off the milestones on the way. Without them, you can often end up in a rut and without a sense of purpose. Regularly check back in on your goals in your career and life to ensure they stay relevant and achievable.

3. Take time to recharge

Always take your holidays and do what you can to switch off from office communications. Holidays are an antidote to burnout and an important factor in maintaining your wellbeing. Read a book, play some golf or tennis, swim in the ocean and soak up some vitamin D.

4. Negotiate flexibility

The legal industry was revolutionised during the pandemic and more roles than ever now can work from home. Whilst some firms are keen to get staff back into the office, many are offering flexibility to contribute to staff retention and talent attraction. If you found that working from home improved your work-life balance, then consider negotiating working arrangements where part of your week is done from home. Of course, this doesn’t work for everyone, and some people prefer the interaction, connection and engagement involved in working from an office. Negotiate what works for you as an individual.

5. Assess your time management

Many lawyers have moments in their career when their time management is not optimal. For those working to billable hour arrangements this can create a challenge. It is always worth improving your time management skills and ensuring that you are prioritising the right task and getting the most important ones done first. Also consider your workload and whether anything can be delegated or accomplished in a smarter way.

6. Access useful resources

The Lawyer wellbeing project from the Victorian legal services board and commissioner offers advice and best practice tips and links to helpful industry resources. can be found here. https://lsbc.vic.gov.au/lawyers/practising-law/lawyer-wellbeing/about-wellbeing .

7. Reach out

If you have noticed a colleague who is not themselves, reach out and check in so that they feel supported. This video produced by RUOK us designed specifically for the legal industry and can help.

8. Move on

Possibly a last resort, but if you are feeling exhausted and burnt out in your current role, it may be time to assess your tenure at your current organisation. Is it time to move on? If so, we can help. For a confidential career discussion get in touch at info@legalpeople.com.au .

Looking after yourself is quite possibly the most important thing you can do for your career. Managing your stress levels, how you respond to situations and your ability to take time out for yourself all has an impact on your working life. Poor mental health impacts your productivity, the quality of your work and your ability to engage with colleague and clients. It is always worth investing in tools to help. After all, your career is going nowhere without you!

Should you need help in finding a new role, or even just a confidential career discussion, please get in touch at info@legalpeople.com.au . We are specialists with more than 50 years’ experience recruiting for the Legal Industry. We recruit Lawyers, Support staff and HR professionals in Melbourne, Australia.

Legal People’s step by step guide to changing jobs

Tue, 06 Dec 2022 23:15:00 GMT

Legal People’s step by step guide to changing jobs

In this article we discuss how to go about changing jobs so that your start at a new firm puts your best foot forward. We also consider why you should leave your previous employer on good terms and how to best build those new relationships and support networks you will need in a new role.

Changing jobs can be an anxious, stressful, and yet exciting time for anyone. Change, whilst as good as a holiday, can be a scary concept. In a new job, at a new company you will no longer be surrounded by the same colleagues, do the same commute, take the same meetings, or visit your same familiar coffee haunts. You will need to discover and learn about new clients, new tasks, and potentially new systems. There will be new ways of doing things and new processes to learn. It is when you get out of your comfort zone that personal growth occurs. Taking that next step on the career ladder can be easier if you follow our easy step by step guide.

1. Find out what you do not know

Use the time before you start a new job at a different firm to work out what it is that you need to learn. You might like to visit some colleague’s profiles on LinkedIn to find out about their skills, areas of expertise and backgrounds. This information is also often available via their company website.

If there are people working for your new firm that you are connected to, you might like to introduce yourself or catch up for a coffee to start to understand the ins and outs of the company culture. This is a good time to ask about any in-house systems that you could learn about or key clients that you could research. Consider taking the time to network with new colleagues by attending any upcoming company events as this can give you an opportunity to meet socially before you come on board officially.

2. Make key introductions

You may have met your immediate supervisor during the hiring process. Find out whether it is possible to have a pre-start date to catch up with them to learn about key projects, clients, cases, and understand any current bottlenecks or problems that need to be solved. See if you can ascertain their management style, understand whether they have an open-door policy, and how they like to be given status updates. Consider any tweaks you may need to make to your own working style to ensure you have a productive and successful working relationship.

3. Maintain good relationships

It will be useful in the future to have maintained good relationships with the employer you are leaving. Whilst they will of course be disappointed that you have ended your tenure with them, most businesses understand that career decisions are not personal. Sometimes former employees even return to a previous employer at a future date. Work out who it is at your employer that you would like to stay in contact with and ensure you have a way of doing this. Often reaching out on LinkedIn and connecting in this way can help you stay in touch. Make sure you thank those that have given you opportunities during your time at the organisation and wish them well in the future. It can be useful to remember that colleagues have often been known to pop up in the future as bosses and even clients.

4. Learn about the onboarding

Have the hiring manager or recruiter put you in touch with the team that are responsible for your onboarding and make sure you understand how this process will work. Will there be compliance training or induction processes at the start of your tenure? Is there anything you can be doing whilst you are waiting to start? Find out about how you get your laptop and security access on the first day and exactly where you need to report to.

5. Stay positive

Remember to always talk about your previous employer in a positive manner. Nobody wants to hear about how you did not get along with a previous boss or to hear about internal politics from another firm. Remember that in the early days at a new firm, you are still being evaluated and remaining positive helps make a good first impression.

6. Once you start

Just a suggestion, but we often find food is an excellent icebreaker for new starters. Bring donuts/cake/sausage rolls/healthy-treat-of-choice and make new work friends for life!

It can be a good idea to start any new role with a positive attitude and being open to new ways of doing things. Listening to how a company goes about problem solving, dealing with clients, and handling issues that come up can help inform you as to how things get done. Whist contributing and adding value is important, it can be helpful to be respectful to your colleagues and interested in the corporate history. Taking the time to learn from colleagues with long tenures will help you get up to speed quickly.

One great thing about being a new starter is that, even if you have many years of experience, you will never get the chance to ask simple questions in quite the same way. Ask lots of questions, listen carefully to the answers and make the effort to get to know people.

Introduce yourself to those around you and do not assume they will know who you are. This should include security staff, cleaners, receptionists as well as your immediate colleagues. It can be useful to jot down the names of the people you meet in your first couple of days, just as a reminder as to names. A law firm can be a big place with lots of names to remember. If you get stuck, see if you can refer to the company intranet or LinkedIn as a reminder.

Consider finding out whether there are any social committees or clubs in the office. This can be a useful way to get to know people. Work will be more enjoyable with good social connections, even if you think you already have enough friends in your life!

7. Set your short-term goals

What is it that you want to achieve in your new role in the first couple of months? Do not forget to check back in at the end of this time to consider how you have gone and what is left to achieve. Be kind to yourself though, as starting a new job is hard! Do not forget acts of self-care and to keep an eye on your stress levels to keep your mental health in check.

Legal People’s guide to a compelling Employee Value Proposition

Tue, 25 Oct 2022 23:15:00 GMT

Legal People’s guide to a compelling Employee Value Proposition

In this article we discuss the information you should include about employee benefits and conditions in your Employee Value Proposition (EVP). The war for talent is real here in Australia and every compelling reason why someone should work for you counts!

It is no secret that it is a candidate’s market here on the east coast of Australia, and many job-seeking lawyers and legal assistants are fielding multiple offers. Other passive candidates are being approached to consider roles regularly by recruiters and firms directly. When a candidate is considering a new role they spend significant time researching and doing their due diligence on an organisation. We are finding that they compare everything from company values, HR policies, environment and sustainability commitments and community involvement.

Whilst comparing salaries across law firms can be relatively straight forward, capturing everything else that your firm offers in the way of perks, benefits in an easy-to-understand, compelling manner has never been more important. No longer does your company brand and list of key clients convince a new employee to join your team, they want to look deeper to find the right fit for their individual values and needs.

We recommend investing in your employee value proposition in such a way that it is succinct, written in layman’s, easy-to-understand terms and makes use of visually appealing graphics or icons to help it be easily digested. When attempting to quickly convince a talented lawyer/legal assistant that they should come and work for you, this is not the time for sharing 20-page policy documents or vague ideological statements!

What is an EVP?

Your employee value proposition (EVP) is the reason people come to work for you. It is the benefits, perks, privileges, and conditions available to an employee. A strong EVP both helps retain and attract talent.

What details should you include in your EVP?

Financial benefits

It is useful to include a statement about salaries being competitive and regularly benchmarked to the market. Candidates want to understand details around any extra superannuation payments, and any insurance offerings. Are there staff discounts to employees available for goods or services? Do you pay company bonuses for high performers? Some law firms make a statement about their profit distribution. They make it clear that they channel a percentage of profits back into staff development, innovation, or the community.

Flexibility

The world of work has changed and a five-day week in an office-based location is virtually unheard of anymore. Are employees able to work from home? Maybe you have a hybrid working arrangement that is negotiable. Some law firms provide the opportunity for employees to work remotely from anywhere in the world for a few weeks a year. Some offer a nine-day fortnight. Flexibility should be tailored to an individual and can be a compelling reason for accepting a role.

Leave, leave, and more leave

Your EVP should include an overview of leave available including annual leave, carer’s leave, and parental and family leave. Don’t forget to include any opportunities to negotiate additional leave or take volunteer leave. A candidate wants to understand that you will support them at different stages of their life and career.

Your commitment to their career development

Career development frameworks including any opportunities for paid study, or the payment of industry memberships. Candidates are interested in knowing how you will invest in them on an ongoing basis. Are your lawyers able to continue developing their technical skills? Can they build on their business and soft skills? Are there opportunities for overseas secondments? How do you support them in completing their annual CPD requirements?

Details about diversity and inclusivity

If your organisation is on a journey to become more diverse and inclusive, include these details here. You might have oversight committees or a commitment to pay equality and candidates are very interested in this information. These details can make the difference between coming to work for you or a competitor.

Location and facilities

Where once the flagship company headquarters represented prestige and credibility, this has changed somewhat post Covid-19. Potential employees are now keen to discover whether the company offices are set up for online and remote meetings and work. They want to know whether they can be socially distant and yet still have all the bells and whistles expected in a law firm. Include details about how sustainable and environmentally friendly your organisation is as this can

be a key differentiating factor for some candidates.

In house referral programs

Do you have one? Include any details about what happens if they refer a friend or colleague to work for you. Maybe you reward them financially or donate to a charity of their choosing.

Community involvement

Now more than ever, candidates are concerned about how the organisation they represent adds value to both local and global communities. Do you offer pro-bono opportunities? Are you playing a part in your community with sponsorship programs? Are there causes or charities that your business supports? Your employees want to know that they are giving back and making a positive impact on the world.

Company values

Always include the company values and mission statement. Candidates review these closely to ensure that they align with their own personal values.

Employee wellbeing

Describe your organisation's commitment to employee health and wellbeing. Include an overview of any employee assistance programs. Are there mental health resources available? Do you pay or subsidise gym memberships? All this information is compared by potential candidates when weighing up competing offers.

Making your organisation stand out to potential employees is vitally important in our industry’s current state. The shortage of candidates and high volume of demand is making competing for talent tougher than ever. By making it clear and simple to understand, you take some of the hard work out of comparing offers and firms. You also make it clear the type of person you want to attract and retain. If you need help understanding further what candidates are looking for, then reach out as our team of legal industry specialist recruiters can help. We talk to candidates all day long!

Re-opened international borders and the legal talent shortage

Wed, 14 Sep 2022 00:15:00 GMT

Re-opened international borders and the legal talent shortage

In this article we discuss re-opened international borders to Australia and the legal talent shortage. Growing demand from clients for lawyers and legal support staff and less applicants for available roles created a perfect storm in the Australian market. We consider approaches firms can take to help them fill their vacancies.

It was thought by many that once international borders to Australia were re-opened following the pandemic, there would be a tidal wave of expat Australians take the opportunity to return home. Our actual experience has been that whilst some Australian trained lawyers have taken the opportunity to return home to be closer to friends and family, there certainly hasn’t been an influx.

For non-Australian lawyers, visa processing and Australian requalification requirements can take a significant amount of time. At Legal People we generally advise foreign lawyers to touch base with us in relation to available roles once they have moved to Australia and requalified.

Re-opened international borders have not made a great deal of difference to the Australian legal sector talent shortage. What’s more we are aware of head-hunters from London and the USA going after Australian legal talent and draining more talent offshore.

Post-pandemic has proven a challenging time to be a legal industry employer. Here are our tips on what firms can do to win talent .

What firms can do to win legal talent

1. Job offers & EVP's

We advise our legal industry clients to be quick with offers, not to wait for comparable candidates and to put time and effort into their employee value proposition. Many talented candidates’ field multiple offers and compare culture, values, HR policies and remuneration packages looking for the best fit. You can read our article on developing a winning EVP for your firm here .

2. Hidden talent pools

In any difficult market opportunities are created and now is an excellent time to be thinking outside of the box! The nature of legal work has changed during the pandemic, and it is no longer completely office based. Legal Firms can think creatively in terms of the geographic location of candidates and can widen their available talent pool by offering flexibility. Many of our lawyer candidates are citing work life balance and flexibility as two of their major drivers when looking for a new role. You can read our article on tapping into hidden and under-utilised talent pools here .

3. Flexible and hybrid work arrangements

Some of our client firms are offering 9-day fortnights and different start/finish times, others are offering working arrangements that involve 2-3 days working from home. Each working arrangement has the potential to be uniquely suitable to an individual.

4. Inclusivity and diversity

Firms should also consider being inclusive in their job descriptions to entice candidates of all walks and stages of life. Investments into employee attraction over the long term could be encouraged by nurturing alumni communities and graduate programs. If you'd like to explore this further, we have written many articles on our News & Insights page about workplace culture, and the importance of making diversity and inclusion a priority.

Of course, working with a specialist recruiter will always help companies maximise their legal talent search success. In the current market, this is because practically every role involves an element of head hunting and the number of applicants for advertised roles has significantly declined giving you less to choose from. Even after 50+ years of legal recruitment our team still gets a thrill out of matching the perfect candidate with the perfect client based on values, experience, and cultural fit. Even now when it’s tougher than usual!

Should you need help recruiting talented legal professionals for your business, or a confidential career discussion get in touch at info@legalpeople.com.au . We are specialists in the Legal Industry. We recruit Lawyers, Support staff and HR professionals in Melbourne, Australia.

The pros and cons of flexibility in the Australian legal profession

Wed, 03 Aug 2022 06:33:06 GMT

The pros and cons of flexibility in the Australian legal profession

In this article we discuss the way working in the legal industry in Australia changed because of the Covid-19 pandemic and state government working from home orders. One of the enormous benefits for employees was the rise of flexible and hybrid working arrangements, which are here to stay.

The push for more flexibility in the Australian legal profession means different things to different people, but generally refers to working from home or hybrid work arrangements. There are many benefits to flexibility, including improved work-life balance, reduced stress, and better productivity. In this article, we will explore what flexibility looks like in the Australian legal profession and discuss the pros and cons of each option.

Not so long ago, flexibility was a rare privilege in our legal industry. It was earned by lawyers with seniority after years of effort proving that they were trustworthy, contactable and that their productivity levels and billable hours were maintained.

The Covid-19 pandemic changed all that, as government health departments directed everyone to work from home regardless of seniority or tenure. Legal secretaries worked from home, graduate programs were attended from home and junior counsel, senior associates and even in-house counsels all worked from kitchen benches, bedrooms, and studies.

In the most part, massive steps forward in technology facilitated this transition, including paper free workflow processes, video meeting technology and tools such as Microsoft Teams and Slack. Firms also took advantage of cloud-based legal software and case management technology to facilitate the enormous change from office-based work.

We are finding that by and large, many of our clients are now offering flexible working options in new roles to attract talent across the board. And it is not just the big end of town, with many small to mid-sized firms and even sole practitioners now offering some form of flexibility to their employees.

Top employer, Lander & Rogers, quickly recognised the shift in workplace culture post-pandemic, and accordingly adopted flexible/hybrid work policies. This includes their parental leave policy, which promotes gender-neutral parental leave and supports both primary and secondary carers.

What does flexibility look like in practice?

So, what does flexibility look like in the Australian legal profession? Here are some examples:

• Working from home one or two days a week

• Remote working

• Part-time work

• Flexible leave arrangements

Less common, but still flexible are:

• Staggered start and finish times

• Job sharing

Each of these options has its own pros and cons, which we will explore in more detail below.

Working from home one or two days a week is a popular option for many lawyers. It allows you to avoid the commute and get straight into work and can be a fantastic way to reduce stress levels. However, it can also be isolating, and you may miss out on important office interactions, impromptu social occasions and face-to-face problem solving.

Remote working was been taken up by many legal professionals during the pandemic as a permanent working arrangement. Similarly, to a hybrid arrangement where you might work from home a couple of days a week, a permanent arrangement might be more productive, less stressful and save you time and money on your commute. You are, however, likely to miss out important team interactions and opportunities to build face to face rapport with colleagues and clients.

Part-time work is another option that many lawyers consider, especially working parents. It can be a great way to reduce your hours and manage your workload but can also lead to reduced earnings and fewer career opportunities.

Flexible leave arrangements have become more popular, and we expect this to increase now that international borders are open again. Many firms are offering arrangements to negotiate ‘additional’ annual leave or extended parental leave. This can be a terrific way to manage work-life balance but can also be difficult to take advantage of if you have client commitments or are working on a big case.

Staggered start and finish times whilst a less common request from our candidates, make some sense during the pandemic. This is especially true for CBD employees wanting to avoid the morning peak on public transport. The theory behind this option is that you would start work earlier or finish later, depending on your preference. The downside is that you may have to adjust your hours to fit in with client meetings or court appearances.

Job sharing was a more common request before the pandemic, especially for parents who wanted to return to work but did not want to do full-time hours. We suspect this has now been replaced somewhat by requests to work a few days from home now that there is precedent and the technology to allow this. Having said that, job sharing can help you stay connected with the profession and maintain your skills, but it can be very challenging to find a suitable job share partner!

Why firms should offer flexible working options

If your current role and firm is not considering or offering you flexible working arrangements as an ongoing option, then they are missing out on an opportunity to attract and retain staff, maintain productivity, and offer work life balance to its employees. If flexibility is important to you, then it may be time to consider a change.

Many employees re-evaluated their working lives, priorities, and involvement in either family or community life during the pandemic. Working long hours in a demanding office-based role is not necessarily good for your mental health.

Flexibility is different for each individual and what is the best-case scenario for one lawyer, might be something completely different for another. Being trusted to set your own working hours and office schedule tends to be good for employee engagement. There is a lot to be said for being treated like an adult in the workplace!

We are counselling many of our valued clients, that to fill their available roles, they are going to have to be competitive not just on salary but also offer flexible working arrangements as lawyers have become accustomed to it and it is hard to give up!

Offering flexibility delivers firms many other advantages that they may not have expected. The advantages include being able to widen your available talent pool to potential employees from outside your geographic area, and to attract working parents or carers that might not have considered a full-time office-based role. This helps in turn to build further diversity into your workforce and offer wellness opportunities for your team.

If you are wondering how to build flexible working arrangements into your next available role, then get in touch, we can help. We are talking to talented candidates every day that are demanding this opportunity in their next role, and we can help you understand exactly what they are looking for.

Legal People: community and charity support

Thu, 23 Jun 2022 06:07:59 GMT

Legal People: community and charity support

In this article we shine a spotlight on the special charities that Legal People supported in one of their financial years, with a percentage of their profits. Supporting organisations that are significant to the Legal People team is one of the highlights of a successful year, and a significant component of the Legal People employee value proposition.

The financial year that was 2021-2022 was an immensely challenging one for legal recruitment, so much so that we had never seen such demand for legal talent. Firms were working harder than ever, and our team of specialist legal recruiters also worked enormously hard to fill a diverse range of roles.

Of course, a busy year brought with it financial dividends and it was an important part of the Legal People DNA to give back. Our contributions align with our company values of honesty, trust, respect, teamwork, professionalism, and contributing to a supportive and enjoyable culture. We were thrilled to be able to support a number of charities that financial year, as we had done in years before and years after. Each charity had a special connection to members of our team and their families.

Sharon Henderson, Director of Legal People says, “ As a small business owner and the Director of Legal People, it is important to me that if we can do so, to give back to our community in a meaningful way and support great causes. Each year, the Legal People team chooses charities that are very close to their hearts for different reasons ".

For the financial year of 2021-2022, Legal People supported:

Fight MND

Founded in 2014, FightMND was established with the purpose of finding effective treatments and ultimately a cure for Motor Neurone Disease.

FightMND is the voice, and an advocacy platform for Australians who want to fight Motor Neurone Disease. MND is a debilitating disease that gradually takes away the patient’s use of their arms and legs, their ability to eat and swallow, their speech and their ability to breathe…all in an average timeframe of just 27 months. You can donate to their current Big Freeze campaign by buying a beanie or donating online here .

Sharon Henderson says “ My chosen charities are Fight MND and Cancer Council Australia, both of which are extremely close to my heart, having lost family members to both diseases. I lost my mother to breast cancer (she was only 57 at the time) and within a year of her passing my grandmother (my mum’s mother) was diagnosed with MND and we lost her within 9 months. It was a devasting time for my family and more must be done to understand and fight both diseases. That is why these two charities mean so much to me and why I will continue to support them in their ongoing efforts to raise awareness and ongoing research .”

Cancer Council Australia

The not-for-profit Cancer Council relies on the generosity of the Australian community to help them fund education, research, and support for impacted families. The Cancer Council works hard towards preventing cancer and saving lives. Their innovative work ensures they can provide a wealth of information and support for anyone affected by cancer which, as a not for profit, couldn’t continue without donations from the community. You can donate to help them continue their important work here .

The Cancer Councils is particularly relevant to Legal People Executive Assistant Sheryl McCarthy, who says “ I’m pleased that we’re supporting Cancer Council Australia as we all know people who’ve suffered with various cancers. We really do need to help get their messages out there, with the view to preventing others from needing to have what are often invasive treatments .”

Principal Consultant, Laine McKenzie has a very personal connection to the Cancer Council. Laine lost her sister at the age of 41 to an 18-month battle with stomach cancer. She left behind two young children and the Cancer Council was always there for the family when they needed support or assistance. Laine again experienced their support and services when she herself was diagnosed with a level 4 melanoma in her leg requiring aggressive radiotherapy treatment.

Laine says, “ Even though everyone may be aware of the Cancer Council, and they might seem to be a big organisation, there is still so much more to be done in terms of research and more families that need support .” Laine is pleased that during her career cancer outcomes have improved with new treatments and medical research. She goes on to say, “ So many people have their own cancer experience where life gets turned upside down in an instant. With our Legal People donation, the Cancer Council will be able to support them too .”

Dementia Australia

Dementia Australia supports and empowers the estimated half a million Australians living with dementia and almost 1.6 million people involved in their care. Dementia is the second leading cause of death in Australia yet remains one of the most challenging and misunderstood conditions. The organisation was founded by carers more than 35 years ago and is today the national peak body for people impacted by dementia in Australia.

Dementia Australia is the source of trusted information, education, and support services. They advocate for positive change for people living with dementia, their families and carers, and support vital research. You can donate to Dementia Australia here .

Principal Consultant, Rosie Mamic has a strong affinity with Dementia Australia, having navigated the struggles of aging parents with dementia over the last 15 years. Her father suffered from Alzheimer’s disease and her mother was his carer for more than 10 years. Sadly, her mum went on to be diagnosed with vascular dementia. Rosie learned about living with and caring for family members with dementia via education sessions and seminars from Dementia Australia. She also attended counselling to help her process the deterioration she was witnessing in her parents. She learned how to support them and to understand how to cope with how she was feeling about the heart-breaking situation she found herself in. There are many resources available on their website, and Rosie’s advice to others dealing with a similar situation is to “ Reach out for help to learn more. The better educated about the disease, the better you will cope with it. In my experience it wasn’t just that my parents lost their memories, they lost their cognitive functions and their whole personalities changed. I lost my parents whilst they were still alive .”

SisterWorks

SisterWorks is a not-for-profit social enterprise, based in Melbourne. Their mission is to support women who are refugees, asylum seekers or migrants to improve their confidence, mental well-being, sense of belonging and economic outlook. They do this via work opportunities and entrepreneurship.

The SisterWorks Empowerment Hubs are workplaces and training centres that provide women who are refugees, asylum seekers or migrants with meaningful opportunities to develop pathways of education, employment, entrepreneurship, and leadership. You can help SisterWorks continue to support refugees, asylum seekers and migrants here .

Your donations help SisterWorks to train their sisters in cooking, sewing, IT literacy and business management skills. Donations also fund the necessary tools and materials required for their training.

Legal People Administrative Assistant, Tracy Hsu says that “ SisterWorks is an amazing not-for-profit social enterprise that supports migrant, asylum seeker and refugee women to become financially independent and happily settled in Australia. I have been volunteering with them for 6 years and have enjoyed every moment. Having parents and relatives who were once new arrivals to Australia themselves, I feel a personal connection to the barriers, obstacles, and challenges they face in seeking employment and becoming involved in their new communities .”

She also says that “ Supporting SisterWorks to continue to provide migrant, refugee, and asylum seeker women the tools to empower their own lives is an important community initiative that shouldn’t be the sole responsibility of charities and not-for-profits. I love knowing that I’m working for a ‘for profit’ company here at Legal People, that supports causes which hold a special meaning to its’ team members .”

Berry Street

By donating to Berry Street, you are helping us to care for children and young people who have experienced abuse and neglect, including providing safe homes and access to specialist counselling. You too can help this important work by donating here .

Legal People Partner, Colleen Tankard says, “ Every child deserves to be loved, cared for, and feel safe. My sister and I were very lucky to have had the parents we had. I do not think you realise how lucky you are or appreciate that until you are an adult and hear about some of the lives and experiences of others. I knew I was loved unconditionally, would never go hungry or feel cold, and above all felt safe. I knew that whatever happened, I could always rely on my family. Family means everything to me, we are so very close. If our Legal People donation to Berry St, can in some small way provide a small fraction of that feeling to a child in need, then it is a better day ."

As each financial year draws to a close, Legal People thanks its client partners and candidates for the faith and trust they have had in our services throughout the year. We always wish you a prosperous new financial year! Should you need help recruiting talented legal professionals for your business, get in touch at info@legalpeople.com.au .

Legal recruitment trends -The Great Hesitation

Wed, 15 Jun 2022 00:00:00 GMT

Legal recruitment trends - The Great Hesitation

In this article we discuss how the post-pandemic candidate tight market and high demand for legal services created a perfect storm in the legal industry recruitment market in Australia. This article is based on our partner, Sharon Henderson’s presentation to ALPMA as part of their HR Workshop - Refocus, Re-engage, and Retain.

Post-pandemic, Australian legal firms continue to be terribly busy. The number of roles we are recruiting for at Legal People and candidates we are placing are up approximately 30% on what we would call a “normally good market”. Whilst recruitment during the height of the Melbourne lockdowns ebbed and flowed, particularly in 2020, firms learned quickly that it was going to take time to find any new staff that they were looking for. At the same time, candidates slowed their applications for new roles, not wanting to start a new job in uncertain circumstances or during a lockdown.

The "Great Resignation" was widely discussed in the media. The Australian legal market, rather, saw a “Great Hesitation.” Candidates were hesitant to move to a new role unless they got exactly what they were looking for, including a salary increase, a sign on bonus and even a promotion!

At Legal People, we feel that this hesitation related to burnout during the pandemic. When we spoke to potential candidates in late 2021, they were all exhausted and just wanted to make it through to the end of the year. They talked about possibly looking for new roles in early 2022. Further uncertainty was added with the war in Ukraine, new strains of Covid becoming prevalent, and subsequently infecting more people, and the uncertainty of a federal election. All of these factors, meant that candidates continued to be reluctant to move.

Why is there a candidate shortage?

During the pandemic, many people took a moment to reassess their working lives and their careers. They were faced with tough questions about how they spent and prioritised their time. In some cases, this did lead to some lawyers exiting the industry, or making a tree or sea change. When the federal and state governments eased their recruitment freeze late last year, this also led to some lawyers leaving private practice to explore government roles.

Having said that, demand for legal services is up far more than anticipated. Firms are telling our consultants that they are starting to have to turn away work because they are unable to keep up with demand.

When state borders were reopened and freedom to travel resumed, we started to see an increase in candidates applying for roles based in Melbourne from interstate. This was after 2 years of avoiding our beautiful city at all costs!

A huge backlog of processing permanent residency visas also perhaps reduced our intake of lawyers from overseas.

Head hunting is prevalent

Traditional advertising is no longer as effective as it once was. Now, for roles at all levels, candidates are being tapped on the shoulder and persuaded to consider a role. Firms are also approaching candidates directly. At Legal People, our data base of 50,000 legal services industry people gets utilised daily to find people we spoke to two to three years ago to see if they are considering a new role. Recruiters are also approaching potential candidates directly via LinkedIn.

The key areas in demand

At Legal People, the key areas we are seeing much demand for, at all levels, are as follows:

Family law
Insurance
Personal injury
Commercial law
Property law
Conveyancing law clerks
Legal secretaries specialising in family law, property law, workplace relations and personal injury

In such a candidate tight market, we are also finding that good candidates are receiving and comparing the details of up to three offers of employment.

How can small firms compete?

Small firms can be much more agile than their larger competition and can get an offer out quickly. When they are interviewing a candidate, we are advising our clients to not wait to see someone to compare them to. They need to decide on candidate suitability very quickly. In one instance, in recent weeks, a talented associate level property lawyer came on the market. We were able to work with our client to move from interview to offer all in the space of a week.

We have also learned valuable lessons through our many years of industry experience and have been advising clients to keep the lines of communication open as potential candidates move through the recruitment process. This even includes keeping a lawyer that has signed an offer engaged right up until the start date. Their current employer will be doing everything they can to keep them! We recently heard of one new starter recently who continued to be head hunted up to five times, right through his probationary period, so it was very important that induction went well and that he was engaged throughout the first few months.

If a smaller firm is struggling to compete on salary expectations, then a sign on bonus can make a difference. We are currently seeing sign-on bonuses in the range of $5,000 to $20,000. These are either paid on commencement or at the end of a probationary period.

As recruiters, we are very much having to sell a firm and its associated values and benefits to a potential employee, and candidates are asking more questions than ever before. Having a compelling one-page document that really outlines your company values and all the associated benefits of working for you can be beneficial. An employer’s Employee Value Proposition (EVP) needs to be very strong to compete for talent at the moment. Hiring managers need to sell their firm more than ever before. You can read our article about writing a compelling EVP here .

What are candidates looking for to move?

Candidates are looking for a real values alignment between an employer and themselves. They want to understand clearly what is great about working for your firm. They have expectations of continued flexibility and an individual budget for professional development.

Consider carefully what is attractive about working for your firm. Can you send staff on conferences overseas or offer promotional opportunities in other major cities? Most candidates who are taking action on landing a new role are receiving a salary increase of 10%-15% to do so.

In some benefit statements we are seeing the percentage of profits that are reinvested back into staff development and training stated to give potential employees an indication of the investment they can expect in their career.

Candidates are also particularly interested in billable hour expectations and generosity of parental leave arrangements. They also want to know about the role of your firm in the community, how you give back and the causes you support.

How do you retain existing staff?

Many firms have increased salaries as a retention strategy to keep their high performers and are offering employee bonuses for bringing in work, or exceeding KPI’s. One of the reasons we are often given by job seekers for leaving their current role is that they do not feel appreciated or that their efforts or achievements are not recognised sufficiently. In many instances, these bonus payments are then being considered as part of their package and are expected by employees as part of the salary offered for their next role.

Before Covid-19, salaries in the legal industry were relatively flat and we are very much now playing catch up. Many HR leaders were nervous going into salary review and promotional review time in relation to managing the fall out of this. There was upwards market pressure on salaries, and this can be a challenge to those firms wanting to keep their costs down.

Firms should expect to continue to offer flexibility including working from home and hybrid working opportunities. They should also play close attention to their communication and messaging – making sure staff feel like they are getting regular feedback and feel that they fit into the future of the firm. Employees who feel valued, feel invested in, and are connected to an organisation, want to show up for work and invest their time into mutually beneficial company goals.

For candidates who are fielding multiple offers, this situation can feel quite overwhelming. At Legal People we are asking candidates qualifying questions to understand clearly what they want out of a career move. This helps us suggest 2-3 firms that are going to suit them – which can help them to decide between competing offers.

In our many years as recruitment consultants for the legal profession, we have never seen such demand for talent or such a candidate short market. Candidates know they have the market power, and we are not expecting this to change any time soon.

In all cases, now is not the time for detailed psychometric testing, or grilling the candidate to the nth degree. It is not the time for them to take away an exercise to complete or a presentation to deliver. Your recruitment processes need to be tailored to meet the market. Your EVP needs to be compelling. Now is the time to expedite your recruitment process, work with a respected industry specialist recruiter and seize talent when you spot them!

Now is an exciting time to be looking for and landing a new role, especially if you are a high performer with good industry experience. Should you be looking for a new legal industry role contact our team of legal industry specialist consultants for a confidential discussion. We have a number of exclusively listed opportunities with legal industry employers of choice. We can help talented lawyers and legal support staff find a role at the firm on the top of their wish list. Contact us on info@legalpeople.com.au to get started!

This article originally appeared on LinkedIn authored by Sharon Henderson.

Retaining legal industry staff during times of high resignations

Wed, 04 May 2022 00:15:03 GMT

Retaining legal industry staff during times of high resignations

In this article we discuss the challenges employers experienced in retaining legal industry staff following the pandemic and the associated Great Resignation. It was an important reminder to always have well thought out retention strategies, so you are well placed to weather periods of high resignations. These are the steps your law firm can take to demonstrate to your employees that they are valued, have purpose and are contributing to organisational goals.

When we talk to HR leaders within the Australian legal industry, they have one thing keeping them up at night. That is, how to retain their most talented employees whilst still attracting talent to their brand. The much talked about Great Resignation evolved into the Great Reshuffle, and law firms were certainly not immune. HR leaders were concerned about who might leave, why they might leave and what would have to be done to replace them.

The pandemic gave employees the chance to evaluate their working lives and to explore flexible working conditions. What they want from their employers has subsequently changed and evolved and law firms will have to adapt to keep up. It is no longer enough to just offer the potential for interesting and challenging work with the most impressive clients in an impressive looking office!

Employees leave organisations for various reasons. In our experience, based on conversations with legal industry candidates, the reasons for leaving we hear most regularly are:

- Not getting along with an immediate manager

- Not feeling valued

- Wanting more work-life balance or flexibility

- Being passed over for career opportunities

Whilst not all reasons for leaving an organisation are controllable, many can be influenced with strategic investment and effort. Retaining staff saves you the time and expense of replacing them. It prevents those you have trained and developed leaving to work at competitors. Investment in staff retention strategies have the added benefit of engaging your workforce which both increases productivity and the quality of your output.

Retention strategies

The following retention strategies are used by many corporations to help them retain staff. Which one will you implement at your firm?

Demonstrate a compelling EVP

Your employee value proposition (EVP) demonstrates the positive experience of working at your organisation and the benefits an employee can expect to enjoy. This includes monetary and non-monetary benefits. It highlights the best of your company culture, leadership, and your company values. It shows how your organisation helps your clients, the community, and any relevant causes. It may highlight opportunities for transfer or travel. Most of all, it communicates why your employees like working for your company. This one clear message should be embedded into all brand assets and communications. You can read about how to write a compelling EVP here .

Good communication

The changing nature of the workplace in the legal industry has directed communication challenges at law firms and managers. They have had to figure out how to manage and communicate with teams of people working in far flung places using technology whilst maintaining personal connections to each other and the company. Continuing to learn about and utilize best practice communication methods with your employees and clear messaging helps them feel informed. Offering additional training around communication for managers dealing with hybrid and working from home teams can also be beneficial.

Clear mission and purpose

Many employees took stock of their career during the pandemic and asked themselves tough questions about what they wanted out of their career and life. Having a clear company mission and purpose helps employees feel part of something significant. When achievements and milestones occur during this mission, don’t forget to celebrate them!

Pulse checks

Take regular engagement pulse checks to continuously improve your company culture. This might be via a formal employee opinion survey or a quick poll. Take the time to listen and learn from what your employees are saying.

Value your employees

Feeling undervalued is one of the primary reasons we hear from candidates as to why they want to leave a role. It doesn’t just relate to salary, even though this is important, it also relates to performance frameworks, feedback conversations and being given credit for effort and results. Salaries are of course also important and in this very candidate short market they need to be competitive and based on current market rates.

Offer flexibility

Gone are the days where all employees in a legal firm worked from a centralised office, at a set desk, Monday to Friday. The work from home horse has bolted, and employees have proven that working from home generally has a positive impact on improving productivity. Each employee’s home situation is different, and some will want hybrid arrangements, some will be eager to get back to the office and the buzz of the CBD. Others may never want to return to the office on a full-time basis. Firms are having to negotiate working arrangements at an individual level, many of them considering team-based office days to keep up connection, morale and team interaction.

Career development and training

Can employees see clearly that there are career development opportunities within your organisation? Can they see others being promoted and achieving their goals? Having development plans for staff and ensuring you are aware of their career and even personal goals may prevent them looking towards competitors for this. Consider including a mentoring program to assist with career planning and navigating career obstacles.

Your employees also need to be offered training programs that are going to build their skills for the future, not just CPD points. These might be technology based, relate to soft skills or add to their area of legal expertise. Investing in their training is an excellent way to help them feel valued.

Offer wellbeing and mental health programs

Looking after your employees as individuals means that programs offering support in the areas of wellbeing and mental health have become expected. The legal profession has a constant struggle in dealing with mental health challenges and doing what you can to support this will help keep staff in the industry and your organisation for the longer term.

Offer best practice parental leave

Offering above and beyond what you are required to for both maternity and paternity leave ensures you retain employees looking to start a family and safeguards these staff you have already trained returning to you. We often see candidates comparing parental leave policies when they have multiple offers – so this is something that is particularly attractive to young and mid-career lawyers.

Have organisational diversity and inclusion strategies

Firms are getting better at this having realised the productivity gains and profit opportunities that comes with a diverse and inclusive workforce. There is still work to be done relating to pay gaps and the number of females at a very senior level, but there is hope! Proactive efforts towards cultural diversity, neurodiversity, LGBTI+ diversity and the celebration of the unique contribution of all employees helps build an inclusive and engaged workplace.

Manageable workloads

Is this possible in the legal industry used to the concept of billable hours? Some firms say yes, and it is these that are attracting and retaining talent. They say that workloads can be achieved in ordinary working hours allowing for peaks and troughs and with good resource planning. Often, they have implemented technology that really makes the life of the staff easier and have used the pandemic as an opportunity to streamline processes and remove paperwork.

Investing in employee retention offers up a company bonus – happy employees with great career opportunities talk about your organisation to their friends. Word of mouth improves your reputation as an employer of choice and this all helps make you more attractive to talented legal professionals. It makes recruiting much easier as everyone wants to work for you!

And when everything you have invested and done to retain your high performers has perhaps fallen short because they have personal goals to achieve elsewhere or are leaving the industry, a specialist legal industry recruiter can help you replace them efficiently. At Legal People our network of legal talent is second to none and we are regularly having conversations with legal professionals who have their eye on the next opportunity. Reach out to our team of experienced and specialist legal industry recruitment consultants for a confidential discussion. We can help advise you on current market rates and the state of the market for legal talent.

Are you looking for a highly talented legal services staff? Legal People is your gateway to legal talent. We are specialists in the Legal Industry. We recruit Lawyers, Support staff and HR professionals in Melbourne, Australia. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates. To browse our currently available roles click here .

Further reading:

7 proactive steps to legal industry job hunting

Mon, 21 Mar 2022 23:00:05 GMT

7 proactive steps to legal industry job hunting

In this article we discuss how job hunting changed after 2 years of lock downs, restrictions, working from home and video calls. Read on to discover our 7 steps to a successful legal industry job hunt in post-pandemic times.

Once upon a time, job seekers looked for roles advertised on job boards, dusted off their CV, whipped up a cover letter, applied and crossed their fingers. Whilst a small proportion of roles are still filled in that manner, times have changed in the wake of the pandemic but also because of a candidate shortage in the legal industry.

Many roles are now filled by recruiters and hiring managers reaching out via their networks, databases, and LinkedIn. The recruiting process has become a lot more proactive over time – so a big part of your role as a job seeker is making sure your online profiles represent the best version of yourself so that you can be found via your skills and experience and reputation.

Along with changes to recruitment, working arrangements have also changed and we are now filling roles that are wholly or partly based from home. At a minimum most legal industry roles now have flexibility built into the job description. Companies are still fine-tuning their approaches and finding a balance that is a win-win for all. Some are exploring hybrid models; others have team collaborative days. Many have individually agreed working arrangements. Employees proved during the pandemic that working from home adds to productivity and many are not missing the commute on crowded transport to the city.

Many people in the legal industry community took some time during the pandemic to take stock and reassess what they are looking for in a role. This led to the “Great Resignation” here in Australia. Many lawyers and legal professionals took the opportunity of remote working to move to the country, and others have taken off for sunnier states. Work-life balance has felt a little more achievable when your office is in your house. Flexible working hours has become the standard for many.

In this time of unprecedented change, how do you hunt for and land a legal industry job? These are our 7 steps to proactive legal industry career success.

1. Tend to LinkedIn

Update your profile to ensure it captures your most recent skills, experience, and professional highlights. Your LinkedIn profile is effectively your personal brand online. Ensure that you have a current photo and that your LinkedIn headline includes the keywords relevant to the role you are after.

On LinkedIn consider activating the “open to work” functionality which you can signal to recruiters only (not your employer) that you are open to being approached. Answer approaches in a timely, polite, and considerate manner. Remember that you may be dealing with the person who finds you your next career opportunity! Be clear about what you are looking for and don’t waste time on roles that don’t suit.

LinkedIn is also useful for job search. Just type in the job title you are looking for and arrange the filters to suit your location and seniority level.

Ensure you have a current photo, that your contact information is correct and that your LinkedIn headline includes the keywords relating to the role you want. Ensure that your professional summary or about section tells the story of your career, the value you bring to an organisation and your unique selling points. Whilst you are refreshing your LinkedIn profile, take a moment to Google your name and review any other social media profiles that pop up. Do these present the best version of yourself?

Your LinkedIn profile plays a significant role in your online presence and your ability to be found by recruiters and hiring managers. Having said that, it is not enough to refresh it and sit back and wait for the offers to start rolling in. You will need to get proactive and savvy in your hunt for a new role. Read on to discover how.

2. Reinvigorate your network

Who do you know? Statistics suggest that 70% of roles are never advertised. Do you have a short list in your mind of organisations that you are keen to work for? Take some time to think about your network and where they are currently employed. When you are job hunting, making sure that your network, friends, and family are aware of what you are looking for can be surprisingly helpful.

Take some time to revisit your network via phone calls, video meetings and even, if appropriate, in-real-life coffees. You can also network online via LinkedIn via direct messages to your connections.

We also recommend taking the time to connect with an industry specialist recruiter who will have insider knowledge about market rates, roles in demand and how to best present your personal skills and experience.

3. Investigate referral programs

Many employers have referral programs where your friends or family get an incentive to recommend you. Many referral programs can be discovered via company websites. Mention that you are looking for a new role to connections that work for desirable companies that have referral programs.

4. Widen your geographical boundaries

The working from home revolution has made it easier for employers to expand their search beyond their physical location. Some are allowing regional, or interstate moves for staff who maintain their local clients and accounts. This should translate into some flexibility of location for future hires. Think outside the box when it comes to the location of your next employer, however, consider there may be some cost of travel implications.

5. Tailor your CV and cover letter

Should you come across an available role via a job board, recruiter approach, LinkedIn job search or even word of mouth, ensure that you tailor your cover letter and CV to uniquely suit the criteria. Highlight the keywords from the job description and ensure they are reflected in your experience and achievements. Ensure that your CV accurately includes quantifiable achievements that demonstrate you get results.

6. Prepare for online interviews

Most interview processes will now start online, moving to face-to-face when they are down to the final handful. Practice video interviewing and make yourself familiar with the key technology used by the legal industry to do this. You can read our article on Acing a Video Interview here.

7. Look after your mental health

Job hunting can feel a little like a full-time job, and unsuccessful applications can have an impact on your self-esteem. Make sure while you are looking for a role that you take some time for self-care whether that be keeping up with exercise, treating yourself with a massage or by doing something you enjoy.

Taking these 7 steps to get proactive in your job search can help you take the next exciting step in your career. As we have all learned during the pandemic, life is too short to spend time in a job you dislike. Start thinking about what is next for you today!

Reach out to our team of experienced and specialist legal industry recruitment consultants for a confidential discussion. We can help you understand current market rates, what you can expect from an organisation and the type of role you should be exploring.

We have a number of exclusively listed opportunities with legal industry employers of choice. We can help talented lawyers and legal support staff find a role at the firm on the top of their wish list. Contact us on info@legalpeople.com.au to get started!

Legal People are specialists in the legal industry. We recruit lawyers, support staff and HR professionals in Melbourne, Australia. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates. To browse our currently available roles click here .

Further reading:

Is there more than money to your career in law?

Wed, 02 Feb 2022 21:34:18 GMT

Is there more than money to your career in law?

In this article we discuss how career and salary expectations have changed in the wake of the pandemic and what firms and candidates can expect from each other in the current market. Read on to discover what candidates want and what firms are doing about it.

We have said before at Legal People, that challenging economic times tend to lead to immense innovation and change. We have been recruitment consultants in the legal industry here in Australia for a long time and have seen the industry through its peaks and troughs and the associated business and working life improvements that naturally follow.

The currently tight candidate market, however, is one of the tightest we have seen. Our legal industry clients are crying out for talented lawyers and are doing what they can to make offers attractive and employee value propositions compelling.

In recent times speculation has occurred about whether lawyers are trading other lifestyle benefits for their high salaries. We have seen almost the whole industry shift to work from home and every time it seems like we might be heading back to the office, this pandemic of ours throws us another curve ball!

We have found that there are six considerations most in play when it comes to a lawyer changing jobs.

1. An attractive salary

An attractive salary is still important, and lawyers are still expecting an increase compared to what they currently receive to convince them to change roles. We are also seeing some demand for sign on bonuses. Market conditions and a candidate tight market have pushed salaries up. We are seeing talented candidates’ field multiple offers and clients are having to meet the market to get them. This was evidenced by Gadens, Thompson Geer and Gilbert + Tobin all increasing lawyer salaries by 10-15% in late 2021. Salaries can therefore be a successful talent retention strategy.

2. Values alignment

We love how important this has become in the legal industry recruitment market. Mostly, this is because if values are aligned between employer and employee then there is much more likely to be a successful outcome and longer tenure with associated career development opportunities. During the pandemic many legal industry employees have taken the opportunity to reassess what they want out of their career. Candidates have come to understand that without a values alignment, they will never get the culture fit that they are looking for.

3. Flexibility

Whether it be working from home 5 days a week, 3 days a week or a 9 day fortnight, the legal industry well and truly discovered the lifestyle benefits of flexible working during the pandemic. We are seeing this request repeatedly from talented candidates and do not expect this to change. The structure of a legal practice is changing in that they will have less headcount in the office at any one time for the foreseeable future. Legal professionals are working more flexibly than they ever have before. This flexibility, however, is not being written into contracts, rather it is being agreed upon by an employee and their direct supervisor and covered under flexible working arrangement policies. We are seeing most working arrangements include a collaborative team day in the office for most employees.

This shift in work-life balance is exciting. It is particularly exciting to see firms offer more flexibility than we have ever seen in our 50+ years of legal industry recruitment experience. It really has been a long time coming.

4. Manageable workloads

The pandemic blurred some boundaries between home and the office, and many found themselves working even longer than usual hours. It was challenging to replace staff that left and or were ill and many had to pick up extra workloads to cover. Demanding billable hour targets for private practice lawyers continues to be tough on mental health and family life.

5. Performance recognition

Whether this be based on formal appraisals or real time feedback, employees want to be told they are doing a great job and be given constructive feedback around what could be improved on regularly.

6. Everything else!

We are finding that candidates are wanting it all post Melbourne’s extended lockdowns. Their new job wish list features cash, career development opportunities, flexibility, sign-on bonuses, to work with great clients, future bonus opportunities based on performance, values alignment, and wellbeing programs. Many candidates are also asking about a firm’s billable hours per day requirements and comparing this to other firms prior to accepting a role.

How are firms responding?

In a highly competitive market, we are having to carefully manage expectations with our clients and really educate them about the candidate tight market we are in. We are telling our clients that if they see a great candidate, they should put their best foot forward and make an offer, not to wait for a comparison.

We are also being asked for much more information about a role and a company from our candidates. They are seeking more than a position description; they want a real understanding about benefits being offered including health and wellbeing policies and the whole employee value proposition. Many of our clients are subsequently currently working on improvements to their employee value propositions to demonstrate this.

As a specialist legal industry recruiter, we support our candidates to help them make the best decision on a role based on what we understand they want in a role. We are also managing expectations on this side as to whether their wish list is realistic! We are having to listen very carefully to what it is that a candidate wants and their reasons for looking for a new role.

Should you be looking for a new role, contact our team of consultants for a confidential discussion. We have a number of exclusively listed opportunities with legal industry employers of choice. We can help talented lawyers and legal support staff find a role at the firm on the top of their wish list. Contact us on info@legalpeople.com.au to get started!

How the legal industry bounced back

Wed, 15 Dec 2021 11:10:00 GMT

How the legal industry bounced back

In this article, we discuss how the Legal Industry in Australia bounced back in the wake of the Covid-19 pandemic. We discuss what’s changed and how our way of working will never be the same.

When Covid-19 arrived in Australia, Victorian government restrictions were implemented. The uncertainty around the impact of the virus and the impact on the economy made most business owner’s heads spin. Firms quickly pivoted to work from home, they automated paper based systems and looked to prioritise the protection of the health of their staff and their clients.

Expecting a huge impact on client demand, many firms also moved quickly to protect their cash flow by asking staff to:-

Take annual leave
Take unpaid leave
Take a temporary pay cut

Some even implemented redundancies and restructures.

Whilst there was a reduction in revenue for some practice areas, the prophesized collapse in demand for lawyers did not eventuate. Lawyers were called on to help businesses navigate the complex changing government restrictions and workplace requirements. Continuing to be as busy, or even busier than usual, many firms reversed any pay related decisions. Others took on new partners, lawyers and other team members.

Many firms maintained their productivity levels whilst working from home and embraced the flexible future it offered. Some have embraced the opportunity for creative problem solving and innovation.

According to the Australian Financial Review, the law firms of Australia managed to mostly hang on to their profits when the economy went into recession in 2020.

The AFR reports that 80% of firms have reported stable earnings or a modest increase in profits. The average growth was 7%.

What came next?

The CommBank Legal Market Pulse survey published in November 2020 suggested that firms could further expect another 5-6% growth in profits during 2021.

This growth in profits was positioned against cut backs in some areas of spending including business related travel and client entertaining.

Firms also rethought their office spending. Whilst they needed room enough to spread out, many moved to hybrid models where staff only work 60% in the office. This freed up floor space or offered opportunity to consolidate multiple sites.

Staying digital

Prior to 2020, many firms had been investing in technology to help them remove paper based processes and this has certainly paid off in the wake of the pandemic. These are the firms that switched to work from home models with relative ease.

Clients have also realised the value in video conferencing and how it saved them time and money. Virtual meetings are well and truly here to stay in the future of the legal industry.

Iso-placements also evolved during the year for recruitment and are here to stay in some shape or another. Whilst we had always offered video interviews, we (and our candidates and hiring managers) really up-skilled in this area and have learnt how to watch for body language and read between the lines via a screen. Companies have managed to shave days off their time to recruit by responding quickly to talented candidates with letters of offer. They have also managed to induct them into roles virtually.

People first

As we look back on 2020, there will be stories told of what businesses did to maintain productivity, sanity and a hold on their positive culture during the pandemic. Business acknowledged that staff were juggling their workloads with responsibilities at home, including navigating remote learning for school aged children, assisting elderly family members with access to essentials and adjusting to the very restrictive stage 4 lockdown. Some firms outdid themselves, with an example from Herbert Smith Freehills looming large.

Companies that understood the need to check in with staff that were living on their own, or had challenging home life circumstances earned themselves significant company loyalty. Many implemented new wellness programs and boosted communications to stay connected with their staff. Some invested in significant workforce training and development.

These are the employers we are expecting to see on candidate's employer wish list into the future.

Heading back to the office

In January and February of 2021 firms moved to have 25%-50% of their workforce return to the office. The Melbourne CBD started to look more like itself and less like a ghost town. Many companies asked for volunteers who wanted to go back to be the first round and some people jumped at the chance to look at different four walls and to see the faces of their colleagues in real life. Others were more reluctant and firms had to manage this anxiety for their personal health and concern about safety.

At Legal People we saw continued demand during the pandemic for senior to mid-level lawyers and law clerks. This was usually followed by a spike in demand for support staff. We heard stories during lockdown of partners and senior associates doing more of their administration work themselves... so perhaps there will be a new found respect for the work done by support staff!

With news that Australia's 2020 recession was over quickly and consumer confidence started to rise on the back of low case numbers and Melbourne's suppression achievements, we enjoyed a busy year in 2021.

It's a good time to be in the legal industry, with an ongoing digital transformation underway and employers understanding better than ever the value of their people.

It was great to take the learnings from lockdown and to keep the innovative solutions that actually created efficiencies and connections into the long term.

The legal industry bounced back from the pandemic with resilience, new skills, a proven flexible way of working and tried and tested disaster recovery systems. The future is bright and we are pleased to be part of it.

Finding a firm and culture that reflects your personal values

Tue, 14 Dec 2021 06:17:19 GMT

Finding a firm and culture that reflects your personal values

In this article we discuss how to define your values and ensure you connect with an organisation that understands you so your career can thrive.

One thing the pandemic's “unprecedented” times has allowed for was introspection. The long lockdowns, particularly in Melbourne meant that social interaction and the usual busyness of life was significantly curtailed - leaving work and family to deal with. For those unhappy with their working situation, it was a challenging time to stay either motivated or productive.

We then saw the “Great Resignation” or “Reshuffle” in 2022. This led to a lot of individuals figuring out what they wanted from a role and a company to ensure they had a purpose in their career and were authentically living their values. Both help you get satisfaction from a role and feel like you are contributing to a valuable purpose. Without this, there can be a mismatch between your values and where you work.

Defining your values helps you connect to an organisation that understands you, is more likely to support your career and provide an opportunity for you to thrive.

How do you know what your personal values are?

Some people know these intrinsically, and for others it requires some thought. One thing to bear in mind is that personal values can change over time depending on your circumstances. Whilst as a graduate you many have valued ambition, career, and wealth, now you are approaching mid-career these may have changed. The values of growth, contentment and altruism may resonate more with you now.

A great values exercise comes from Brene Brown’s Daring to Lead. It requires you to go through this list and narrow it down to the two that are authentically and innately yours. This is quite a challenging task, as many people will find 10-15 that appeal, and some to which they would aspire! We recommend taking some time to really reflect on this. When you do manage to narrow it down to two, know that you’re identifying the two things that really drive you.

Identifying your core and driving values will assist you in making decisions, managing competing priorities, and help you set goals for the future.

Working for an organisation that does not align with your personal values can start to feel like a tug of war. You might feel out of step with the company or that you are being pushed to perform in a way that does not feel authentic. This is usually a big red flag that it’s time to find a new role and a culture that suits what you want and need in your life now.

How do you identify an organisation’s values?

As part of an employee value proposition, many companies have identified their mission and values and reflect these helpfully on their website.

Well-defined values help a company build a thriving culture and help inform decision making and deliver on the company mission. They also help staff understand exactly what type of behaviours are expected of them. They help define how a company treats its staff internally, but also how it approaches its clients and suppliers.

Company values can attract talent to an organisation and demonstrate what is unique about them.

They key piece of intelligence you need to discover when considering whether a company reflects your own values is whether a company is actually living their values. Have they managed to operationalise them? Can you see them in action in how they work, how they lead, how they support their employees and the causes they support?

It can be useful to talk to people from within the organisation to discover whether the company values are reflected in day to day working life. As an experienced recruiter with more than 50+ years of industry experience, we can help you understand the company values of many legal firms. Talking to a specialist recruiter as part of this process and having an in-depth career discussion can help set you on the right path towards a more aligned values match and a happier working life!

An organisation’s values will always inform and contribute to its culture and the behaviour of the individuals within it. Working for a firm that feels like a good fit will mean that you can contribute to that culture and bring your own unique outlook, experience, and mindset to ensure you both deliver on your goals.

7 ways to stay motivated and productive in challenging times

Fri, 03 Sep 2021 02:12:15 GMT

7 ways to stay motivated and productive in challenging times

In this article, we discuss how difficult it can be to stay motivated and focused on work during challenging times and provide tips to take care of yourself, work at your best, keep your career on track and productivity humming.

A legal career can be stressful, involve long hours and challenging deadlines. It can also involve demanding clients, mountains of documentation and difficult to navigate legal matters. The global pandemic and ever changing government restrictions and health orders added more stress and anxiety to everyone's day.

Many people in our legal industry have been working from home for a very long time. They have been juggling home related responsibilities and working longer than usual and outside their normal hours. It can be exhausting and overwhelming. It can also be tricky to stay motivated and productive when you are dealing with often feels like Groundhog Day, with remote learning to manage, virtual meetings to attend and demands from bosses or clients that seem insurmountable.

At the other end of the extreme are those who are living on their own and missing the camaraderie of the office and feeling very isolated. Everyone’s experience of the pandemic is a little different and our ability to get back to business as usual seems like it will continue to be on hold for some time.

Whatever your situation, all anyone can do during challenging times is their best. Looking after yourself, your mental health and trying to keep a positive outlook is important. Acknowledge that these are not normal working conditions or times and consider what this means for your self-motivation.

It can also help your motivation levels to try and remember why it is that you do what you do… what you are passionate about and why you love your job.

Here are our 7 tips to help keep your career on track and work product and billable hours ticking over.

1. Try new productivity techniques

Are there any productivity improvements you can make that will help you manage what you need to in your day?

Can you split a large and complex task into more manageable portions?
Can you spend more time off-line and only respond to e-mails at set times in your day?
Are you making good use of templates for documents and regular e-mail replies?
Have you tried the “eat the frog” technique, where you do the toughest task on your to-do list first?
How are you managing your prioritisation of tasks? Does this need work?
Can you delegate anything on your to do list?
Have you tried productivity techniques such as pomodoro where you work in 25-minute bursts and then take a 5-minute break?
Does your firm have technology or software that could help with your day that you are not utilising to its full potential?
Can you use AI or dictation software to help get concepts and thoughts out of your mind and onto paper? You speak much quicker than you will write or type.
Can you batch tasks? This means doing the work that requires similar effort, programs and skills at the same time. It might be reviewing documents or drafting a letter or even just returning calls all at the same time in your day.
Can you make more use of video conference technology to reduce the need to commute to meetings or the office?
Can you reduce the number of meetings in your day by getting things agreed via concise email correspondence?

2. Keep learning

Sometimes your motivation levels can wane when you are doing the same thing day-in and day-out. Learning new programs, new ways of working or investigating further areas of the law that are of interest can help you stay inspired to succeed. Even something small like a hack for your phone or a shortcut in the production of a document can give you a sense of achievement.

3. Have a defined work schedule

It can be helpful to understand when in your day that you are most productive. For some people this will be first thing in the morning, and for others it may be late in the day. Work on the most challenging tasks when you are at your best.

Make sure you include physical exercise and some outdoor time in your working day. It will help you focus and recharge.

4. Improve your workspace

Ensure you have an ergonomic and comfortable chair to work in, a solid desk and a computer at a good height. Ensure your lighting is good and that your screen is easily viewable. If office improvements are not possible, sometimes even just an office tidy up makes you feel more able to focus on the task at hand.

5. Figure out how to minimise distractions (as best you can!)

Can you remove any social media distractions from your phone? Is there a way of negotiating with family members some uninterrupted work time?

6. Reward yourself

Many legal industry professionals are perfectionists and high achievers, making working at less than their usual output a struggle. This is why it is important to reward yourself for every win! When a project gets delivered, a matter resolved or documentation completed, consider how to reward yourself. A walk in the sunshine, listen to some feel good music, treat yourself to something small.

7. Ask for support

If you still find your motivation waning and the ever-increasing challenges of dealing with everything going on around you, consider asking for further support. You might need someone to talk to, or you might need to restructure your role or responsibilities for a short time.

Asking for help is not career limiting, it is a sign of self-awareness and is often a way of preventing workplace errors or omissions that can occur due to exhaustion or overwhelm.

At the end of the day, remember that good personal and mental health and career longevity and success go hand in hand!

If you are looking for a new role in the Legal Industry in Melbourne, Australia, then get in touch with us. Legal People is the gateway to your next career move. We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates. To browse our currently available roles click here .

Career pathway: from corporate law firm to company founder

Thu, 15 Jul 2021 23:49:40 GMT

Career pathway: from corporate law firm to company founder

In this article, we discuss the pros and cons of deciding to walk away from a corporate law firm or in house role to start your own law firm. Read on to decide whether your risk appetite means that this is the next step for you!

Are you sick of timesheets and billing systems? Many lawyers reach a point in their careers where they no longer want to contribute to the profit and loss of a large firm, but rather, build something for themselves. They daydream about working from a laptop on a sunny beach or a quaint country town. You might be considering going out on your own or building a partnership with a trusted colleague. Either way, there is a lot to think about if you are considering founding your own law firm.

Let us start with the challenges:

1. Marketing

It can be a challenge to market a small unknown law firm, even if you have an existing book of clients you are expecting to continue to work with. You may need to upskill to understand online marketing and advertising until your brand becomes well known enough to attract clients. Marketing is an essential part of filling your client pipeline.

2. Administration

Running your own business sounds idyllic, but there is a lot of administration involved! Even with technology improvements to bookkeeping and invoicing, you might need to manage wages, superannuation, workers compensation, professional indemnity insurance all whilst keeping your expenses under control and your cashflow positive.

3. Recruitment

We can help with this! Maybe not in your first year, but eventually as your business grows you are going to need additional staff. As a legal industry specialist recruiter, we can help with this. You might need team members with a little more entrepreneurial spirit than other firms or lawyers prepared to roll up their sleeves when things get busy. We love nothing more than finding the perfect candidate for your boutique culture.

4. Working hours

It is unlikely that you will work less hours whilst you are building up your firm. Although long hours can be slightly more appealing when you are billing clients on your own behalf and not someone else’s!

5. Start-up costs

It can be expensive to start up a new firm with costs including, but not limited to, building a website, designing your branding, naming and protecting the name of your business and various legal and governance registrations. This is on top of any rent or office expense.

6. Resources

Technology resources can be expensive so you may not have the IT support or software that made your life easier in a big firm to start with. It can also be challenging to resource holidays and peaks in workflow when you are a small organisation. Consider the use of experienced temporary staff which we can help with.

With so many challenges to launching your own firm, you might wonder why anyone would ever take that career path. Perhaps it comes down to being a lifestyle decision, one based not necessarily on making your life any easier. The pros, however, can be persuasive.

The pros:

1. Flexibility

Have the freedom to set your own work schedule, work from wherever you want and around the other responsibilities in your life. Want to work 4 days a week? No problem, you are in charge!

2. Interesting work

Working for yourself will enable you to further specialise in an area of law that appeals and suits you. You will become known for your expertise and attract other clients with similar matters. You may be able to decline work that does not appeal or refer it onto other trusted colleagues.

3. Be the boss

Being your own boss is a double-edged sword. You get to make all the decisions, but on the flip side... you must make all the decisions! Having a good support system around you and mentors or colleagues that you can run difficult problems past can be helpful in this regard. Being your own boss is most appealing when you are no longer required to ask anyone for time off for an appointment!

4. Wealth creation

Building a business can be lucrative, particularly if it becomes bigger than just yourself. You may have the opportunity to sell your book of clients down the track. In the meantime, you are billing clients directly towards your own wealth and not someone else’s.

When it comes to taking the leap from corporate life, it may come down to your appetite for risk. Many businesses in Australia fail within the first 5 years. Do you have an entrepreneurial spirit? Does running a business excite you? It could be rewarding in ways we have not even considered.

Whatever career move is next for you, we are here to help. Perhaps explore the opportunities in the market first as there may be an entrepreneurial firm looking for someone just like you. We can give you honest career advice based on our years of experience as specialist legal industry recruiters. We can help you understand what you are worth in the market and the different available opportunities based on your experience. Once you are armed with this knowledge, then you can make your next career decision based on full knowledge of what is possible and available.

12 things to look for in a legal firm to advance your career

Wed, 30 Jun 2021 05:33:16 GMT

1 2 things to look for in a legal firm to advance your career

In this article, we discuss what to look for in a new firm for your legal industry career. If you have been sitting on the fence, uncertain of what the future holds, keep an eye out for these signs of a great place to work.

Many people set aside their career aspirations in the interests of job security. As specialist legal industry recruiters, we often find ourselves having conversations with candidates who are open to new opportunities, but are possibly just that little bit afraid of taking the plunge and leaving the comfort and certainty of their existing firm. There seems to be a common theme amongst potential candidates who believe that it is “better the devil you know”.

In our experience, spending some time researching your employers of choice is a useful exercise and investment of time in your career. It is company research that can be revisited or added to over time based on market intelligence and insider tips. It will always be useful and help guide you on your career pathway.

How do you go about researching a firm to determine whether it is a great place to work?

You might think you have a good understanding of a firm based on its market reputation. We think you need to look deeper than that, from all sides, to get a true understanding of what it might be like to work there.

A good starting point is to look at their recent press and determine how they have managed to navigate the pandemic with their people and their clients. Are they in the news for their innovative policies, programs and support for career development and wellbeing? Consider saving articles that highlight good news stories and appeal to your values.

Keeping an eye on local awards can also be helpful. The nomination process for these often involve firms having to prove progress via engagement scores, remuneration reporting and staff retention and turnover rates. This is proof that their organisations are acting and improving and not just talking about it! Some examples of these awards are the Australian Business Awards Employer of Choice Awards and also the Australasian Lawyers Employer of Choice Rankings .

These are the some of the factors we think you should look out for in determining your “employer of choice” shortlist:

1. They attract and retain top talent

Has there been an influx of people quitting existing roles and heading to work there? Have you seen several LinkedIn updates about new roles, promotions, or projects from this firm? Do you see ex-employees leaving to gain new skills but then return to be welcomed warmly home? Does the firm house award winning or in-high-demand lawyers?

2. They empower employees

They empower employees to be autonomous but offer support and supervision where required. It is a little trickier to look for evidence relating to this factor- keep an ear to the ground for word-of-mouth stories and real-life examples.

3. They offer career progression and professional development

Can you see clear pathways of employees being promoted over time? Can you see learning and development opportunities that put you on the career path that you dream of? Is the firm supportive of continuous learning and is it embedded in the culture from the top down? Are there available roles that are the result of promotions? It is also useful to keep an eye out for whether they are offering a formal or informal mentoring program.

4. They are diverse and inclusive

Research suggests that businesses do better when they have a wide range of diverse employee backgrounds. Diversity fosters creativity, innovation, improves problem solving and drives productivity and revenue growth.

Consider whether there are committees and policies to oversee diversion and inclusivity in this firm. Do they report on it? Can you see from their organizational chart and LinkedIn list of employees that there is diversity of gender, ethnicity, backgrounds and culture? Are they proud of LBGTQI team members and do they participate in initiatives such as PRIDE?

5. They offer competitive remuneration and benefits

Money is not everything, but let’s face it there is something nice about being rewarded financially for your efforts. A great firm will be interested in what motivates you to achieve great things and reward you appropriately.

6. They offer flexibility

Most firms have now had to build flexibility into roles due to government restrictions enforcing work from home in 2020. Is the firm continuing to offer this in a way that suits your lifestyle? Are days in the office encouraged to maintain workplace connections? Is this way of working manageable and appealing to you?

7. They offer technological support and resources

A great firm has excellent technology and access to resources that helps to make your job easier. See if you can get to the bottom of the systems and software they are using by researching their website, or look for the system requirements in job advertisements or ask your network.

8. Wellness programs and support for work / life balance

Does the firm offer an employee assistance program? Are they sensitive to managing sometimes intense workloads, long hours, deadlines, mental health and wellness? Discover what you can about these programs which are often included on a companies website. Often following a company page on LinkedIn will also give you insights behind the scenes in these programs.

9. Measures staff engagement

Particularly when you get to an interview stage, asking about staff engagement initiatives and reporting is a legitimate question. A great firm surveys their employees often and really listens and acts on the results. They are focused on improving staff engagement knowing that it leads to improvements in retention figures and saves them funds on additional recruitment!

10. Ensures workloads are manageable

In the legal industry there will be days when deadlines and court dates need to be met. This can mean that there are peaks and troughs in the working month and very intense busy times. It is important to feel supported through the busy times and to have the capacity to ask for additional resources where required. No employee should feel they are completely carrying the weight of a matter, case, client or outcome on their shoulders alone. A great firm takes a team approach. It can be tricky to determine this factor from outside an organisation, although a high attrition rate or poor reputation amongst its staff are warning signs.

11. Leadership

A great firm ensures that people leaders have the requisite skills and understand that leading occurs at all levels of an organisation. Historically in legal firms, tenure has often seen Lawyers promoted to management and leadership positions based on their technical ability rather than their people skills. Leadership can be taught, and there are many programs to facilitate this. We also love a firm that understands they have young leaders amongst their junior lawyers, leaders in their administration roles and associates. Are you able to discover whether leadership programs are being offered across the organisation? Try seeking information from industry colleagues.

12. How does the firm describe their culture?

Company culture needs to be more than just a buzz word. It needs to be articulated and then the values need to be demonstrated in action. Keep an eye out for how the company describes its culture. Is it friendly, down to earth, positive, progressive, helpful, collegiate, innovative? Often job advertisements can be useful for determining this. Once you are clear on the culture, you can then determine how this sits with your personal values.

Once you have whittled down your wish list and have a short list of firms you want to work for, keep an eye out for opportunities. This might be networking opportunities to meet with members of your network who are working for one of your wish list firms or actual position descriptions.

In a position description, look out for key words in the role that highlight the factors we have suggested that you focus on.

An alternative approach is to get in touch with a specialist legal industry recruiter (like us!) and tell us specifically the short list of firms you want to work for and the role you are dreaming of. We often have the inside word on upcoming roles and love nothing more than playing matchmaker between client and candidate!

7 tips for resilience, positivity and mindfulness

Wed, 23 Jun 2021 10:15:00 GMT

7 tips for resilience, positivity and mindfulness

In this article, we discuss some simple resilient and positive mindset choices you can make whilst working at home for the legal industry, particularly post Covid times.

Once we were seeing the light at the end of the Covid-19 tunnel as Melbourne came out of the second lockdown, workers were left wondering whether remote work and flexibility would stay with us and whether Covid-19 normal workplaces would mean less people on public transport or dining out at Melbourne’s plethora of café’s, restaurants and bars.

Then we hit a speed bump. Community transmission of Covid-19 grew in metropolitan Melbourne and stage 3 restrictions resumed. Legal industry workers returned to their homes, with no visitors, and restaurants pivoted back to serving takeaway only. Any fantasies of returning to water cooler chit chat in workplaces were firmly shoved to one side. When we moved into Stage 4, 5 and 6 restrictions, Melbourne felt cut off from the rest of Australia, who returned to more relaxed social distancing measures.

At Legal People we do our best to keep up the spirits of our team, our candidates and our clients. We adore Melbourne and all its quirks, multiculturalism, coffee, laneways and rooftops. We also love its people who we know are strong, resilient and do powerful things when they come together.

These are the tips we used ourselves to keep up our spirits, and continue to use today. Give them a try yourself!

1. Exercise

Walk your dog, ride a bike, go for a run, or invest some time in one of the many online exercise classes that are available on YouTube. Exercise delivers positive endorphins to the brain and feel good chemicals to the body.

2. Reach out to friends, family and colleagues

Staying in close contact with family, friends and workmates on the phone, video calls, text or WhatsApp can help ensure you don’t feel isolated. Everyone is experiencing their own version of this global pandemic with each family circumstance unique with its own worries, challenges and demands. Support each other, check in on the most vulnerable and lend an ear to those who need it most.

3. Choose kind

Have you noticed that when you help people, it makes you feel good? Is there a neighbour, friend or colleague that could do with some easy to provide, practical help. Consider paying forward a coffee, cook something for a local friend, or simply make the choice to respond with kindness when you are faced with someone who is getting on your nerves. Give it a try!

4. Have a daily routine

Even on the days you are not working, it can help to stick to a routine. Get up at the same time and go to bed at the same time.

Try and keep working hours – it can be way too easy to work all the daylight hours and even into the night when your laptop is within easy reach.

5. Look hard for the positives

Watch a sunrise or a sunset. Step outside and soak up some nature. See how the seasons change the landscapes of the suburbs around you. Watch a game of footy or a Broadway show on YouTube.

Consider any positives you gained from the lockdown experience. Did you spend more quality time with family? Did you enjoyed not rushing around? Are you enjoying working from home? Has it given your manager a better perspective into how remote working or flexible working can work? Has your office adopted an innovative new way of dealing with a challenge? Have you found a new skill or hobby? (Everyone remembers the sourdough craze!)

Have you used this time to up-skill in an area of your legal career? Could you?

6. The power of music

Make yourself an upbeat playlist to listen to whilst you work or tend your garden or do the housework. Music has the power to uplift and change your mood instantaneously. Consider listening to the music of a time when you were the happiest.

7. Find a glimpse of humour

We didn't need to look too far to find something humorous about the crazy situation we found ourselves in during lockdowns, even on days when grim statistics or further restrictions were being delivered. It was ok to find some humour in our day (and still be empathetic and sympathetic to the horrible situation globally). Is there a comedian you can follow? Is there a classic comedy you can watch? Is there a meme that makes you smile?

8. Ask for help

Governments, Not-for-Profits and medical professionals all worked tirelessly to provide information, resources, funding and to raise awareness of the mental health challenges particularly in the wake of the pandemic and its economic consequences. Always seek help if you are feeling anxious or depressed. Never discount how you are feeling.

Beyond Blue and Lifeline resources are a great source of advice and information.

ALPMA resources can also be found here .

9. Try mindfulness (really!)

A touch of meditation is surprisingly effective and there are some great free apps available to get you started. We particularly like the Smiling Minds app, but there are many other available and free to use.

10. Start a gratitude journal

Did you know that if you write down 3 things you are grateful for each day, by the end of 21 days, your brain will start to look for positive things? Worth a try.

11. The Melbourne Bucket List

Remember when you wrote a list of all the fun things you were going to do when the lockdowns were over? The theatre? Dinner somewhere fabulous? Dumplings in China Town? Write yourself a nice long list of fun things you can do in the future. It could be as simple as having a nice big hug with an elderly relative. Melburnians in particular learnt the hard way to appreciate the little things.

The one catch-22 with the highly prized skill of resilience is that it tends to be a learned skill. That is, you need to have lived through, overcome or faced a challenging situation to become resilient. That's what 2020 was for Melburnians in the legal industry. Together, we got through it!

Are you looking for a new and challenging role in the legal industry in Victoria? Legal People is your gateway to legal career opportunities. We are specialists in the Legal Industry. We recruit Lawyers, Support staff and HR professionals in Melbourne, Australia. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates. To browse our currently available roles click here .

8 signs for lawyers that it is time for a new job

Wed, 19 May 2021 00:15:02 GMT

8 signs for lawyers that it is time for a new job

In this article, we discuss the 8 signs that it is time to look for a new role. Read on to discover the warning signs, what to look for and how to actively take control of your career.

As a specialist recruiter to the Australian legal industry, we found during the pandemic that many individuals were reluctant to consider new roles. They were worried about job security, about being the last one into a firm (and therefore possibly the first one out in a restructure), or were just feeling unsettled by our crazy, changing world of restrictions, working from home and video call fatigue. Even if they were unsatisfied in a role, they felt like it was better the devil you know!

Having said that, research suggests that up to 48% of the employees in the industry were open to changing roles, so how do you know when it is time to make that mental shift from “open to changing roles” to actively pursuing what you want next in your career?

In our experience, these are the signs you should keep a close watch for. They are the signs that your career is stagnating and that you are stuck in a rut.

1. You are bored

If you are sitting in your comfort zone doing the same work day-in, day-out, it is most likely time for a new challenge. You may want exposure to more prestigious or interesting clients and more complex or diverse matters. It may just be that you want to delve deeper into an area of interest. Gaining the opportunity to specialise and become an expert in an area of law adds to your value and gives you a chance to solve complex problems and disputes. Any seasoned lawyer wants intellectually challenging cases and some diversity of problems to solve.

2. You do not get along with your boss

We really do spend so many of our waking hours in the company of our colleagues and bosses, even if it is virtually. If your boss is taking credit for your work, undermining you, treating you without respect or is just difficult to get along with, consider your options. Some bosses stay in roles for the long term.

3. Lack of career progression

Career progression is not just in relation to promotions, but also being given opportunities for new or additional responsibilities or more interesting matters or clients. It includes access to formal training and career development. Perhaps partnership is elusive or not possible where you are, or you have decided it is not for you. Or perhaps there is a lack of company mentors who could help guide your way to the next career rung where you are currently.

4. What company culture?

With so many people still working at least part time from home, company cultural issues can be a little more difficult to spot. You should at the very least be crystal clear on the company values and mission. A great culture will have leaders that role model the values and has a strategic direction that the whole organisation is behind. Is your firm transparent and do they treat staff and clients with respect? Are they encouraging diversity of recruitment and diversity of opinion? Do you feel proud working for them? Are the policies and procedures sensible and help you get your job done? Does the company culture help attract other talented staff? Are you working with people that inspire you?

If the culture feels like it is rubbing you up the wrong way, talk to us about the potential opportunities available at other firms.

5. The long hours are damaging your health

Whilst long hours can be part and parcel of a career in law, they should not be a permanent state. Consider whether the long hours you are doing are related to a lack of support staff or resources. Is the firm investing in the health of its people? Are you able to take time off to recharge when you need to?

6. You are not feeling valued

Are you being compensated at current market value? Whilst changing jobs should never be just about the salary, you can enjoy a bump in pay even by moving laterally to a new firm. Some companies are even offering sign-on bonuses to help seal the deal.

7. Your mental health is suffering

Many factors can have an impact on your mental health during the course of your legal career. These include long hours, challenging office politics, the continued uncertainty of a particular outcome or facing emotionally challenging matters or disputes on a regular basis. Looking after your well-being and mental health is a critical part of maintaining longevity in your career. If your current firm is not actively checking in, following up and offering wellness programs it is time to consider other firms.

8. Your firm demands that you work full-time in the office

A small number of firms are now requesting all staff return to the office under pre-existing working arrangements. This will not suit everyone. You may have found that working from home part of the week suits your lifestyle and your other commitments, or that you are more productive with online meetings and without the need to commute. Many of our clients are offering flexibility in new roles including a hybrid work from home/ work from the office model, staggered hours and the opportunity to take or purchase extended leave.

Are any of these signs jumping out at you? Be honest, how many?

We understand reluctance to explore new roles, but are you not selling yourself and your future short if you do not at least explore the possibilities? You might have an exciting world in front of you full of interesting, challenging and fulfilling work…. All you have to do, is take the first step. Have a confidential career conversation today with one of our experienced, specialist legal recruiters. We really can help.

5 salary review tips for lawyers

Wed, 07 Apr 2021 07:42:43 GMT

5 salary review tips for lawyers

In this article, we discuss our 5 top tips for Lawyers when it comes to approaching a salary review. Read on to discover how to prepare, what to consider and how to get the best outcome for your career.

In any business, performance and salary expectations must be balanced against firm financial performance and managing labour costs.

Here are our 5 tips for approaching your annual salary review. We hope they help you get the result you are looking for!

1. Be prepared

Always have documented evidence, be well-researched, informed about your organisation, industry and the wider market, and turn up on time! Prioritise your discussion and your preparation time to get the best possible result.

2. Collect and present your evidence

It is vital to be across your personal numbers including billable hours, where you have tracked against your budget and KPI’s. You may be able to demonstrate that you won a significant client for the firm or have been in demand due to a growing reputation.

Consider how you performed during the pandemic and whether you were able to help improve company processes to save time or money.

Ensure that any glowing client feedback has been collated and is available for your manager to review.

3. Firm’s financial performance

The Australian legal industry overall weathered the Covid-19 storm well. There were, however, some areas of specialisation that were impacted financially more than others by reduced demand and subsequent economic downturn. Global players are still facing challenges in the face of infections and government restrictions. Be well informed of the firm’s total financial performance over the last 12 months. You should understand whether company revenue is on target.

4. Know your market value

Ensure you are across the current market salary being offered by competitors for similar skills and experience in your area of specialisation. This information may not be readily available online, so having an existing relationship with a specialist legal industry recruiter can be useful here.

5. Take on constructive feedback

A performance conversation intends to improve your performance, so do not forget to listen! Try to be open to feedback and take note of areas for improvement. Discuss your career goals and what you want to achieve in the future.

When the conversation is concluding, be clear on what happens next. Are you being considered for an increase?

If you feel that your job performance is impressive and your firm has been unable to meet your salary expectations, it might be time to consider a move.

Taking on a new role at a different firm will generally increase your salary, although not always significantly. There is more to a new role than financial considerations, your next opportunity needs to challenge you and should offer a long-term career path. It should offer stimulating matters and interesting clients. Leaving an organisation for more money should be a last resort. It should offer accessible and reputable Partners to work with and great company culture and values.

Weigh up your options and discuss how you are feeling with a trusted mentor or specialist recruiter. If you are staying where you are, double down on your efforts to make next year’s outcome better. If it is time to move on, get in touch!

15 tried and tested interview questions for legal support candidates

Thu, 03 Dec 2020 19:10:00 GMT

15 tried and tested interview questions for legal support candidates

In this article discover our 15 favourite legal support interview questions to assist us in building a rock solid candidate short list for our law firm, government and corporate clients.

Are you a super star legal support person? Is it time to get out of your comfort zone and take the next step in your career? Getting yourself ready for the job hunt involves updating your resume to reflect your latest achievements, refreshing your LinkedIn profile to demonstrate the best version of yourself and considering how you will perform in an interview situation.

We often advise our candidates, particularly if they have not put themselves out there for some time, to ensure that they practice their interview skills. Making a great first impression and coming across well in an interview is an integral part of making any short list.

As a specialist legal recruitment agency, we have interviewed hundreds of legal support candidates on our client’s behalf. Over our many years of extensive experience, we have developed a library of go-to questions that we use every day.

Our list of tried and true questions can help you prepare examples and situations to demonstrate your competencies, experience and personality type. They have been designed to extract from you information about your background, what motivates you, your interpersonal skills, organisational skills, financial skills, and expertise in handling of difficult situations and personalities.

Below are a selection of our favourite interview questions to ask legal support staff:

Background:

1. What do you consider to be your greatest skills?

Motivation:

2. What motivates you to give your best?

3. What has been your greatest professional achievement?

4. How have you previously demonstrated your initiative and willingness to work?

5. Give me an example of when you were able to meet the personal and professional demands in your life yet still maintain a healthy balance.

Interpersonal skills:

6. How would you describe yourself in terms of your ability to work as a member of a team?

Organisational / time management skills:

7. Tell me about a time when you failed to meet a deadline. What things did you fail to do? What were the repercussions? What did you learn?

Handling of conflict:

8. By giving a specific example, describe how you have dealt with a difficult client or colleague.

Financial:

9. Describe what steps you have undertaken to assist your operators with maintaining complete time records.

10. Can you describe what billing or reporting you have been involved with or taken responsibility for?

Dealing with managers:

11. Have you ever had difficulty with a supervisor? How did you resolve the conflict?

12. Describe the characteristics of your ideal manager that brings out the best in you?

Handling difficult situations:

13. Recall a time from your work experience when your manager or supervisor was unavailable and a problem arose. What was the nature of the problem? How did you handle that situation? How did that make you feel?

Handling of pressure and stress:

14. Tell me about a difficult situation where you needed to maintain a positive attitude. What did you do?

Last but not least…..

15. What do you know about our company? What attracts you to our company?

Demonstrate your research skills and enthusiasm for the organisation with a comprehensive answer. Don’t forget to also ask a couple of questions that highlight your interest.

We encourage you to save this article to use for future interview practice. Take notes and consider specific examples to demonstrate the relevant competencies. Ask a trusted friend to drill you with a couple of examples. A prepared candidate makes a great first impression! To access more sample interview questions, download our comprehensive catalogue here .

Are you looking for a new role in the Legal Industry in Melbourne? Get in touch with us and come and have a chat with one of our experienced legal industry consultants about your career and potential opportunities to take the next step.

Legal People is your gateway to the best legal support jobs in Melbourne. We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates. And if we can help you take the next step in career, then get in touch!

5 things from lockdown we kept in the legal industry

Wed, 18 Nov 2020 01:57:23 GMT

5 things from lockdown we kept in the legal industry

In this article, we discuss the changes the Legal Industry saw here in Melbourne post the global pandemic. These are the ways our working lives changed after months of working from home.

When law firms started to work from home in March 2020, there was an element of novelty involved. Melbourne embraced working from home and quickly adopted technology to keep us virtually connected to our workplaces. We iso-baked, had Zoom drinks with friends and colleagues and complained about home schooling our children.

As businesses started to get into the tricky and complex planning involved with bringing part of their workforces back into office buildings, we look at the parts of lockdown that improved our working lives.

These are the bits we kept.

1. Flexibility

Gone are the days of arguing that a role could not be done remotely. Working from home is here to stay and there is continued demand from candidates to keep some work life balance and flexibility in their role. This typically involves requests for a couple of days in the office and a day or two working from home.

2. Technology

Historically the legal industry has been slow to adopt technology. 2020 saw the biggest advances and adoption of technology driven by the need to get off paper based systems and work remotely. We saw online dispute resolution, smart legal contracts, e-signatures and electronic execution of documentation. This, combined with virtual meetings, courts and mediation proceedings being held online, has really been a stunning feat of innovation and achievement.

3. Productivity

In our 2020 Impact of Coronavirus survey we found that 40% of respondents were feeling more productive from home. Less time spent commuting, less meetings and less distracting co-workers all meant that more was getting done.

For those employees who kept at least some flexibility in their working lives, this productivity bump has continued.

4. Loyalty

Firms that took exceptional care of their people during the global pandemic earned a certain amount of employee loyalty. These firms communicated well, looked out for their company culture and were very focused on the health and safety of their people. They sent iso-gifts, they managed to facilitate team building activities. They encouraged team members to remain a part of the company mission. This led to an element of solidarity in teams in having come through these challenging times together.

5. Virtual meetings

Virtual meetings are here to stay. Why travel interstate or long distance when we have demonstrated what is achievable via Microsoft Teams, Slack, Zoom, Skype for Business and Webex. Some firms are even having less or shorter meetings than pre-Covid, allowing more time for action and productivity!

The legal industry as a whole navigated the challenge of Covid-19 and Melbourne’s lockdowns well and bounced back better than ever.

Taking the positives from the experience and embedding them into new work practices has proved that we have all learned something!

Productivity tips for busy lawyers

Wed, 15 Jul 2020 04:50:57 GMT

Productivity tips for busy lawyers

Do you spend time wishing you had more hours in the day? The focus for any Lawyer is ensuring they are at their most productive during work hours.

Productivity can be a challenge for busy lawyers especially those with demanding clients, tight deadlines and what feels like never ending interruptions!

Having said that, some Lawyers just get productivity right. Do you know one of these people? They are the ones that bring in new clients, write articles and still manage to meet budget expectations. They also seem to have unlimited and effortless energy!

Here's how they do it.

They know how to say 'no'

They have worked out how to say No to things when they are at capacity or that is outside the scope of their role or knowledge base.

They delegate

Are there items on your action list that could be done by a more junior lawyer or legal assistant? It may seem that a task would be quicker if you did it yourself, but if you invest in training someone else to do it you can delegate it next time!

They block time

They use their calendar effectively. This means making appointments of blocked out time where they can get their most important pieces of work completed. They also block time when they are available for phone calls. There may be exceptions to this rule for their key clients.

They use technology to help

They use the best and latest technology to help them stay productive.

They avoid distractions and unwanted interruptions. They might use a tool like Stay Focused to ensure you stay in productive work and don’t end up down an internet or social media rabbit hole. Tools like this allow you to set yourself internet boundaries.

They know their health is important

They focus on their well-being. They know they are more productive if they are well rested, eat well and get regular exercise. They also spend time disconnected from technology.

They know that planning is important

At the end of every day they evaluate what needs to be completed the next day and add it to their to-do list. They prioritise the most important items, then they make sure they do the most important thing first.

So there you have it, our tips to get more out of your day! Which one are you going to try?

The highlights of our legal industry Covid-19 survey

Wed, 08 Jul 2020 01:50:19 GMT

The highlights of our legal industry Covid-19 survey

In this article, we discuss the information gathered from our Legal Industry Covid-19 Survey, including how staff were impacted in their working and personal lives. We predicted what a return to the workforce would look like when things returned to a new-covid-normal.

There is no doubt that 2020 was an unusual year. Business planning, business as usual and industry KPI’s were turned on their heads when the global pandemic made its way to Australia’s shores. Melbourne’s CBD in particular played their part in welcoming returning travellers to hotel quarantine and emptied out the office towers to send everyone who could, to work from home.

In June 2020, Legal People reached out to its legal industry colleagues to talk to them about how Covid-19 impacted their working lives.

We knew when we asked the question that people had been impacted differently – some areas of practice were busier than ever, and others had been asked to purchase extra leave or even to take a pay cut. The insights from our survey were interesting, particularly as they related to a 'new-normal' in the future.

Our survey had more than 270 respondents, many working across different areas of law such as Commercial Litigation (12.36%), Corporate and Commercial (28.18%), Family Law (13.45%), Employment and Workplace Relations (8.36%), Insurance (7.64%), Personal Injury Plaintiff (10.55), Property 16%) Banking and Finance (4.73%) and Construction (3.64%)

The bulk of the respondents were in Victoria and they answered our questions about hours worked, salary implications, lifestyle issues and how they wanted to work in the future.

Work load

We asked respondents how their work flow had changed since Covid-19 and were told that 32% were busier than ever with an increase in work flow. 35% of respondents found that their volume of work was more or less the same than it had been pre Covid-19. 33% had faced a decrease in work load.

Hours worked

As a result of these changes, 17% said they were working longer hours and 55% said there has been no change to their working hours. 18% had reduced their days working. 2% had been asked to take annual or long service leave and only 1.82% (5 respondents) had been made redundant. 4.73% (13 respondents) had been stood down.

The impact on pay

32.18% of respondents had taken a reduction in pay.

67% of respondents had no change to their pay.

Working from home

When the Premier, Daniel Andrews told Victoria that “If you can work from home, you must work from home” the State and the Legal Industry took him seriously. At the time surveyed (2020), 64% of respondents were working all days from home. 22% were working a mix of days from home and days in the office. Only 13% were working in the office.

The impact on productivity

For those who were working from home, we asked were they being more or less productive. 40% felt they were more productive. 35% felt they were about the same as if they worked in the office. 24% felt less productive.

We also asked about their habits when working from home to see whether lifestyles had improved or deteriorated. The responses to this question were truly a mixed bag, and we suspect this might relate to whether the respondents were also dealing with the challenges of “remote learning” with school aged children being home as well.

How businesses handled Covid-19

We asked how satisfied they were with the way their employer had handled Covid-19 and 53% told us their employer had done an awesome job. 21% said they had done an okay job. 13% were ambivalent and 12% said they were unsatisfied with the way their organisation had handled Covid-19.

Businesses that managed to handle the health and safety of their people well during Covid-19, continued to communicate and ensure their company culture continued, earned loyalty from their people who were feeling looked after and safe.

Of those that were unsatisfied with the way their employer had handled the crisis, 56 people or 22% said they would consider looking for a new position.

We asked our respondents whether they were concerned about their future job security. 64% suggested they were feeling secure whilst 35% suggested that they were not. This was perhaps an indication that staff remained unsure about what was coming at them for the remainder of 2020, with no real set return to work dates and a step backwards to tighter government restrictions in Victoria in July.

Covid-19 presented a massive challenge to law firms in relation to technology, innovation and shifting from paper processes to work from home. Companies also had to keep a close eye on their culture to keep employees in touch, engaged and feeling part of the company mission.

When we asked how their law firm culture had evolved (if it had) during the crisis, 29% said that the culture had actually improved. 48% said there had been no change and 21% said that the company culture had worsened. We were pleased to see that 37% thought that communication with their colleagues had improved during this time.

The future of work

When we asked about return to work plans, 44% said that their employer had not yet communicated a return to work plan. How they would return was a combination of working from home, combining office hours with working from home, with only 12% saying they were planning on returning to the office on a full time basis.

We were very interested to see, that when it came to returning to the office that 45% were planning on driving to work (oh dear…. we see a long commute coming). 38% seemed happy to return to public transport.

We predicted in previous articles that one of the long term implications of the pandemic would be a change to people’s working patterns. A massive 44% of respondents suggested they wanted to continue to work from home 1-2 days a week. 29% wanted to work from home 2-3 days a week. 8% wanted to work from home 3-4 days a week and 8% wanted to work from home full time. Only 27 respondents or 9% wanted to return to the office for water cooler chat, paper files at their fingertips and none of the distractions of home!

In summary, our survey reinforced our understanding of how the legal industry responded to the crisis. We saw a strong correlation between the reduction in workload of 33% with a 27% reduction in hours and 32% reduction in pay.

Most of the respondents felt their productivity when working from home was either as good or an improvement on their office productivity.

And when it comes to heading back to the office… we saw a continued demand for flexibility and the ability to work from home. Employers wishing to attract talent to their organisations in the future take note!

Are you looking for talented legal industry staff in Victoria? Legal People is your gateway to the best legal talent. We are specialists in the legal industry. We recruit lawyers, support staff and HR professionals in Melbourne, Australia. If you enjoyed reading this article you can follow our company page on LinkedIn for regular updates.

11 tips for working remotely in the legal industry

Thu, 04 Jun 2020 20:15:00 GMT

11 tips for working remotely in the legal industry

In this article, we discuss the massive shift the legal industry took in March 2020 to enable almost entire workforces to work from home due to Covid-19. We share our own working from home tips and discuss the ways in which work has changed.

In light of challenging times, the legal industry executed their business continuity plans. Practice Managers, Lawyers, Legal Secretaries and Administrators created home offices and implemented working from home for most staff across their law firms. Paper based systems were replaced with electronic measures where possible and meetings shifted to Zoom, Skype and Whereby.

When Covid-19 arrived, the team at Legal People had already been working at least part of the week from home offices 2 years prior. We were interviewing candidates from home, searching for passive candidates from home and managing many of our client relationships from home. We saw a definite boost in team productivity and employee engagement when we made this change to our work arrangements!

But the government-mandated work from home requirements were not normal times, with many team members dealing with children constantly at home and needing to balance caring for elderly parents. Team leaders and managers needed to consider whether their expectations of their work product or work allocation needed to be adjusted, at least in the short term. Melburnians held united and worked towards a new normal and were in it together. For the most part their clients were working under similar challenges.

Thankfully we got through the multiple Covid lockdowns and the legal industry experienced a period of innovation, creative problem solving and solidarity.

Here is a round-up of 11 tips to successfully work remotely!

1. Stay connected with your team

Have virtual team meetings and catch ups. These can be done via Skype for Business, Zoom or Whereby. Consider having a way for teams to chat in real time by using technology like Microsoft Teams or Slack.

2. Keep people informed

Stay in front of the chatter with a clear daily communication of any business wide company news or changes. Help your teams understand what is going on in your workplace, with your clients, and even in some cases with your own personal situation.

3. Check on tour team's mental health

Hybrid working situations means it is more important than ever to be looking out for each other. This is relevant to team leaders, managers and colleagues. Think about anyone you are concerned about and make sure you check in with them.

4. Fun is important

Is there a way to inject some fun in your day? Share a safe for work funny Meme, enjoy cameos of family members and pets in video chats. Is there a competition you can run? Can you do a daily quiz? Anything that helps build morale is useful.

5. Get dressed for work

Get out of your pyjamas. You will set yourself up for a better, more focused day if you are dressed comfortably and presentable.

6. Write yourself a to do list

Getting what needs to be done out of your head the night before can be helpful. Ticking things off also helps you feel like you are achieving something!

7. Set up a designated work space

It is useful to have a working area that is away from your main living area. Can you turn a spare room into an office? This can help you separate your working and family life.

8. Keep office hours

Stick to your regular work hours. The temptation to work outside these hours will be hard to resist. Clients and colleagues expect to be able to contact you during your working hours. If your hours are not in line with standard work hours, consider amending your email signature to reflect the hours you are working.

9. Managing kids

Cut yourself a break with your kids. You are doing your best. Movies, screen time, video games, books and creative independent play can help you find productive work windows. Spend some time with them when you can.

10. Make time to relax and for self-care

At the end of the work day relax if you can with a family meal or catch up with a friend or colleague (virtually or in person!). Make sure you take time to get outdoors for some exercise. Or take a virtual yoga or Pilates class. Consider meditating for your mental health with an app like Smiling Minds.

11. Community is important

Your workplace remains a community – take time to listen and to be kind to each other.

Following the unpredictable times we experienced during Covid, we learned to accept what we could not change and adapt to a new normal. We emerged from our houses after the global challenge to a different place having proved that staff can work effectively from home.

We wonder if everyone will head back to the law offices when we are over this challenge. Workplaces will have proven that virtually all staff can work from home, at least some of the time. Will we be able to get everyone back to their desks at the office?

Legal support staff: 8 tips for job hunting success after a career break

Wed, 12 Feb 2020 00:47:17 GMT

Legal support staff: 8 tips for job hunting success after a career break

In this article discover the advice we often give legal support staff when they are looking to return to the workforce after a career break.

Returning to the workforce after a career break can be a challenging idea, particularly when you are very likely to be a completely different person from the one who walked out of an office several years ago. Your priorities may have changed and your skill set will have developed over time or possibly need updating.

It is a good time to consider the support you are going to need at home to transition back into the workforce. This may include childcare, administrative support or help with ageing parents. It all helps make a success of a new job.

These are the tips from our specialist legal recruitment team for maximising your job hunting success when heading back into the workforce after a career break.

1. Update your skills

Do you need to head back to study? (e.g. Advanced Diploma of Legal Practice) Consider whether there is a publicly available conference, seminar or webinar that you can attend that will help you. Subscribe to relevant industry news such as the ALPMA blog.

Consider carefully your technology skills and whether you need a refresher on in-house software packages, cloud computing or document management systems. You may also need to ensure you are familiar with video conferencing systems or current practice management systems.

2. What role do you want?

Are you looking for a full time role? Is something part time more suitable whilst you ease back into the workforce? It can be quite the transition heading back to work whilst still juggling your other commitments. At Legal People we are finding that Law firms are starting to embrace flexible working arrangements for the right talented candidates. We will continue to watch this space in our industry with interest.

3. What have you learned?

Spend some time thinking about what you have learned during your time away. Has your time management, proactivity and productivity improved? Maybe you ran a small business or managed renovation projects while you were away from the industry. Maybe your organisational skills thrived during your time away. You may have been juggling competing priorities and many moving parts during your career break. Re-entering the workforce is an excellent time to consider your current strengths and weaknesses and how they have changed over time.

4. Update your CV & cover letter

We recommend being honest in relation to your career break in a short paragraph on your CV. It might say “during this period, I took time out of the workforce to raise my young family”.

Consider any new skills and duties you took on during your time out of the workforce. You may have served time on a committee, volunteered for a NFP or assisted a family business in some way.

5. Network with former colleagues

Spend some time catching up with former colleagues either in person or online and bring yourself up to date with what is going on in the industry. Ensuring they know the type of role you are looking for will not do any harm either as new roles are often not advertised. This way you will be front of mind when something comes up at their firm.

6. Update your LinkedIn profile (or create one!)

Ensure you have a professional looking profile picture (ideally no less than 3 years old) and that your headline includes relevant industry key words. Your LinkedIn career summary should include your career highlights and aspirations. Take a moment to check that your career history is accurate and includes all of your achievements.

7. Practice your interview techniques

You are most likely to be asked directly about your career break in a job interview. Practice how you are going to answer this question succinctly and with confidence. Highlight how the career break has helped you become a better employee! Search and read our other posts on acing an interview for handy tips and advice.

8. Speak to a specialist recruiter to get industry insights

At Legal People we spend a lot of time giving people career advice! We have helped tweak CVs and cover letters, ensuring that candidates represent themselves in the best possible light and have realistic expectations about returning to workforce. We understand that career breaks happen and that skills can be developed and honed during time away from the paid workforce. We also know the clients that are open to considering candidates that have been out of the industry and have experience in negotiating flexible working arrangements.

If the time is right for you to head back into the workforce and pick up where you left off in your legal support career, then Legal People is your gateway to the best legal career opportunities.

We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals in Melbourne, Australia. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates. And if we can help you take the next step in career, then get in touch!

Further reading:

4 tips to help lawyers land a flexible role

Wed, 11 Dec 2019 21:10:00 GMT

4 tips to help lawyers land a flexible role

In this article discover the approach you should take when hoping to land a flexible role in the legal industry. We talk about how to frame your cover letter and how to maximise your chances of getting the flexible working arrangement you are looking for.

One of the more interesting recruitment phenomenon's in recent years is the legal industry adopting flexible work practices for experienced and senior Lawyer positions. This has included arrangements such as working from home and a reduced working week. In many cases flexibility is being offered as a drawcard to attract talent.

These flexible working arrangements are not just for parents, but for candidates that have other interests and responsibilities, including caring for elderly parents, pursuing further study, sitting on a board or even volunteering in an area you are passionate about.

In the not so distant past candidates who wanted a flexible working arrangement would apply for a full-time role aiming to land the job and then hope they were in a strong enough negotiating position to enable them to talk the hiring manager down to 4 days a week. This did not always work, and often left the hiring manager feel that they had been tricked. It often led to the working relationship getting off to a rocky start.

These are our tips for landing yourself that flexible role of your dreams.

1. Be open and transparent

We encourage experienced and senior lawyer candidates to be open and transparent in their cover letters, describing exactly the working arrangement they are looking for. Our clients value your honesty and this approach saves time for all involved, particularly if flexible arrangements are not right for a particular role. We also find that this approach tends to create a good first impression throughout the hiring process.

2. Use a specialist recruiter

One of the joys of being a specialist recruiter in the legal industry is that we know our clients. We know which ones are truly open to flexible arrangements and which ones have supportive leadership teams aiming to improve staff well-being and productivity. Using a third party to negotiate your flexible working arrangement can really pay off. This is particularly relevant in the hidden job market where we can discuss your experience and requirements with a client without actually using your name. We then know whether you are suitable for an upcoming role with a client and can present you and your flexible working proposition confidently.

3. Be realistic and creative

Often asking for flexible working arrangements requires some creative thinking on behalf of the employer and the candidate. You may be asked how you would handle demanding clients, deadlines and caseloads in a reduced working week. You may need to discuss how contactable you would be outside of working hours. You need to be able to answer this in a way that gives an employer confidence in your ability to manage your productivity and time. You may also need to be flexible in order to help cover leave, or extremely busy periods.

4. Position the flexible arrangement as win-win

The key to negotiating a flexible role is to convince your manager that there is something in it for them. It might be a salary saving of 20% to drop a day, or a productivity increase as a result of working from home. The more you can quantify it, the better. You may be able to demonstrate how you have worked from home in a prior role or present research that demonstrates how part-time employees are more productive.

In the busy legal industry we have found that clients who are open to considering flexible working arrangements can be the key to filling hard to recruit roles. We have enjoyed seeing improvements in the stress levels and mental health of candidates that have struggled to balance a 5 day a week role with their other responsibilities. Flexible working arrangements, when managed respectfully and with a focus on productivity and adding value, can be a win: win for all involved.

If you are interested in exploring flexible working arrangements and are an experienced lawyer then Legal People is your gateway to the best legal career opportunities. We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals in Melbourne, Australia. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates.

CV advice for legal support staff

Wed, 11 Dec 2019 19:00:00 GMT

CV advice for legal support staff

In this article discover the advice we give legal support candidates in relation to crafting their CV. Discover whether you should include reasons for leaving a role and how to deal with gaps in your work history.

Our experienced recruitment consultants are specialists in the legal support sector. They spend most of their week meeting with potential candidates and talking through resumes and career goals. They have seen some of the best (and the worst!) legal support CVs going around.

This is their advice in relation to crafting a legal support CV that will increase your success in getting an employer’s undivided attention.

A well-crafted CV will make a great first impression on an employer. It should be succinct, well presented and professional. Using a business-like font, sub-headings and dot points will improve scanability and readability.

There are a few important things to remember when building your CV. Potential employers will most likely scan your CV looking for key words from the position description that they are filling.

We recommend tailoring your CV so that you are using industry wording for legal support responsibilities and achievements.

We recommend maintaining a “master resume” which includes a full list of your work history, roles, experience and achievements. This can then be cut down and tailored to target a specific role and its required skills and experience.

A CV should cover the last 10 years of your work history.

How do I explain short term roles?

Over the course of your legal support career, there may have been roles that have not lasted very long. This might be because the job was a temporary or contract engagement or was due to circumstances beyond your control or perhaps it didn’t meet your expectations.

We are often asked by candidates whether they include short periods at a firm on their CV. We recommend that if a role was held in the last 10 years, then you should include it, but include specific details on your reasons for leaving. This is so that hiring managers don’t make their own assumptions e.g. that you are a habitual job hopper, didn’t pass a probationary period or might be difficult to work with!

If the role was a temporary position for 3 months, then make this clear. If a short term role was fulfilling a contract or delivering on a project make this clear as well.

If your role didn’t work out for some reason, be transparent (and professional) about why you left. It is worth remembering that firms make a big investment in time and money in recruiting and on-boarding. The last thing they want is to get 6 months in and to have to go through it all again.

What should I say was my reason for leaving?

Be as honest as you can whilst still presenting the previous employer in a positive light. Some examples might be:

Left to pursue career development goals
Pursuing greater career challenges
Left to work closer to home
Restructure/merger or acquisition impacted your role
Company culture wasn’t a good fit
Project completed

A general rule of thumb is to include a reason for leaving whenever a role has lasted less than 2 years. We would expect a legal support candidate to have possibly one or two instances of short tenure in a role over the course of their career. We are also more likely to see this earlier in their career whilst they are finding their feet in their working life.

If we see a CV that has more than 3-5 un-explained short term role timeframes it may raise flags for us.

What about gaps in my work history?

Some candidates have gaps in their work history. These should also be explained in a short paragraph. Some examples might be:

During this time, I took time out to raise my young family
During this time, I travelled extensively
During this time, I volunteered in an area I am passionate about
During this time, I pursued further study

It is also worth considering how you kept your skills up to date and relevant during a gap in your work history. Did you attend any seminars or conferences or take part in any courses?

How long should my legal support CV be?

We recommend that you stick to a CV length of between 3-5 pages. Try to phrase things succinctly. If you are struggling with the length, consider whether there are any roles at the same organisation that can be combined. Consider eliminating any details that are unrelated to the position you’re applying for.

If you would like some guidance from an experienced specialist recruiter to help you towards the next step on the career ladder, then reach out to us, we can help with your legal support CV and coach you towards securing your next career move!

Legal People is your gateway to the best legal career opportunities. We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals in Melbourne, Australia. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates.

6 career tips from a specialist recruiter to young lawyers

Tue, 10 Sep 2019 01:46:23 GMT

6 career tips from a specialist recruiter to young lawyers

In this article discover the advice we often give young lawyers for surviving their early career in law and to go on to have a thriving legal career.

The Australian legal industry is experiencing an interesting phenomenon. There are approximately 38 law schools in Australia, which graduate approximately 8,000 potential new lawyers every year. Around 60% of these graduates land a suitable role in the legal industry or a graduate position within an Australian law firm.

What we have found is that within 3 years many of those working for a major firm become disillusioned and leave to find other employment. This then leaves the industry with a smaller pool of talent for high quality, mid-level three-to-seven-year PAE . And guess where a lot of the client demand for candidates currently sits?

Here at Legal People we often ponder this conundrum. Are Law Schools possibly not preparing students for the long hours and the mental-health-taxing nature of a career in law?

Or, is it that firms are not reflecting the needs of millennials and gen X who tend to be a little less focussed on money and the corner office, and a little more focused on doing good deeds in the world and having a balanced life?

One thing we do know is that when we ask a young lawyer where they want to be in 5-10 years, it is becoming rare to hear the statement “I want to be a Partner at a top tier law firm”.

We spend a lot of time offering career advice to talented young Lawyers. This advice is designed to help you get through your early career and to help you thrive in your chosen profession.

1. Position yourself for success

The reality of a career in the legal profession means that it is often very tricky to switch specialisations or type of firm once you are entrenched. We find that some junior lawyers will happily take any role, thinking they will be able to switch down the track.

If you want to work for the government, try and start there.

If you want to be an in-house counsel, aim for a graduate position along these lines.

If you want to work for a private practice with a specific specialisation then aim to start there.

New graduates and young lawyers are the first to be hitting the employment market as true 'AI natives', having learned alongside AI tools during their degrees. This often means your career progression happens at a faster rate than used to be the case. And while technical skills can be trained, the one thing that cannot be are the 'softer skills', which will be required if you are going to be talking to clients much earlier on (in your career. Position yourself for success by working on your people skills, learning how to take the 'big picture approach' to tasks and work, and how to question assumptions (both your own and the people around you)*.

2. Build your network

The importance of building your network during your legal career should not be underestimated. A solid network of colleagues, clients and mentors will help open doors to opportunities. Attend law firm functions and keep an eye out for relevant association events. Also consider during this time the importance of building your network of industry specialist recruiters who can help you navigate your career over time.

3. Don’t sweat the small stuff

During the course of your career, there will be moments that test you. You choose how you react to perhaps being treated unfairly or to unreasonable client demands. Not every battle is worth waging a war on and choosing your battles wisely is a skill. Managing your health and stress levels during difficult times in your career is a wise investment in time and money.

4. Put in the hard yards

Early in your career you will likely be required to put in extra and work longer hours. You will be required to meet billable hour targets. It can be difficult to balance relationships and a life outside the office. Make sure your time management skills are top notch. Be sure to have good support around you and know when to ask for help.

Junior lawyers should know their workplace rights, and be clear when they are being taken advantage of. It can be a fine line between earning your stripes and potential exploitation! Where you can, make the most of technology and remote access. Do what you can at this time in your career to reduce your commuting time. Know when to ask for time in lieu and ensure you book some annual leave to unplug and recharge.

Balancing long hours for junior lawyers against client demands and expectations continues to be a challenge for law firms. Many seasoned partners will have served the same apprenticeship of arduous hours and wear this as a badge of honour. These days, thankfully wellness initiatives and flexible work arrangements are now championed by workplaces.

5. Focus on your mental health

Your early legal career is a great time to learn to meditate. Whatever it is that you do to relax, ensure there is time in your life to do it. Get out into green spaces, hike, walk, ride, take up boxing.

Read a book, see a reflexologist, a masseuse, listen to music, see a show. Try a gratitude journal, eat nourishing food and stay hydrated. Your early career in law should be considered a marathon. You need to look after your body and mental health accordingly.

6. Make the most of professional development opportunities

Continued professional development opportunities will build not just your technical skills, but your business and soft skills as well. The legal industry is embracing technology and innovation, including machine learning, chat bots, artificial intelligence and other legal tech. Also consider the development possibilities within your own role. Put your hand up for projects and opportunities where possible. You are the captain of your own career ship and should keep an eye on your development needs and opportunities to grow.

And lastly, know that the challenges in your early career won’t last forever. As Robert Frost once said “The best way out is always through”. Your early career will build resilience. Even better if you remember the challenging times so that you can empathise, respectfully balance client expectations and support those young lawyers that follow you.

It is a great time to be an experienced lawyer in Melbourne. We have a number of exclusive opportunities , for talented lawyers with 3-5 years PAE , with employers of choice. We can help you take the next step in your high flying career.

Further reading:

*As discussed in 'Picture not so perfect' by Rachael Bolton of The Australian Financial Review, which was featured in AFR's Top 100 Graduate Employers 2026 issue

Working remotely in the legal industry

Wed, 12 Jun 2019 20:15:00 GMT

Working remotely in the legal industry

In this article, discover how even the most conservative legal firms are offering flexible working arrangements for most, if not all, staff (depending on the needs of their role). This attitude shift has positive outcomes for work / life balance, productivity and mental health.

Some time ago, flexible working arrangements and the ability to work remotely was enjoyed only by long-term, established employees of large law firms. A new recruit would never consider asking for such working arrangements as part of accepting an offer!

The team at Legal People can help candidates negotiate flexible conditions with our clients, many of whom are employers of choice.

We interview and place many talented lawyers in roles that involve flexible working arrangements. There has been a significant increase in the number of flexible working arrangements available, compared to pre-Covid times.

Law firms of all types now consider flexibility in the right circumstances. This is largely due to:

Cloud-based technology allowing both data security and easy communication
Being a very effective talent attraction policy
The positive impacts on mental health and wellbeing
The improvements seen in employee engagement.

What are candidates asking for?

A mix of requests for remote or hybrid working are being embraced by all, for a variety of reasons:

Caring for children or elderly relatives
Further study
Volunteering
Board opportunities
To avoid peak travel times.

What does a typical flexible arrangement look like?

The type of arrangement our client base is typically agreeing to is working part-time (usually 3 or 4 day per week), working from home 1-2 days per week and/or staggered start/finish times.
Any remote working or flexible arrangement needs to be well managed by employers. The team member working from home needs to feel included in the team and communication is very important. Firms regularly use technology like Zoom and Slack to stay in contact in real time.
An employee working from home needs to understand it is a work day and they must be contactable. These are arrangements very much based on trust. An employer is trusting their team member to put hours in to get the job done. Any remote working or flexible arrangement needs to be viable for both the firm and their client base.

The best of both worlds?

The shift towards flexible and remote working has been embraced at Legal People. Our team has flexible arrangements and the opportunity to work from home, which has resulted in a positive return on productivity and staff engagement.
Remote working allows a staff member the best of both worlds and ensures they still have the opportunity to build vital working relationships in person and see clients face-to-face.

It is heartening to see the Legal industry adopting flexible work practices. Any working arrangement that has a positive impact on the mental health of employees and delivers productivity gains has to be a good thing!

This article first appeared in the Young Lawyers Journal for the Law Institute of Victoria and can be viewed in full with a membership here .

5 business development skills to build on for lawyers

Fri, 03 May 2019 19:15:00 GMT

5 business development skills to build on for lawyers

In this article you will discover the business development skills we are most often asked to recruit for in the Legal Industry in Melbourne. We offer tips to build on these skills. Read on to help you get to the top of the short list in your next role!

As one of Melbourne’s leading specialist recruiters in the legal industry, we are often recruiting lawyers for firms looking to grow. We are often asked to find them candidates that have business development skills…. But what does this mean for a lawyer?

Once you have a reasonable level of experience say 3-6 years PAE you most likely have solid technical experience. Whilst our clients certainly value this experience, many look beyond this and want business skills as well.

The good news is that many business development skills can be learned or developed with experience and focused effort.

1. Client relationship skills

Communication skills and relationship management skills are critical for client facing lawyers. Having strong client relationships ensure that your clients bring any new business to their existing provider.

Tip: Communicate clearly, manage expectations appropriately and develop a rapport with your frequent business contacts. Touch base with your most profitable clients regularly.

2. Commercial acumen

Do you understand the business of Law? Do you know how to measure a firm’s productivity or profitability? Can you read financial statements? Do you understand cash flow management? Do you know your own KPI’s such as your monthly collected billings & how that compares with your budget? Do you understand the threats and challenges to your firm’s financial performance? Are there economic or political factors that might impact your firm? Are you across what is going on in New Law and any technology developments that are likely to impact your firm and clients?

Commercial Acumen includes understanding a firm’s profitability and productivity. It may also involve being able to demonstrate a reduction in costs or a return on investment in a previous role.

Tip: Read widely about your industry. Take a relevant course if you need help with the financial side of things.

3. An interest in marketing

Whilst you will probably not be expected to actually implement your firm’s marketing plan an interest in marketing for law firms can be an advantage. You may be across what your competitors are doing, or have some good examples of ideas that you know have worked for other firms. You might have a good understanding of content marketing, social media marketing, print advertising, sponsorship, search engine optimization or e-mail marketing. Being able to contribute ideas to attract new business is a useful skill.

Tip: There are plenty of online resources that discuss marketing for law firms. Read widely and learn from your connections examples of what works for them. Develop an understanding of how each of your own new clients have found your firm.

4. Networking skills

Being able to demonstrate that you have an active network of contacts and referrers can help give you the edge in a job interview. Every firm wants a solid pipeline of new business prospects! You may be active in relevant associations, be connected via a business group or via extra-curricular activities.

Tip: Make an effort to attend networking events regularly and build your referral base. Always make an effort to thank a referrer of business.

5. A solid personal brand

In the modern era it is also important to have a professional profile on LinkedIn and maybe even Twitter. To build your brand you may consider being a contributor to industry blogs or publications. Positioning yourself as a thought leader in your particular area of specialisation will help you be well-known and attractive to potential employers.

Tip: Update your LinkedIn profile and network with your connections online. Ensure you have a professional photograph and nurture you connections.

Of course one of the most powerful business development opportunities is via word-of-mouth referrals. People talk widely about what is going on in their lives and in their businesses and a referral from a friend, colleague or associate is very powerful. This means that you have to do great and memorable work to deserve the word of mouth recommendation!

Further reading:

Career pathways for mid-career Australian lawyers

Wed, 27 Mar 2019 01:41:56 GMT

Career pathways for mid-career Australian lawyers

In this article you will discover the traditional career paths for Australian lawyers. Read on to find out how your early career decisions may impact your future self.

Legal People is one of Melbourne’s leading specialist recruiters in the legal industry. We have been in operation for more than 50 years and our consultants have combined experience of more than 80 years. This is why we spend a lot of time talking to lawyers! We talk to them about their aspirations and career choices. We talk to them about what might be next for them and what they want out of a role.

In our experience many lawyers 'fall' into their area of legal specialisation in the earlier part of their careers. If this is you, and you're 5 or so years into your legal career, then it's a good time to consider your legal career options. You don't necessarily need to be feeling unhappy in your role, as it's a good idea to be proactive in how you plan for your next career move.

If you are thinking about changing your area of specialisation, as an example, we encourage you to make this change sooner rather than later. This is because it can be difficult to switch down the track. This situation can lead to career frustration when a lawyer starts to feel stuck in their career. They may find themselves looking for a new challenge or a chance to learn new things.

Read on to discover the traditional career paths for lawyers. This is useful if you are mulling over “what’s next?” in your own career.

1. Private practice

We find that in our experience lawyers in private practice take between 3-10 years to progress up the career ladder. Private Practice is the largest employer in the legal industry. The type of work involved is transactional, advisory or relating to litigation. It can vary in specialisation including the following:

Banking and finance law
Family law
Employment law
Criminal law
Civil litigation
Commercial law
Environmental and planning law
Intellectual property
Human rights law
International law
Media law
Wills and estate
Tax law
Real estate and property law
Public and administrative law

The typical career progression tends to follow this path:

Lawyer
Associate
Senior Associate
Special Counsel
Salaried Partner
Equity Partner

Junior lawyers proving their worth tend to work very long hours. This is part and parcel of working in an environment where your time is billed in increments. It can be challenging but very rewarding financially. It can take between 10-12 years to become a Partner. Having said that, not all lawyers become equity Partners and it is common to find opportunities that offer flexibility and work life balance for experienced lawyers in private practice.

Can I switch between Defendant and Plaintiff firms?

In our experience defendant clients are often open to lawyers from private practice who have worked for plaintiff firms. It doesn’t seem to always work in reverse though. This is despite the fact that a lawyer might have transferrable skills or insider opposition tactical knowledge.

2. In-house counsel

Becoming in-house counsel can be an attractive career choice. Outside of graduate programs, this employer tends to recruit from private practice or the Government sector. Such a role comes with the benefits of understanding your single employer client inside out.

One thing to consider is that once you have several years under your belt in this sector, it can be difficult to transition out of in-house specialisation. This is because you are unlikely to have recent exposure to billable hours or time sheets. You may also not have had to deal with the needs and priority juggling involved in managing many clients.

An in-house counsel has to be across more than the law. They need to understand the company’s financials, assets and liabilities. They need to be across the organisation’s risk and compliance obligations. As a result many in-house counsels broaden their business acumen and gain commercial experience over time.

The promotion path looks like the following:

Legal Counsel
Senior Legal Counsel
General Counsel (chief legal officer)
In a large organisation there may even be a Group General Counsel

3. Government

We have found that this sector including, local, state and federal government attracts an analytical lawyer. Employers in this sector include statutory authorities and regulatory bodies. Lawyers might help research and draft legislation and policy. They offer advice and act on behalf of government ministers, departments and agencies.

The employment in this sector tends to be very stable. Government roles are often filled by lawyers with exposure to the private sector. Working conditions in this sector tend to be good.

The career pathway is as follows:

Lawyer
Senior Lawyer over time and with experience
Policy Advisor

4. Not for Profit sector

In this sector a lawyer contributes to the community in an area they are passionate about. It is traditionally lower paid than private practice. There can be tax advantages in a salary package in this sector and roles tend to have some flexibility.

A practicing lawyer in the Not for Profit sector has the ability to contribute to issues that are important to them. It suits lawyers who are focused on helping disadvantaged people.

The not for profit sector sometimes attracts lawyers who are looking for a 3rd career. They may have achieved success in other areas and now want to give back to the community.

Types of firms

The type of firm a lawyer works for also has implications on their career path. Generally there are 3 types of firms:

Small:

2-5 partners. Working here gives a lawyer good exposure to all areas of the law that the firm specialises in.

Medium:

6-20 partners. This type of firm has a broad range of work and specialist divisions. Some lawyers manage to transfer from one division to another to broaden their experience in this type of firm.

Large:

More than 20 partners. Can be a global brand that offers international opportunities. These firms tend to have a very wide service offering particularly in relation to commercial law. Often the larger the firm, the more specialist your work is likely to be.

At Legal People when we meet with candidates we often find ourselves giving career advice. This can involve helping them to rewrite their CV so they are presenting the best version of themselves to an employer. We have helped candidates formulate their career achievements and highlight their transferrable skills. We also make sure they are not underselling themselves or limiting their career opportunities.

Do you have a career plan? Does it follow the traditional path or are you looking to break the mould? If you need help formulating your plan or in defining the next steps, get in touch because our experienced consultants can help.

6 reasons why January is a great time to land a new role!

Wed, 09 Jan 2019 20:13:00 GMT

6 reasons why January is a great time to land a new role!

In this article you will learn why January is a great time to be looking (and finding) a new role in the Legal Industry. We offer our tips to help you get started and explain how you can get ahead of the competition.

Christmas has come and gone for another year. Hopefully you’ve had some time to recharge your batteries for the year ahead!

For many people in our industry the silly season can be exhausting. You limp through to the finish line. You wonder often at what point clients and colleagues will stop saying “this needs to be done before Christmas”.

Having some time away from the office, with family or friends, gives you an opportunity to discuss your job and vent about work. Having some time to clear your head often leads to pondering your career prospects. You might think about how your year went, where you are at and what is in store for you next.

You may be unsatisfied at work due to pay, lack of challenges or stagnant career path. It may even just be the length of your commute that is bugging you. It might be your current boss that drives you a little bit crazy. Why not make this the year to get happy at work?

For many people, the arrival of the New Year leads to making New Year’s resolutions. For some that includes “finding a new job”. For a large proportion of those unhappy in their roles, that is as far as they get!

We recommend taking this resolution one step further and building yourself a hit list of places you want to work. Create a master list of your dream jobs, dream bosses and dream employers.

January is a great time to be putting yourself out there to the market. This is why:

1. There is less competition for in-demand roles

Many people in the legal industry take time off during January. They may be summering at Portsea or Lorne or skiing in Japan. Often those that are unhappy with their current firm or role will have “get a new job” on their to-do list. Often, they have ear-marked February as the time to get started.

We suggest updating your resume over the Christmas break so that you can hit the ground running. At Legal People we have a number of exclusively listed roles for lawyers at highly regarded law firms and corporates. We know that the hiring manager is keen to have them filled sooner rather than later!

2. Your connections are likely to be more relaxed

January is a great time to be networking. There is a hidden job market in most industries, and the legal profession is no exception. Take some time to have a coffee with former colleagues and industry connections. See if you can get an introduction to someone that works for your dream firm.

3. It’s summer

The cricket is on, the sun is shining and Melbourne is in a better mood. The pace of the city slows down after New Year’s and hiring managers seem less rushed. Making yourself available for interviews in January can put you ahead of the competition. It can give you an edge, just by being around!

4. It is a new budget

For many firms end of year bonuses have been paid, and we are moving into a new budget year. The HR budget is ready for business and the team are anxious to backfill roles that got pushed out to the New Year.

5. Delegated authority

There are many firms who have roles that need to be filled in January. This can mean that senior management have had to plan for this. They may have delegated final sign off for recruitment. Or, they will make themselves available to do this remotely.

Many people assume that there is no-one around to make final hiring decisions. In our age of technology that is often no longer the case.

6. There is time for a career chat

January is a great time to be reaching out to a respected, industry specialist recruiter. Have a discussion about the type of role you are looking for and where you see yourself heading.

At Legal People, we have insider knowledge of Melbourne’s legal industry. We often know of roles coming up that have not yet hit the market. Our consultants enjoy spending time getting to know our candidates career goals and dream jobs. This ensures you are front of mind when new roles come up at your ideal employer!

There are so many reasons why January is a great time to land a new role. Don’t put it off until school goes back in February and all the job hunters dust off their resumes. Get yourself out in front of the competition and get proactive in your job hunt today! You might even find yourself hired before they get started!

To browse our currently available roles click here .

You're a legal support superstar - so what's next?

Wed, 14 Nov 2018 11:36:20 GMT

You're a legal support superstar - so what's next?

So you have had another successful year. Your boss sings your praises and your performance appraisal sits at the top of the rankings…. Again.

Being appreciated for your efforts is rewarding. However, going above and beyond in the same role year on year out can start to feel harder each year. Stagnation and boredom are the enemy of personal growth!

We are Melbourne’s leading legal industry recruiter. We specialise in the recruitment of legal support staff. This means we often see senior legal secretaries, legal assistants and administrative staff who have been with firms for a long time. They have grown in their roles and over time have worked their way towards seniority. Many get to a point in their careers where they start to wonder what is next.

It can be tricky to stay motivated when you are at the top of your game. Daniel Pink in his book Drive , has researched employee motivation and he says that it comes down to:

Autonomy: where you are trusted to take ownership of your own work or development
Mastery: where you feel highly skilled at your work and are given no limits to your potential. You are provided with the tools you need to continue to grow your skills.
Purpose: where you are encouraged to contribute to a greater purpose. This could be a company mission, or a cause you are passionate about.

Do you understand what motivates you?

It can be useful to spend some time thinking about your current role. Does it offer you any of these key concepts of intrinsic motivation? Ask yourself:

Do you feel like you are continuing to grow in your role?
Are you trusted to work autonomously?
Are the resources and tools you are provided adding to your development?
Does your work feel like it has real purpose?

How did you go? Did you come to the conclusion that your current role is lacking in any of the above? Never fear, there are career options to consider .

1. A new internal role

You may love the firm you are working for. You may have earned yourself a little flexibility and be worried about retaining this somewhere else. Is there something else internally you could put your mind and skills to?

Could you work for a partner or associate that is specialising in an area of law that is at the cutting edge?

Could you ask to be allocated some time to work on a project of your choice? This might be implementing some new helpful tech. It might be starting up a mentor program for support staff. You may even have an idea that would help improve client profitability.

Could you cross-skill into another area? You may be surprised how transferrable your skills are.

Consider letting your manager know that you are open to alternative internal opportunities. As a high performing employee they should be keen to keep you. This gives your employer a chance to provide development and career opportunities before you start to look elsewhere.

2. Further study

Is there a particular concept relating to the business of law that you find intriguing? Is it practice management? Marketing? Litigation Support? Or becoming a lawyer yourself? Having already worked in the legal industry you already know the lay of the land. This is a head start in further education in related fields.

3. A different style firm

Maybe you work for a top or mid-tier law firm, or maybe you have earned your stripes in a boutique firm. Consider whether a move to the alternative might be a refreshing change. Larger firms are considered to have extensive resources and higher salaries. This is not always the case.

They possibly have higher calibre clients and the most interesting work. They may also have luxurious offices in prime CBD locations. Some will have global offices offering opportunities for overseas secondments.

Having said that, a boutique firm can offer you the opportunity to get your teeth into a particular speciality. This ensures you develop your technical skills, expertise and reputation in a niche area. Some boutique firms offer great training programs and mentor opportunities.

One of the key advantages of a boutique firm is it is likely to be less bureaucratic. This can give you a chance to help build and shape HR policies and be more nimble in your work.

4. A lifestyle change

As a senior legal secretary or assistant, you may have been working for the same partner or associate for a long time. Have you considered whether shaking this up might give you an opportunity for career growth?

Many legal secretaries/assistants come to us at Legal People looking to make a move away from the CBD. They might be at a point where the commute is becoming frustrating (isn’t it!) or others come to us wishing to return to work in a CBD law firm, wanting the city buzz!!

Moving to a role close to home or away from suburban Melbourne can mean a real lifestyle and work life balance revolution!

If you truly are at the top of your game and are wondering “so what’s next?” there are plenty of options to consider. A new role, a new firm or a new skill can freshen up your skills and get you out of a rut. If you need help determining what's the right next step for you in your legal support career, please get in touch with us here at Legal People for a confidential discussion. We can talk you through market rates, and opportunities to help you make an informed choice.

Are you looking for a new and challenging role in the legal industry in Victoria? Legal People is your gateway to legal support opportunities. We are specialists in the Legal Industry. We recruit Lawyers, Support staff and HR professionals in Melbourne, Australia. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates. To browse our currently available roles click here .

The highlights from our Resilience Event with Narelle Fraser

Mon, 10 Sep 2018 21:15:00 GMT

The highlights from our Resilience Event with Narelle Fraser

Mental Health is a significant issue in the Australian legal industry. As a specialist legal recruiter we are conscious of doing what we can to help bring attention to the importance of this issue in our industry and contribute to the discussion.

Accordingly, once a year around the time of RUOK? Day we host an intimate client event with a mental health focus.

This year we invited former police detective Narelle Fraser to join us to talk about her experience with mental illness and her recovery. Narelle was a member of Victoria Police for 27 years, 15 of those as a Detective with Homicide, Rape, Sex Crimes, Missing Persons & Child Exploitation Squads. She specialised in sex offences and child abuse and worked on many high profile investigations including The Body in the Boot, The Society Murders, The Mornington Monster and the 2002 Bali Bombings.

Narelle’s stories of her time in Victoria police were full of mystery, action and drama. She also highlighted many funny situations including the time she managed to arrest a drug crazed armed robber by pretending her finger was a gun!

Narelle talked about how she loved her job, but that over time it had a serious toll on her mental health. So many years of seeing and experiencing distressing things and facing the worst of human nature meant that Narelle was eventually diagnosed with PTSD (Post Traumatic Stress Disorder).

Narelle had spent years ignoring the warning signs and telling herself that stress was just part of her job. The cumulative impact of seeing too much violence, trauma and extreme sadness meant that she battled along in silence. At the time she felt both ashamed and humiliated when she realised she was no longer coping. She felt like she was slowly unravelling and experienced at least one episode of amnesia in her workplace.

Narelle’s recovery from PTSD took a long time and meant that she could no longer pursue the career that she loved. She had to accept her diagnosis and spent many hours with doctors and psychologists. She attended a PTSD hospital clinic and tried many different types of therapy, both traditional and those that are a bit more “out there”.

Narelle’s experience meant that she had personal insight into the symptoms of mental illness. Many of these symptoms she had ignored during her Police career. These are the signs to look out for in yourself, friends and family or colleagues.

Symptoms of mental illness

The symptoms are many and varied. Some of the symptoms that suggest you may be suffering from a mental illness may be any combination of the following:

Nightmares/ sleeping a lot
Unusual anger/ impatient/ frustrated/ can’t be bothered
Flashbacks and triggers
Hypervigilance (feeling responsible for everyone’s safety and happiness)
Social withdrawal
Going to work early, staying late, working on days off to attempt to manage your workload
Migraines
Panic attacks, palpitations, shaking
Feeling overwhelmed/ confused/ lack of concentration
Diarrhoea and anxiety

Alarming statistics in the legal industry

Narelle is now a mental health advocate and also features on the Australian True Crime Podcast hosted by Meshel Laurie and Emily Webb. In her presentation to a packed house she presented some truly alarming statistics relating to mental health in the legal community. They included:

1:3 solicitors, 1:4 barristers will suffer a depressive illness during their career
10% of the legal profession will contemplate suicide in any one month
There are 44 suicides every week in Australia and ¾ of these are male
Anxiety is more common than depression.

Narelle wondered why the legal profession was so highly represented in the statistics. She suggested that it may relate to:

The adversarial nature of the profession
The legal industry tends to attract high achievers and perfectionists
Many legal cases relate to trauma and sadness

What to do if you feel you are not coping

The statistics above certainly suggest that a large proportion of our legal community will be impacted at some point in their career by either their own mental health issues or by that of a colleague.

Narelle suggested taking the following approach:

Have the strength to seek help and talk to someone
If you feel like you are not doing well, you are probably not!
Access available resources at sites like https://www.beyondblue.org.au/ and https://mindscount.org/ and https://www.lifeline.org.au/
Make use of tools such as mindfulness, meditation and use phone apps to make them easily accessible.
Exercise regularly
Make the effort within your organisation to talk about mental illness regularly so that it can continue to be normalised.

We have seen many law firms taking action in the mental health space in recent years and this has included wellness programs and employee assistance initiatives. Clearly, while these are steps in the right direction, as a community there is still work to be done.

We would like to thank the remarkable Narelle Fraser for sharing her career highlights and experience with PTSD. She certainly got us thinking about what more we can do. There are many resources available for workplaces to support their employee’s mental health such as Injury Matters . If the statistics provided by Narelle and in this article have alarmed you, why not take meaningful action this week to support your own mental health and that of your colleagues.

If you or someone you know needs urgent support talk to someone you trust or contact a crisis support service, such as beyondblue on 1300 22 46 36, Lifeline on 13 11 14, or 000 in an emergency.

Job hunting? Don't make these 4 common mistakes

Wed, 05 Sep 2018 18:00:00 GMT

Job hunting? Don't make these 4 common mistakes

As specialist recruiters in the Legal Industry here at Legal People, we see a lot of resumes. We see a lot of cover letters. We see a lot of candidates.

So today we are sharing with you the most common mistakes we see from job hunters in the legal industry. We will explain how to easily avoid them. This will help you get your CV to the yes or maybe pile. It may even help get you through the first interview to the next round. We want to help you maximise your chance of landing your dream job!

So here are our tips to avoid these common mistakes.

1. The cover letter

We have seen cover letters with spelling mistakes and grammatical errors. We have seen them addressed to incorrect people and incorrect companies. We have seen them be so generic that it can be difficult to tell exactly which role they are applying for.

Our advice is to always tailor your cover letter for each role. You should address it to the hiring manager and mention the company. You should also briefly respond to the key selection criteria.

2. The poor quality CV

The CV can be a minefield of possible errors. We have seen typos, unfinished sentences and poor formatting making them difficult to read. We have seen CVs that are 10 pages long and read like war and peace. We have seen fancy fonts, colour and pictures. Remember that your CV is one of the first impressions we will have about you. From it we make conclusions about your attention to detail and your professionalism.

The Legal Industry tends to be conservative, so we suggest you:

Always tailor your CV specifically to the role you are applying for: particularly consider any achievements that clearly tie into the key selection criteria.
Format it clearly: make use of clear headings and sub-headings. Use dot points. Use simple, easy-to-read font. Keep your sentences relatively short. It needs to be easily readable and easily scanned. Make sure to include your name and contact details. Try to keep it to 3-5 pages.
Check it carefully: if you are not confident with spelling or grammar, have a trusted friend check it for you, or use AI to help proof read it

Read it aloud to yourself to confirm readability and punctuation.

A sample legal resume template can be downloaded from our Interview Tips, FAQ's and Resources page.

3. The not-so-great job interview

Ooh, we have seen some good examples of what not to do here! We have seen a candidate answer a phone call clearly relating to another job opportunity. We have seen candidates turn up late. We have even had candidates not turn up at all!

Don’t worry about feeling nervous, we make allowances for that.

Please take a moment to take these suggestions on board:

Turn off your phone or put it on silent.
Please be punctual. Allow extra travel time so you don’t turn up flustered and out of breath.
Don’t complain or talk negatively about your current employer. This makes us think you will most likely also complain about your next employer, which is unprofessional.
Do not arrive unprepared. Bring along any requested supporting documentation.
Consider your body language. Keep it positive and engaged.

4. Don't only apply for advertised roles - build / use your networks...

Not all roles are advertised by employers & recruiters. If you are serious about job hunting, you also need to be networking & building relationships. This includes talking to former colleagues, mentors and bosses about the type of role you are looking for and what you can bring to it.

We think these common mistakes can easily be avoided. By doing so, you can get yourself out in front of the other candidates for the role of your choice. So take some extra time when you next apply for a role. Tailor your cover letter and CV. Prepare for the interview. Take a professional approach to networking and move forward to the next step in your career.

Are you looking for a new and challenging role in the legal industry in Melbourne? Legal People is your gateway to legal talent. We are specialists in the Legal Industry. We recruit Lawyers, Support staff and HR professionals in Melbourne, Australia. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates. To browse our current available roles click here .

Further reading:

How to respond to a LinkedIn InMail from Legal People

Wed, 15 Aug 2018 01:44:21 GMT

How to respond to a LinkedIn InMail from Legal People

Technology and Social Networking sites such as LinkedIn assists us with sourcing candidates, and we sometimes find people are not sure how to respond to an InMail on LinkedIn. We explain what InMails are, and how to respond to them!

It’s no secret that the Australian Legal Industry is in the midst of a candidate tight market. If you are an experienced, talented lawyer with great skills then you are in demand!

Such a market means that we often source candidates beyond the traditional networks, such as LinkedIn.

What are the rules?

Many recruiters use a feature of LinkedIn funnily enough called “Recruiter”. This helps us expand our search beyond actively job hunting candidates to the world of the 4,500,000 Australian users on LinkedIn. Our use of the Recruiter platform gives us access to a communication tool called InMails. There are strict policies relating to the use of this system and we are not allowed to send unwanted or untargeted mass InMail messages. LinkedIn carefully monitors response rates to ensure that quality conversations are occurring on the platform.

What is an InMail?

An InMail on LinkedIn is a private message that can be sent to a potential candidate. It arrives in your LinkedIn message notifications and is labelled by LinkedIn as an InMail . Generally they will be from a profile on LinkedIn that you are not already connected to.

Why would Legal People send you an InMail?

If one of our Consultants have sent you an InMail then there is something in your LinkedIn headline, summary and work experience that is very relevant and appealing to a role we are currently recruiting for. Our InMails are personalised and targeted and drafted with care. If we are reaching out to you then we genuinely have a career opportunity that might be suitable for you. We love starting conversations on LinkedIn about your career plans and whether you are open to a new opportunity.

So, I’ve received an InMail. How should I respond?

There are three options when you receive an InMail message. You can read and accept it, decline the opportunity or ignore it. The message status shows as pending to the recruiter when you have not replied (or trashed it).

Consider using one of the LinkedIn templates for a really quick response. LinkedIn currently offers templates for the following:

Interested : “Thanks for reaching out! I’d love to hear more about this”

Maybe later : “Thanks for reaching out. This isn’t something I’m interested in now, but let’s keep in touch”

Or No thanks : “Thanks for reaching out, but this is not something I’m interested in”

LinkedIn makes it really easy for you to start a conversation with a new connection and to start building mutually beneficial relationships.

Be flattered!

Effectively when you receive an InMail from us, you are potentially at the beginning of a head-hunting process. Be flattered! Even if you are extremely happy and rewarded in your current role, take a moment or two to make an informed decision about a possible alternative role. And think long term! Your future job search becomes much easier when you are already connected to and have built a relationship with a leading recruiter in your industry.

Think long term when you respond

Consider for a moment whether you have heard of the consultant who is contacting you. Do they have a great reputation? Are they working for a company you are familiar with? You can view their LinkedIn profile and recommendations or their LinkedIn Company page. Consider particularly the type of roles they recruit and whether they are relevant to the geographical area you want to be working in.

We recommend then taking a quick moment to respond to their message! You are not committing to changing roles, you are just opening up lines of communication and building your network and relationships.

Our specialist recruitment consultants have local industry knowledge and are across legal industry market salaries. They also have a deep understanding of traditional and non-traditional legal career paths. At Legal People we have many exclusively listed roles with the cream of the crop of the legal industry, many of who are employers of choice. We specialise in matching talented legal professionals with the right corporate culture. We have insider knowledge of our client base and are often aware of available roles before they hit the market. We really can partner you to present the best version of yourself to the industry and reach your career goals.

Consider LinkedIn like a networking meeting or a cocktail party. If a person in real life walked up to you and wanted to talk about a potential career opportunity, you are unlikely to ignore them. Online networking should follow the same etiquette.

Something else to think about

There are a couple of other things to note about LinkedIn InMails.

A recruiter has an ability to track whether you have responded. You might be in the job of your dreams now, but things might change and you never know when you may need to make a great impression on that same recruiter.

Consider spending the extra minute or two to explain to our consultant what your absolute dream job and dream company might be. That way you are likely to come straight to mind when it comes up!

Are you looking for a new and challenging role in the legal industry in Melbourne? Legal People is your gateway to legal opportunities. We are specialists in the Legal Industry. We recruit Lawyers, Support staff and HR professionals in Melbourne, Australia. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates. To browse our currently available roles click here .

5 salary review tips for legal support staff

Sun, 06 May 2018 18:00:00 GMT

5 salary review tips for legal support staff

The meeting invitation pings into your inbox. You are invited to a Performance Conversation with your people leader.

Performance conversations across the Legal Industry come in many different shapes and sizes. In some instances they are a robust and official conversation with a HR professional. In smaller firms they may be as simple as a cup of coffee and a chat.

Some firms have even started the process of building in After Action Reviews. This is when feedback is sought and given at the conclusion of a matter or a project.

Whatever the format your performance review takes, it is best to be prepared. Your supervisor or manager should have a reasonable idea about how your performance is going. Sometimes however, they may have short memories and they might not always remember the time you went the extra mile, or got that great bit of feedback from a superior.

To ensure you get the best possible outcome, here is our easy 5 step plan for approaching an annual salary review. It just may help you get you the salary increase you are after!

1. Bring the proof

The best preparation goes for the whole year. That is, keeping copies and filing items/emails that back up your stellar performance as evidence you are doing a great job.

This evidence helps demonstrate you are deserving of a positive salary review. It should be evidence of situations where you have gone above and beyond to add value. It may be evidence that you solved a problem or improved a process.

Some examples you might wish to consider are:

Delivering client service beyond expectations
Improved a process to enable a reduction in resources
Supported additional partners/ lawyers or associates
Added to your qualifications

It is also a good idea to have an understanding of what the current market rate is for a Legal Industry support resource. Seek offers up to date data and great tools for this, which can be found here .

2. Take constructive feedback on board with class

Your manager may have examples of situations you could have handled differently. They may offer suggested approaches to upcoming projects or situations. Any kind of performance conversation needs to be a two way street, so don’t forget to listen! Ensure that you take on board any areas that they want you to focus on.

If there has been a mistake you contributed to during the performance period, be thinking about what you learned from that situation. How have you have gone about preventing a reoccurrence?

3. Is it a good year for the firm?

Any performance conversation needs to take place within the context of the economy. It also needs to consider the firm’s financial performance over the last 12 months.

You should understand whether company revenue is on target. You should have a high level understanding of prevailing current market conditions.

4. Don’t forget to ask the question!

You may be surprised how many people turn up for their annual salary review and do not ask for a salary increase. It can be as simple as stating “I’d like you to consider a salary increase.”

Try and research what most firms expect to increase their salaries by, and the CPI. If you are presented with a figure that you think undervalues your performance, there may be some room for negotiation.

5. Consider your options

If you feel that your performance is impressive and your firm has been unable to meet your salary expectations, it might be time to move on. We are finding that the current market has significant demand for talented legal support staff.

Generally speaking moving to a different firm will increase your salary, although not always significantly. Leaving an organisation for more money should be considered an extreme measure. You should also be sure that a new role will be challenging and offer career opportunities!

If you enjoy your current role and your firm’s values and culture, then leaving may not be right for you. Seek feedback from your manager in relation to their expectations from you for the future and get started on being even more impressive!

17 questions lawyers are likely to be asked in a job interview

Wed, 11 Apr 2018 01:23:10 GMT

17 questions lawyers are likely to be asked in a job interview

As a leading specialist legal recruitment agency, we are experts at interviewing legal industry candidates on our client’s behalf. With extensive experience gained over the years we have developed a library of interview questions that we use every day.

Are you an experienced and talented lawyer that is starting to think about getting out of your comfort zone? Is it time to take the next step in your legal career? If so, practicing your interview skills is a great place to start. Our list of questions can help you prepare examples and situations to demonstrate your competencies, experience and personality type.

It may have been some time since you last went for a job interview, or you may even be going for an internal promotion. Alternatively you might just be brushing up on your interview technique. Our list of questions have been designed to extract from you information about your background, what motivates you, your interpersonal skills, organisational skills, management skills, decision making and problem solving skills.

These are a selection of our favourite interview questions to ask Lawyers:

Background

1. What is the most significant contribution you made to your previous employer?

Motivation

2. Tell me what you know about our company? What attracts you to our Firm?

3. How do you define professional success?

4. Give two examples of things you have done that demonstrate your strong work ethic.

5. Describe a time when you know your performance was below average. What did you do about it?

Marketing and networking skills

6. Are there any relationships you formed that managed to bring in new business to your previous employer?

7. What, in your opinion, are the key ingredients in building and maintaining successful business relationships?

Influencing skills

8. Describe a situation in which you were able to successfully convince someone to see things your way.

Decision making

9. Give me an example of a time when you used good judgement and logic to solve a problem.

Public speaking and advocacy

10. What is the most significant presentation you have had to deliver?

Managing team members

11. As a people leader, have you ever had to discipline or counsel an employee? What was the nature of the problem? What steps did you take? How did that make you feel?

Financial

12. Can you provide an indication of monthly financial budgets you were set in your last role?

13. What steps have you taken to improve your performance against budget?

Handling difficult situations

14. Tell me a time about dealing with a difficult client.

Handling of pressure and stress

15. Can you describe a recent high-pressure situation you had to deal with?

16. Describe a time when you were faced with problems or stresses that tested your coping skills. What happened to cause the stress? How did you deal with it? How did the situation resolve?

Last but not least…

17. Do you have any questions for us? (Don’t forget to prepare some well researched questions that highlight your knowledge of the company you are applying to.)

So there you have it, our list of tried and true interview questions for Lawyers. Take some time to print it out and take some notes in relation to examples you can use to demonstrate the relevant competencies. Or ask a trusted friend to select a few and practice your answers. We hope they help you prepare for your next job interview. You can also download our comprehensive list that covers lawyers and legal industry support staff .

Legal People is your gateway to the best jobs in the legal industry. We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals in Melbourne, Australia. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates.

Further reading:

Skills to build on for legal support staff

Wed, 07 Mar 2018 01:27:51 GMT

Skills to build on for legal support staff

Here at Legal People, recruiting talented support staff for Melbourne based Law Firms is one of our super powers. We have an extensive network of Legal Assistants, Legal Secretaries, Paralegals and Executive Assistants.

We love nothing more than matching up a gifted legal support candidate with the ideal firm to take the next step in their legal career.

Our clients thrive on developing their team members and watching their skills grow over time. We work with market leaders and law firms that have interesting and varied work. We have clients whose senior staff are willing to mentor and coach the right skilled candidate. These factors make our client base fun to work with and fun to work for!

In our experience firms are looking beyond traditional support skills. They don't just want attention to detail, fast typing and the ability to manage a complex diary. There are other competencies we are being asked for again and again.

If you are ready for the next step in your support career, then these are the skills we recommend you focus on. And if you already tick all these boxes... Get in touch!

Most requested core competencies

1. Interpersonal skills

You don’t have to be an extrovert to have great interpersonal skills. You just need the ability to make connections and build relationships. This includes team members, colleagues, suppliers and clients. It means having great body language and eye contact. It also means having a friendly and approachable manner.

2. Proactivity

Ok your CV might say you are proactive, but are you really? Do you seek out work when what you are working on is complete? Are you a self-starter that can see what needs to be done and you just get on with it? Do you volunteer to work on new projects? Proactivity is a sought after skill and actions speak louder than words. The next time there is an opportunity – put your hand up!

3. Passion for customer service

The client experience within a Law Firm is incredibly important. It keeps clients loyal and coming back. A great legal support team member understands this. They go out of their way to ensure that they deliver client service beyond expectations. They understand how important it is to help build client relationships. A big part of customer service is delivering on what you said you were going to do when you said you would. Another part is helping manage client expectations when issues and obstacles come up. Great communication is key here.

4. Organisation and time management skills

For many legal support staff, part of their role involves managing the busy diaries of partners and associates. You may also be preparing legal documents including contracts or court documents. There are deadlines to be managed. You need to be able to manage many moving parts and competing priorities.

5. Self-motivation and the ability to work autonomously

Are you micro managed in your current role? Ask yourself whether this is a reflection on you or your supervisor? Consider how you can improve your ability to work autonomously. Do you need to build on your confidence? Seek out a mentor?

6. Communications skills (both written and verbal)

Law firms often expect their support staff to have communication skills suitable of liaising with executives. Your written skills also need to be top notch, with excellent grammar and spelling. You need to have attention to detail to manage long and complex legal documents full of legal speak.

7. Technological skills

How are your technological skills? You probably have the MS office suite sorted and a good grasp of in-house legal software. But can you embrace new tech? Can you think outside the box and automate or improve a process? Do you understand the Cloud and how it works? How about AI? Tech savvy support staff are often in demand, so if this is an area you could build on, it can only work in your favour. Becoming adept at a specialist program can make you very attractive to a firm!

8. A positive attitude

We are always being asked to find someone with a positive attitude. Are you a glass half full or empty kind of person? Make a concerted effort to inject some positivity into your life.

If you are reading this and nodding and saying, “yes, that sounds like me” and you have great legal industry experience then we want to hear from you! Get in touch and we can talk about available roles for your in-demand legal support skills!

Maximising the value of your references

Wed, 07 Mar 2018 01:25:05 GMT

Maximising the value of your references

When you are preparing yourself to find a new role, one of the first things you should do is line up your referees. Selecting a referee is not as simple as choosing your best friend from your current firm. It should be someone with the right level of influence and credentials for the role you apply for.

As a leading, highly reputable specialist legal recruitment agency, we spend a great deal of time authenticating and checking our candidate references.

These are our 5 top tips to maximise the value of your professional references.

1. Consider their relevance to the role you are applying for

Are they in the right part of the legal industry? Are they from a similar style/size of firm? Are they likely to be an influential connection of the hiring manager? (We hope so!) Were they in a position superior or equivalent to yours? Ideally they will be someone you interacted with regularly who knows you and your work ethic well.

2. Ensure you have their permission to include them as referees

Please ensure that you have asked them! And that they are happy to provide a glowing reference. Even better, if you word them up on what you might like them to focus on – your client relationship skills? Your business development skills? Your expertise in a particular area of law?

3. Ensure you have up to date contact details

It is always worth having a conversation with your prospective referees. This ensures that they are aware that you are out looking for roles and what you are looking for. Consider this an extension of the networking activities you are undertaking as part of your job search. Your referee may even keep an eye out for your dream role for you! There is nothing worse than attempting to contact referees for a candidate, only to find their referees have dropped off the face of the earth.

4. How to notate them

Many people state on their CV 'referees available on request'. You can then save them on an additional page in your CV document. You should include name, title and firm. You should also include both a contact telephone number and an e-mail address.

5. Give them a heads up to expect a call

Once you know that your referees are being contacted, it is a good idea to let them know. Give them the name of the recruiter or the hiring manager who is likely to contact them. This will prevent any call screening and also let them think about how they are likely to recommend you. At this point you can highlight the selection criteria. This gives them an opportunity to mention your skills in that area.

It can be tricky to balance keeping your job search discreet with having the right recommendation from a current and relevant industry professional. One thing to consider with your current employer is to ensure you have captured any of their recommendations on your LinkedIn profile. Whilst these are perhaps not as powerful as a traditional phone or written recommendation, they can still be influential and recruiters can highlight these to the company’s hiring manager.

If now is the right time for a career move for you, then we encourage you to get in touch with your referees. This ensures you are both on the same page for your next step to career success!

Legal People is your gateway to the best legal career opportunities. If you are looking for a new role in the Legal Industry in Melbourne, then let’s talk!

We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates.

Skills to build on for lawyers

Wed, 07 Feb 2018 06:23:29 GMT

Skills to build on for lawyers

When Lawyers are competing with other Lawyers, what makes a great Lawyer stand out from the crowd?

As leading Legal Recruitment specialists, we generally ask the Lawyers whom we interview what they want out of their career. They often answer that they want a variety of clients and interesting, complex legal matters to get their teeth into. They may be looking for more direct client contact. Sometimes they are looking to join a firm who are the 'market leaders' in their field.

We know Lawyers are intelligent. They survived law school, securing their first role as a Lawyer and have since spent several years building their careers in a thriving law firm.

But when they are competing with other Lawyers, with similar intellect and experience, what makes a great Lawyer stand out from the crowd?

In our experience, firms are looking beyond the expected technical legal skills, sound reasoning, being persuasive, having good judgement and subject matter expertise.

Below are some of the competencies we are finding come up again and again for roles with our clients. It may be useful to spend some time thinking about these and how you demonstrate them in your working life. How many can you tick off? How many of these can you focus on improving this year?

Core competencies

Enthusiasm and passion for your work

Are you published? Do you have a blog? Are you known for writing articles for your firm or other legal publications? How do you demonstrate your passion for the law or your legal expertise?

Self-motivation and the ability to work autonomously

Do you need to be supervised or are you able to work autonomously? Is this the year you should focus on this skill? This quiz and tool from Mindtools may help.

A willingness to mentor

This is having the ability and desire to mentor less experienced team members.

Firms often want Lawyers who are keen to contribute to the careers of others. They want leaders who are keen to help develop the team around them.

Communications skills (written and verbal)

How are your communication skills? Ever had these on your development plan? Are you terrible at e-mail? Need to work on your phone manner? Do you provide feedback in a timely manner?

Approachability

Does your team feel like they can approach you to bring you their ideas or feedback? Or are they a little bit scared of you. Approachability is a useful skill – particularly if you are in a leadership role.

Attention to detail

We find lots of Lawyers claim to have this. Do you have laser focus and a great memory? Are you ruthlessly accurate and thorough with your tasks? Do you demonstrate this skill consistently?

Time management

This includes the ability to prioritise and manage competing priorities. It also includes delivering outcomes according to deadlines. Firms want you to demonstrate that you can thrive in a busy environment. They want you to have the ability to delegate appropriately.

Organisation skills

This includes planning, scheduling, avoiding double handling. It also includes being physically organised at your desk and with your electronic or physical files. Do you stay on top of your administrative tasks?

The ability to collaborate

Working with like-minded teams, colleagues and even other businesses to deliver the best outcome for a client.

Business development skills

The ability to be involved in business development activities and networking.

Client focus

Put the client first in all things and this helps keep them coming back!

Emotional intelligence

This is being able to manage and identify both your emotions and those of the people around you. Are you switched on to the feelings of your team? Able to cheer them up? Inspire them? Are you mindful of your own feelings?

Commercial acumen

Being able to understand the business of a law firm and client profitability. This includes the ability to manage budgets, keep accurate financial records.

Technological skills

This goes beyond the ability to pick up and use relevant software, tools and AI tools. It goes hand in hand with the ability to embrace technological change. Are you tech savvy? Or a bit scared of tech? Overcoming any fear or deficiencies in this area at the very least will ensure you remain competitive with others, or may indeed put you ahead!

Strategic skills

Do you have strategic vision? Can you see where your firm is headed? Can you see where your clients need to be? This is another sought after skill particularly in leadership roles.

A positive attitude

It may seem like common sense, but you would be surprised at how often we are asked to find someone with a positive attitude. One way to develop your positive attitude is to start a gratitude journal. By doing this your brain eventually instinctively starts to look for the positive things around you. Give it a go!

If you are reading this and are ready for a new challenge, have great legal industry experience on top of all these skills, then we want to hear from you!

Legal People is your gateway to the best legal career opportunities. We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals in Melbourne Australia. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates.

Winning legal talent by offering flexibility

Wed, 13 Dec 2017 01:17:38 GMT

Winning legal talent by offering flexibility

We have been thrilled to see a lot of our clients offering flexible working arrangements. This has helped them attract the top available talent in the marketplace.

In a candidate tight market, the ability to stand out from the employer crowd has never been more important. Offering flexibility can give you a competitive advantage and boutique and mid-tier firms are leading the charge.

These innovative firms are embracing flexibility to help them engage and retain top talent. They understand that flexibility increases staff productivity. They know it is helpful in becoming an Employer of Choice. Furthermore it reduces absenteeism and staff turnover.

Lawyers are known for working long hours and having high stress levels. This also means that maintaining their mental health and family relationships can be a challenge. Added to that is the fact that high end clients often expect their lawyer to be on call 24/7. This adds up to make the Legal Industry an often challenging career choice. Work life balance in the past has often been exchanged for moving up the career ladder.

But, things are starting to change...

What flexible working options are possible?

Job sharing – this is often of interest to lawyers who don’t want to deal with less interesting work that 'part time' employment sometimes entails.
Flexible hours e.g. early start to avoid the morning traffic
Flexible working patterns e.g. Doing a 9 day fortnight, or working 38 hours over 4 days
Purchased leave opportunities i.e. taking 48 weeks’ pay a year in order to have an additional 4 weeks’ leave
Remote or work from home options

How can your firm help break the mould?

Once you have decided to explore the potential for offering flexible working arrangements to your staff, there can be some challenges to put your ideas into action. How exactly do you change a culture of staying at your desk until the boss has left for the day?

We suggest trying the following:

Role model it

Employees can be concerned they are appearing to do less if they are not seen at their desks at all hours of the day or night.

Senior Managers, Partners, Practice Managers all role modelling flexibility can help overcome this perception.

Open communications

It is vital to ensure an employee on flexible arrangements is still client focused. This means that expectations need to be clear from the outset. Your team member needs to understand that sometimes there may be a need to work longer hours. This may be due to a particularly challenging matter or litigation. In some cases flexibility will need to work both ways to work for both the employee and the firm.

An employee working flexible hours will still understand the need to meet deadlines.

An employee who has flexible working arrangements should make sure they are well known to their team and their client base.

How do I ask for flexible hours?

If you are an employee at a firm and would like to make a case for flexible working hours then this sample proposal from Women Lawyers NSW may help.

What’s in it for your company?

There are many positive outcomes for a firm when it comes to offering flexibility to its workforce.

These include:

Reduced wages bill – pro rata
Increased productivity
Increased staff engagement
Reduced staff turnover
Appearing attractive to talented potential employees

We understand that flexibility also serves up challenges to people leaders. Keeping in touch with a team member who works part of the week remotely or just part of the week can be challenging. Luckily, technology has assisted with this via applications like online meetings and workflow tools. Good two way communication really is the key.

Flexible working arrangements are not just for parents. We have seen flexibility used to give work life balance to people at all stages of life. This might include those who want to volunteer, care for aging parents or even just pursue interests outside the law.

Have you explored the potential for offering flexibility to your employees?

Legal People is your gateway to the best legal career opportunities. If you are looking for a new role in the Legal Industry in Melbourne, then let’s talk!

We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates.

Acing a video interview

Wed, 08 Nov 2017 18:21:00 GMT

Acing a video interview

Video (or virtual) interviews have become mainstream in recruitment after Covid led to a surge in its application. We provide our tips on how to ace your next video interview!

Leveraging digital media helps both recruiters and hiring managers consider more candidates. The use of video by recruiters and hiring managers can also reduce the time it takes to fill a position.

Sometimes people feel intimidated by the video interview. This is often even the case with senior Lawyers who are familiar with conducting meetings via video conference! Video interviews are very common now, particularly post-Covid, and any job seeking candidate can be well served by being video ready!

Below are our tips to ace the video interview in the Legal Industry.

Dress appropriately

You should take a video interview as seriously as an in person interview. You should follow the rule of dressing the part for the role. If you are unsure, view the company’s team photos on their website or on LinkedIn and check the dress code. In the legal industry our advice is always if in doubt – go conservative!

Check your surroundings

Is the video interview being conducted at the company’s office? Or are you doing it from home? If it is home, check the background that can be seen from the video camera. Is it appropriately professional? The right background can help build a good first impression. Think about a blank wall with a simple piece of artwork, or a neat and tidy bookshelf.

Choose a room that is quiet, looks professional and where you won’t get distracted.

Eye contact and body language is important

Ensure you keep appropriate eye contact with the camera. This means looking directly at your Webcam rather than looking at the vision of the interviewer on your device. Remember to smile!

Check your body language – you may be at home, but your posture should still be positive. Also consider your tone of voice. It should be conversational and professional. This is particularly the case even though you may be making the video call from the comfort of your own home.

Lighting and angles

Having good lighting on your face can help you present the best version of yourself. Consider using natural light from behind your computer if you can. If the room is dim, consider using a ring light or place a lamp behind the webcam to improve the lighting.

Also consider the angle your web cam will view you from – eye level is more flattering rather than looking up at you.

Rehearse

Have a practice go with a friend or colleague if you are feeling nervous. You could use any number of free apps to do this such as Skype, Google Hangouts or Facebook video calls.

Consider there could be a delay in the video streaming, so a short pause before you answer each questions could be helpful.

Prepare and test the technology

Before your interview starts, ensure that you have closed all the other applications on your device. There is nothing worse than an e-mail dinging in and distracting you mid question. Also test that your audio is working, your camera works. You should also check you have the dial in access or link to the program you need to participate in the video call.

Make sure you have sufficient battery on the device you are going to use for the video interview. This may include your mobile phone, tablet or your laptop. Our advice would be to try and take the interview from a desktop or tablet rather than on-the-go on your phone where you may have less choice of background or get distracted by your surroundings.

Do the usual amount of research

Even though you may not be in their office, you still need to do the same level of interview preparation. You should be well researched on the company and the role.

It is perfectly acceptable to have notes beside you as this helps you look well prepared. Ensure you include some thoughtful questions at the end of the interview.

We hope these tips help you feel confident and prepared to ace your next video interview!

Legal People is your gateway to the best legal career opportunities. If you are looking for a new role in the Legal Industry in Melbourne, then let’s talk!

We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates.

Time saving shortcuts for your PC, Mac and iPhone

Wed, 11 Oct 2017 11:00:00 GMT

Time saving shortcuts for your PC, Mac and iPhone

Some of us grew up in the computer and internet age and others have learned as they go later in life.

Many of you will have picked up a couple of short cuts on your travels, like Control C for Copy and Control V for Paste.

But do you make use of the vast number of short cuts available on your computer or your phone?

In this article today, we bring you a number of time saving short cuts for your computer, your phone and your life! Try to build just one or two of them into your working day this week and see how much time they save you!

These are our favourite shortcuts for the PC, The Mac and your iPhone.

The PC

To add bullet points to a list of items – Control, Shift, L

To move to a previous page – Control, Page Up

To go to the next page – Control, Page Down

To find something - Control, F

To save changes to a document - Control, S

To find and replace something - Control, H

To delete the last word you typed - Control, Backspace

To make text bold - Control, B

To insert a page break - Control, Enter

To undo – Control Z

To get quickly to spell check - Alt, F7

The Mac

Quit any program - Command, Q

To find something - Command, F

To take a full screen shot – Command, Shift, 3

To take a selected window screen shot – Command, Shift, 4

To switch between apps – Command, Tab and then use the left or right arrow

To undo – Command, Z

The iPhone

Get Siri to read your latest email: Siri – read my latest e-mail.

Ask Siri to wake you up in 8 hours and she will set the alarm for you!

Need to make a quick decision but can’t find a coin? Ask Siri to flip a coin for you.

Ask Siri to remind you something- for example Siri, remind me to call my boss at 2pm and she will set a reminder in your calendar.

Swift scroll – if you have scrolled way down a screen such as your inbox or on social media, just tap the very top of the screen and it will bring you back to the top.

Need to delete a sentence you have just written? – gently shake your phone and the undo typing option will appear.

Charge your phone faster by putting it in flight mode. This stops things in the background using the battery whilst it charges.

Need to hang a painting? Use your phone as a spirit level tool – go to the Compass app and swipe right!

Close multiple apps at one time, by swiping up with 2-3 fingers at the same time. This one is particularly useful if your children use your phone!

We had such fun researching this article and testing these on our own devices. That swift scroll on the iPhone alone was a game changer! How many of these time saving short cuts did you already know??

Are you a talented and experienced lawyer or legal assistant/PA/EA looking for a new role in the Legal Industry in Melbourne? Then get in touch with us here at Legal People. We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates.

Solicitor at Medium Sized law firm

Sun, 08 Oct 2017 10:00:00 GMT

"Legal People are very sincere and professional recruiters. They have great knowledge of the legal job market in the Melbourne area and as a result were able to provide me with quality career advice.

Most importantly, Legal People are efficient recruiters. It took Legal People just over two weeks from our first meeting for them to arrange for me to interview with a well respected law firm in Melbourne CBD; provide me with all the relevant information about the firm and the position in the intervening period; and facilitated the necessary paperwork to finalise the job offer. I would highly recommend Legal People as a recruiter."

Senior HR Consultant at National Mid-tier Law Firm

Sun, 08 Oct 2017 10:00:00 GMT

"Legal People placed me in my role here at (national mid tier law firm). From our very first meeting, I have found Legal People to be incredibly professional, diligent and pleasant to deal with. I now work closely with Legal People for any professional recruitment needs we have within the business, and the same values apply. I rely on Legal People's expertise within the legal sector and I admire the way they work as recruiters. The team at Legal People are a class act!"

National Legal Support Manager at International Law Firm

Sun, 08 Oct 2017 10:00:00 GMT

"I have worked with my recruiter at Legal People for 10 years now both as a candidate and as a client. What I value most from Legal People's services is that they work with integrity, that they really care about ensuring a match between the candidate and client - not the fee. To that end, they take the time to understand what it is I am looking for and I know I can trust them. I also appreciate that they value my time, is discreet, always punctual, returns calls and values our long standing relationship. They are a true professional and I would highly recommend them from both a candidate and client perspective."

Office Manager at National Mid-Tier Law Firm

Sun, 08 Oct 2017 10:00:00 GMT

"The team at Legal People do more than just recruit, they put the right people in the right roles. Legal People show a depth of understanding, warmth and compassion that is quite unique. And I love that there is no hard sell with them, just trust, sincerity and professionalism."

HR Co-ordinator & former Legal Secretary (successfully placed 3 times in their career)

Sun, 08 Oct 2017 10:00:00 GMT

"I have worked with Legal People both as a candidate and from a HR perspective for many years. Legal People are professional, honest and reliable, understand your company and the candidates you require and then gets the candidate/placement right time and time again. Legal People are definitely in a category of their own in the recruitment industry, and I would thoroughly recommend Legal People to any company."

General Manager at Boutique CBD Law Firm

Sun, 08 Oct 2017 10:00:00 GMT

"The dedicated team at Legal People provide an invaluable service to our firm in legal recruitment. I have personally been using Legal People for over 10 years as the preferred agency because of their experience and knowledge in relation to the legal industry trends, understanding our firm culture and business needs, ability to develop great relationships that goes beyond service, reliability and honesty, exceptional skills in screening and matching candidates so we are presented with quality and suitability. It is an absolute pleasure to work with the team at Legal People."

Human Resources Manager at Mid-Tier Law Firm

Sun, 08 Oct 2017 10:00:00 GMT

"I have known Legal People for many years both as a client and candidate. I appreciate their honesty and client and candidate care. From a client perspective they understand what I am looking for in prospective employees both technically and culturally. From a candidate perspective they keep you updated throughout the process and care about getting you the right role."

Practice Manager – Boutique Commercial Law firm

Sun, 08 Oct 2017 10:00:00 GMT

"The great thing about Legal People is that they took the time to get to know our business. This means that when we are recruiting they are able to put forward candidates that fit our culture and have the right credentials that we are looking for. I have personally recommended potential candidates to Legal People as they take steps to ensure that the right candidate is matched to the right employer."

Partner at Specialist CBD Law Firm

Sun, 08 Oct 2017 10:00:00 GMT

"I have used many recruiters in the past and have decided that Legal People are in a class of their own. They are the only one who understand my needs and the nature of my business. We have worked together to build the skill and expertise that my firm needs to look after our clients. I am impressed by their nuanced and detailed work and the care and attention they pay towards me and those they are seeking to place."

National HR Manager – Large National Law Firm

Sun, 08 Oct 2017 10:00:00 GMT

"It is always a pleasure working with Legal People on our recruitment needs. Legal People work with us very closely to understand our business needs and culture, so that they can present the right candidates to us. They are quick to understand our requirements, are an expert in recruitment for the legal industry and are very personable in their client service approach. I definitely recommend working with Legal People, they are a true professional."

Legal Counsel, Successfully placed in In-House Role

Sun, 08 Oct 2017 10:00:00 GMT

"Legal People found me my dream job straight away. They were very helpful, genuinely nice, trustworthy and understood exactly what type of position I was after and what I would suit. I recommend them to everyone!"

Tax Lawyer / Chartered Accountant / Registered Tax Agent

Sun, 08 Oct 2017 10:00:00 GMT

"Legal People are extremely well connected in the legal profession and they get the best job opportunities. Legal People are also very highly regarded by the legal firms which they get referrals from. You can tell by how the legal firms treat you when you are referred by Legal People for an interview.

Legal People not only obtained the best legal opportunity for me, they also did the same for a dear friend of mine who I entrusted her future career with Legal People. My friend has absolutely loved the law firm placed by Legal People!

I have 100%+ faith and confidence in Legal People and have no hesitation in recommending them. In fact, I know that no one else will look after my legal career better than Legal People, as they have my best interest at heart."

Business Manager at International Law Firm

Sun, 08 Oct 2017 10:00:00 GMT

"I have found Legal People to be very personable, unlike some other Recruitment firms. Legal People have a good understand of our industry and always look for candidates that suit our organisation. I genuinely believe that we will continue to have a long and fruitful relationship with Legal People."

6 great questions to ask at the end of an interview

Wed, 20 Sep 2017 11:00:00 GMT

6 great questions to ask at the end of an interview

In this article we provide tips on the questions you can ask at the end of an interview to demonstrate your interest in a role, why you are a great fit, as well as determine if the company is the right fit for you .

Towards the end of an interview for a role, there is usually an opportunity for you to ask questions. This is a good opportunity to present yourself as a proactive and enthusiastic candidate and demonstrate that you are keen for the role. Your questions should also highlight the research you have done on the company prior to the interview.

Another important reason to ask questions at the end of an interview is to understand whether the firm is the right fit for your values, personality and career.

Below are some great examples of questions you could ask in your next interview.

What are the biggest challenges facing this team?

Are they insurmountable? Or something you know you have the skills to help solve.

What would my first priority be if I was successful?

This will give you a good idea how to hit the ground running. Is your first priority something you can really get your teeth into? Does it excite you?

Is this a new position?

Ideally, you want to understand whether the previous employee was promoted or left the company. If they were promoted it is a good sign the company promotes from within and there are career growth opportunities.

Can you describe the company culture?

This is a great way to understand how a company values its employees and their engagement. Do they describe it as results driven? A fun place to work? A family business? You need to understand what you are looking for in a new firm.

Something company or client specific

This demonstrates you are well researched. It could be a question relating to the company being in the industry news. Or it might be a question relating to a technology change you think will have an impact on the firm.

What are the next steps in this process?

Don’t forget this one! There is nothing worse than walking out of the interview and not having a clue what happens next.

Asking a good question at the end of an interview is just as important as getting the rest of the interview right. Make sure you have noted down at least 2-3 questions and refer to them to show you are prepared. If they have been answered during the course of the interview you can tick them off your list.

Good luck!

Selecting the best candidate for your role

Wed, 09 Aug 2017 06:12:55 GMT

Selecting the best candidate for your role

Providing a shortlist of quality candidates for clients that have come to us in search of the right candidate for their role is an important step for us as specialist legal recruiters. We discuss how to choose who to hire from a great shortlist.

When you engage Legal People to recruit on your behalf, it's our aim to provide you with a shortlist of pre-screened candidates for your role. We spend time working with you to find out all we can about the role, before working our database and our extensive referral network.

If we go to market we make sure we get the job advertisement just right. Then as the applications come in, we get to work reviewing the CV’s. Our shortlist will only highlight the quality candidates and is a big time saver for anyone that recruits regularly.

The problem then can be... How do you choose who to hire from a great short list?

The following questions and considerations can help you hire the right person for your firm:

1. Core competencies

So you have written your wish list and we have included them in our job brief. Have you wished for the moon? Are all of the key competencies vitally important?

Do all of the candidates on your shortlist have all of the experience you are looking for? Have they specialised in the area you need for long enough?

Is there a candidate with something a little extra that helps future proof the role? Or that will help your organisation grow?

2. Soft skills

How is their problem solving? Communication? Leadership skills? A behavioural interview will help you get to the bottom of these.

3. Beyond the CV

You know the candidate looks great on paper. Where can you look beyond their CV for more information? Can you see what their digital footprint is? How do they look on LinkedIn? Facebook? Instagram? X (formerly known as Twitter)?

Do they have recommendations or endorsements for the soft and practical skills you are looking for on LinkedIn?

Have you Googled them? Do they appear in the media?

4. The interview

When you first saw the candidate in your office, did they make a great first impression? Do they have good body language? Have they done sufficient research on your company or firm?

5. Values

Can the candidate express the values that are important to them? Do they line up with your Corporate Values? A mismatch in this area can lead to long term pain for both of you.

Have they expressed what are they passionate about? Does this ring true?

Is the candidate proactive? Do they appear to have a strong work ethic? Do they have an ability to work autonomously and as part of a team?

6. Curve ball

Sometimes it can be useful to ask a candidate a question that they might not be expecting or have prepared for. This helps you see the “real” them as opposed to questions they are likely to have rehearsed.

7. Cultural fit

Can you see that they are similar to the people already in your team? Can you see how they would fit in? Or do they bring some diversity and experience you are lacking?

It can be useful to involve a junior member of your team in the interview process. They can help you get a feel for how the candidate would fit in. Often a junior team member will be delighted to assist and to be asked for their opinion for a new hire.

8. Achievements

Focus on any relevant achievements a candidate has included on their CV. See if you can get to the bottom of their contribution to the achievement – was it theirs alone? Or was it a team or department achievement they are taking credit for?

9. The office tour

When you walk someone through your office, are they curious and enthusiastic? Are they treating everyone they meet with respect and genuine interest? An office tour can give you some insight as to how they might fit in your organisation. Introduce them to a couple of people in the office. Do you see enthusiasm, or someone just going through the motions?

10. Referees

Here at Legal People it's our role to give consideration to these questions for you. We focus on contacting relevant referees for confirmation that the candidate is a hardworking and ethical person.

11. Instinct and the X factor

If you are a hiring manager who recruits all the time, you probably have your own 6th sense as to whether a candidate is going to be right for your firm. There can be an element of gut instinct in play and hopefully you are a good judge of character!

Our last tip is to not get bowled over by the most charismatic candidate. Sometimes the more introverted quiet achievers are what you need! If you are new to recruiting, it's helpful to have a second opinion and someone you can discuss your thoughts with. Learning to recruit the right person is a skill that comes with experience. Don’t forget to ask us if you get stuck!

Are you looking for staff in the Legal Industry in Melbourne? Then get in touch with us here at Legal People. We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates.

Further reading:

To your good health in law

Wed, 09 Aug 2017 03:50:09 GMT

To your good health in law

This article from the Victorian Legal Services Board Commissioner suggests that chronic stress still impacts lawyers and remains an ongoing issue in Australia.

The legal industry can involve long hours and high pressure. Many lawyers run on adrenalin all day and have trouble sleeping.

Long term exposure to sleep deprivation and stress can lead to mental health issues. This includes depression and anxiety and more. It is not just stress that impacts on the health of any busy lawyer, there are many other environmental and work related factors that contribute to the equation.

These are our tips for staying in tip-top shape in the legal industry:

1. Digital detox

We are all bombarded by electronic messages 24/7. This may be client e-mails, staff problems or social media marketing messages. Never before have our brains had to deal with so many messages in a day. Turning off your phone and stepping away from your computer at least an hour before bedtime can help with your sleep quality.

2. Get enough rest

Your body and your brain needs time to recover from your day. We suggest scheduling enough time to get the sleep that you need. You should also take time out from the office for a regular holiday to recharge. Arianna Huffington learnt the hard way about the impact of not enough sleep on your body when she collapsed from exhaustion . See her tips for getting enough sleep here .

3. Stay at home if you are sick!

You will get better quicker if you rest. The world will manage without you.

4. Schedule time for wellness

You are a better Lawyer and a better person if you are healthy and strong. Consider building time in your schedule for a regular massage, reflexology, or therapy of your choice.

Look into meditation which is a simple way to help you deal with the stress and pressure of your career.

5. Nutrition

Healthy food has become controversial and a minefield of advice. We will keep ours simple! Watch your portions. Don’t eat more calories than you need. Fill your plate up with mostly vegetables. Make sure you take the time to eat during your day and don’t skip meals.

If you are struggling to cook healthy meals because of your workload, take some time to do a big cook up on the weekend. Or consider one of the many ready meal box options available on the market for delivery or at your local supermarket.

Also consider what you are snacking on. Take the time to stash some healthy snacks in your office so you are less likely to reach for a vending machine. Choose something low GI to give you energy for longer.

6. Schedule time for exercise

It’s easy to put off exercise when you are working hard and doing long hours. You may also spend a lot of time sitting at a desk and having a sedentary lifestyle. You will feel better, stronger and fitter if you are taking time out to get regular exercise. This might mean joining a gym, taking up cycling or just get moving. Take up dancing. Take up kick-boxing. Take the stairs instead of the lift. Buy a Fitbit and get those 10,000 steps a day.

Regular exercise boosts your metabolism, keeps your endorphins flowing and boosts your immune system.

7. Watch the alcohol

It’s easy at the end of a long day to pour a wine or two to take the edge off. Current medical advice suggests no more than 10 standard drinks a week and no more than 4 standard drinks on any one day for healthy men and women.

8. Hobbies

Are hobbies old fashioned? We don’t think so. They are good for you. They help extend your network and sense of community. Find something you are passionate about and get involved. Is it community theatre? Wine collecting? Knitting? Model Trains? Public Speaking? Political involvement?

9. Pets

Owning a pet is great for your mental health. A dog will get you out of the house and into nature for a walk and they will always welcome you home enthusiastically at the end of a challenging day.

10. Family

Nobody ever dies wishing they worked more. Life is too short. Take the time to spend quality time with your family doing things you all enjoy. Go to the footy. Take your kids to the park. Create family memories and experiences. They are, after all, most likely the reason you are working so hard in the first place. Don’t forget that. Stay healthy and look after yourself for them.

Are you looking a new role in the Legal Industry in Melbourne? Then get in touch with us here at Legal People. We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates.

How to win friends in the workplace

Tue, 11 Jul 2017 11:00:00 GMT

How to win friends in the workplace

Working in a team environment can often lead to becoming friends with your work colleagues. Shared experiences, mutual trust and the familiarity of day to day interaction can be the basis of amazing and enduring friendships.

Nobody else but a work colleague understands exactly what you are up against day in day out.

They can share your exasperation with a difficult client or a challenging case. They can help you celebrate your wins and commiserate your losses.

These are our 9 tips for winning friends in the workplace. Some are obvious… others serve as a reminder for manners and good behaviour. Many are qualities our clients ask us to find in a candidate! See how many you have in your soft skills toolkit.

1. Be considerate

A considerate co-worker keeps their workspace tidy and cleans up any mess they have made. (Yes, this includes in the kitchen!) They respect the working space of others. They do what they say they were going to do and they turn up when they are supposed to.

2. Be respectful

Treat your colleagues fairly, regardless of their experience, gender, or background. Treat them the same wherever they sit in the corporate hierarchy. We love a candidate that is just as kind to the cleaner as they are to the CEO. We have even heard of some firms testing out how nice you are to the receptionist as part of their hiring process!

Being respectful includes listening to the opinions of others and understanding their right to have an opinion and ideas. It may mean not interrupting someone or making the effort to be extra courteous or polite.

You can demonstrate respect with your tone of voice, your body language and actions.

3. Be thoughtful

We love a thoughtful co-worker! Make someone else a coffee when you make your own. Buy a cupcake for a birthday, or referring a service that you know they need.

4. Be resilient

Despite all of our best efforts towards respect and consideration, there can be conflict in the workplace. You may have needed to get something off your chest or a colleague may feel slighted by an action. Be the bigger person in these situations and take the high road. Bounce back from any slights and see if you can see the situation from their perspective. Workplace conflict can be a reflection of things that are happening outside of the workplace. It can be a good idea to cut your co-worker some slack if you can.

5. Be inclusive

There is nothing worse than starting a new role and feeling excluded. It’s like being back at high school and not being able to hang out with the cool kids. Extend an invitation to your colleagues to your next team lunch or function. Or, ask them to coffee to get to know them better.

6. Be positive

It is hard to be friends with someone with a negative outlook. Positivity attracts positivity, so make an effort for your interactions to be up-beat. This might mean biting your tongue rather than launching into a tirade of whinging. Make an effort to compliment someone on their efforts in the workplace. Congratulate them on a recent success.

7. Be authentic

We think the best workplace friendships are built on authenticity. This means bringing the same personality traits you save for friends and family into the office. Share a little of your life with your colleagues and you may be surprised at the things you have in common.

8. Be generous

We are not just talking about your money here either. Be generous with your time, your wisdom and experience. Many great friendships have been built on the basis of a mentor and mentee. Of course it doesn’t hurt to buy someone a coffee occasionally too. Or remember their birthday!

9. Be interested

Take an interest in your colleagues around you. They are your future network. Remember thoughtful details about their lives, their children’s names, their hobbies. Be interested in their career backgrounds and interests.

A great work friend can be an ally and a confidante. They can make turning up at work every day much more fun. Spend some time thinking about your interactions with your colleagues. Are you approachable and friendly? Why don’t you invest some time in building these skills? We think it makes you all the more attractive to our client base.

Are you looking a new role in the Legal Industry in Melbourne? Then let’s talk! We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates.

Leadership skills in the legal industry

Wed, 14 Jun 2017 06:37:10 GMT

Leadership skills in the legal industry

Leadership is defined by the Oxford dictionary as the person who leads or commands a group, organisation, or country. So what particularly does leadership look like in the legal industry?

We are often asked to find a candidate who has leadership skills or potential. There are mixed opinions as to whether lawyers are naturally gifted at leadership. They are intelligent and well educated, not to mention their great analytical and research skills. The great news is, leadership is a skill that is learned and can certainly be developed if you have the aptitude.

These are the leadership skills we look for when recruiting for the legal industry:

People skills

This includes the ability to communicate with colleagues, peers, senior executives and clients. It also includes the ability to actively listen to what they are telling you.

Strategic vision

The ability to see the big picture and how to get there.

Commercial acumen

An understanding of how the legal industry works including billable hours, client profitability, client relationships.

The ability to inspire and motivate

A leader in a law firm needs to be able to inspire and motivate the team around them. They need to inspire them to get the job done with passion and efficiency.

The ability to develop your team

A great leader understands that they are only as good as their team. They look for future leaders to develop and mentor around them. They encourage team members to try new things and to work on the skills that need improvement. They can spot a rising star and do what they can to nurture talent.

Client focus

A leader can empathise with a client and communicate appropriately. They can bring the client perspective to a situation. They understand the power of word of mouth recommendations and referrals.

Well established and nurtured networks

Or the ability to develop these. It may be that you have years in the legal industry and plenty of industry and client contacts, or it may just be that you have a charismatic personality and the ability to create them.

Supportive of and excited by change

A lot of what is involved in modern leadership is leading people through change. It might be a restructure, or dealing with a technological change, but the workplace is an ever changing environment. A great leader is passionate about doing things better.

They need to lead through our dynamic strategic landscape, with the rise of outsourcing, virtual firms. They need to be aware of what the competition is doing and keep an eye on disruptive start-ups that might impact firm activity or client matters.

A great leader knows that for a company to grow and move forward, continuous change is a necessary factor.

Able to manage across generations and geographies

A modern leader will be managing multiple generations including millennials, generation Y, X and even Baby Boomers. They also may be leading across multiple geographic areas either interstate or internationally.

A passion for the law

And last but not least – technical skills and relevant work experience!

If you have read our list and thought that there are some areas here that you need help with, don’t be afraid of asking for help. Consider an executive coach or a mentor that can help you to develop these skills.

Our list which is by no means exhaustive. What other leadership qualities do you suggest you may need in the legal industry?

If you are looking for a new role in the Legal Industry then get in touch with us here at Legal People. We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates. These are specific to the Legal Industry and career advice for legal professionals.

Standing out from the job seeking crowd

Tue, 06 Jun 2017 10:00:00 GMT

Standing out from the job seeking crowd

So you have decided it is time to move on from your current role. You might be feeling stifled. You might be unable to see promotional opportunities or partnership opportunities coming your way. It may even be that you can’t stand looking at the same people every day anymore!

How many years is it since you put yourself on the market? You might be nervous about getting outside your comfort zone. You might be thinking about all that new and upcoming legal talent that has come after you. So how do you compete? How do you get your application into the “maybe” or even the “yes” pile? How do you get yourself onto the short list?

We suggest taking a 3 stage approach.

Stage 1: The preparation

Online Profile

The first step is to ensure your online profile presents the best version of yourself. This means updating your LinkedIn Profile. We suggest turning notifications off. This ensures you are not broadcasting changes to your network. See how here .

This is particularly relevant when you are connected to your Boss or colleagues or clients on LinkedIn. You should also ensure that your profile includes the key words you wish to be found for on LinkedIn. These should be in your Headline and Summary. You may also wish to switch on the functionality in LinkedIn that shows to recruiter’s you are open to approaches.

Always ensure you have a great professional photo on your LinkedIn Profile. It is most likely the first impression you will make on a potential recruiter or hiring manager.

CV

Update your CV using a professional format, font and layout. Include your most recent and relevant experience. Always use specific achievements and examples that illustrate your point. This might include matters won, or new business gained.

Consider what it is that makes you special and different to the other candidates that might have similar experience to you.

Do you have more life experience having come to the Legal Profession later in life?
Do you volunteer your time somewhere interesting or relevant?
Have you dealt with a high profile matter or client with outstanding results?

Have a trusted friend or colleague review your CV and suggest improvements. Always spell and grammar check it! You can find resume templates on our Interview Tips, FAQ's and Resources page.

Networking

The hidden job market is also worth exploring. This means putting out feelers to your network and having them understand that you are looking for a new challenge. It is best to do this with discretion. Do you have a mentor? Do they know of any roles that have not yet been advertised?

Research

Spend some time researching the role you want and the Company you want to work for. You might narrow this down to a list of 5 or so. Consider what it is that attracts you to them. Is it their values? Are they at the forefront of technology? Type of clients/matters they handle? Are they known as a great ‘family friendly’ employer? Do they offer global opportunities?

Consider at this point the type of role you are after. Do you want to try a different area of the Law? Are your skills transferable? Could you move from a firm to be an in-house counsel? Or is it time to upskill into an area you find your interests moving?

Stage 2: Applying for roles

Select the roles to apply for that you are passionate about. Don’t apply for everything you see, even if you are desperate. Be discerning in your role choice.

This applies also for the companies you have informal discussions with –base this on your preparatory research.

As part of your application process, ensure you are using a tailored cover letter for every role. This is relevant even if it is an internal or sideways move. Your cover letter should be no more than one page. It should be addressed to the hiring manager and include your most relevant experience based on the key selection criteria.

Stage 3: Maintain your performance

During the job seeking process it is important to continue to perform in your role. You never know which current clients, colleagues, peers or opponents may pop up in the next phase of your career. We recommend keeping your performance and productivity momentum out of respect for your current employer and colleagues.

If you are looking for a new role in the Legal Industry in Melbourne, Australia, then get in touch with us. We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates. These are specific to the Melbourne Legal Industry and career advice for legal professionals.

Returning to your legal career after maternity leave

Wed, 10 May 2017 10:00:00 GMT

Returning to your legal career after maternity leave

A legal career can be a challenging thing when it comes to taking time out to have a family. According to data from the Victorian Legal Services Board , women lawyers have been outnumbering male lawyers in Victoria since 2021!

At Legal People, we are often asked by female lawyers how to go about returning to their career once they have finished maternity leave. We agree it can be a challenge, particularly if your priorities have changed post kids and you want more flexibility in your role than you had before.

Some employees will want to return to their pre-family role that they have worked hard to earn. They may be happy arranging the extra support at home to make this happen.

In some instances, a firm will come to the party with a flexible role. They understand the investment they have made in the career of the employee and the value flexibility adds to employee retention and engagement. These firms are also aware that research has shown part time employees are highly productive and efficient. Having said that, there are still legal industry employers who have been slower than some to embrace flexibility and job share possibilities.

Leading law firms frequently recognised and awarded as 'most popular employer' swiftly adapt their flexible/hybrid work policies to reflect the changing times. They acknowledge both the higher numbers of women working in the legal sector, and also ensure workplace policies cater for, and support, both primary and secondary carers.

However, what can you do if your employer will only have you back to your old role at its former terms and conditions? (e.g. full time, available to clients 24/7 or with plenty of travel required?) The employment law gives carers the right to request flexible working conditions where they have children under school age. In theory an employer can only refuse on reasonable grounds. We recommend putting a lot of thought and effort into your flexible working proposal ensuring it is of equal benefit to both you and your employer.

And if a solution to both parties cannot be reached?

This may mean for you that it's time to start looking for a new role that can accommodate most, if not all, of your requirements.

You may notice that advertised roles that offer part time or flexible hours are not that common and are highly contested. It is worth enquiring with the advertiser, even if a full-time role, whether the employer or client might be open to part-time &/or flexible working hours.

Tips for maximising your success

Research firms that have good track records as employers of women and good reputations in relation to diversity.
Target roles that include the word flexibility in their job description.
Ensure you discuss with your recruitment consultant the best approach for negotiating flexibility for this particular role and firm.
It will be easier to find something the more days you are available. Consider a 4 day a week role to begin with or ascertain the possibility of working remotely from home at least 1 day/week.
Consider offering to be contactable out of hours for emergencies in exchange for flexibility.
If you have worked in a flexible way before or with autonomy and remote access, make sure a prospective employer is aware of this.
Talk to other people in the Legal industry that have gone before you. How did they make flexibility and raising a family work? Is there anything you can learn from them?

Ways to see if a company is family friendly

Does their website mention flexible working hours or remote working?
Ask about a typical day whilst you are in an interview
See whether you can see examples of other employees working flexibly

If an employer can’t offer you flexibility and it is your number one career priority, then you have to conclude that your values are out of alignment. You should look elsewhere.

Should you manage to negotiate a flexible role, prioritise making the arrangement work for both your employer and yourself.

Good luck!

If you are looking for a new role in the Legal Industry in Melbourne, Australia, then get in touch with us here at Legal People. We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates. These are specific to the Melbourne Legal Industry and career advice for legal professionals.

4 tips to get the most out of your salary review

Wed, 10 May 2017 03:17:42 GMT

4 tips to get the most out of your salary review

That time has rolled around again. Salary review time. Are you ready for it? Have you spent the last 12 months gathering evidence of your great performance?

The reality of the Legal Industry is that performance and salary reviews are a delicate balance between rewarding staff and managing labour cost increases.

Here is our easy 4 step plan for approaching an annual salary review. It just may help you get what you are after!

1. Bring the proof

Hopefully throughout the year you have kept evidence and examples of your great performance. Some people keep a specific folder in their inbox for positive feedback and small reminders of wins.

Winning significant business
Improved something to enable a reduction in headcount
Taken on more clients
Added to your qualifications
Been in demand due to a growing reputation

It is also a good idea to have an understanding of what the current market rate is for a Lawyer of your experience and speciality. We can help with this via our unique Legal Salary tool. Based on more than 5,400 anonymous survey responders, you can search your speciality, role and location here .

2. Take on constructive feedback

Your manager may have examples of situations you could have handled differently. They may offer suggested approaches to upcoming cases. Any kind of performance conversation needs to be a two way street, so don’t forget to listen! Ensure that you take on board any areas that they want you to focus on.

3. Is it a good year for the firm?

Any kind of performance conversation needs to take place within the landscape of the current economy. It also needs to consider the firm’s financial performance over the last 12 months. Hopefully you contributed by meeting your budget! You should understand whether company revenue is on target. You should have a high level understanding of prevailing current market conditions.

4. Don’t forget to ask the question!

You may be surprised how many people turn up for their annual salary review and simply do not ask for an increase. It can be as simple as stating “I’d like you to consider a salary increase.”

You may already have a figure in mind, it may be that this needs to be negotiated.

But they said 'no'...

If you feel that your performance is impressive and your firm has been unable to meet your salary expectations, it might be time to move on. Generally speaking moving to a different firm will increase your salary, although not always significantly.

Leaving an organisation for more money should be considered an extreme measure. You should also be sure that a new role will be challenging and offer career opportunities! If leaving is not right for you, start gathering evidence of your contribution for the next review cycle. And make it even more impressive!

Legal People event - Italian cooking class!

Wed, 22 Mar 2017 05:16:49 GMT

Legal People event - Italian cooking class!

It was a very warm day in March when the Legal People team ventured out to the CAE in Flinders Lane to spend a night together away from the office. We invited along some special guests, being some of our clients and candidates we have helped, and a great night was had by all!

We were welcomed with a Legal People apron (to keep!) and a glass of wine. We enjoyed mingling and hearing how careers and placements have been going.

In a warm and relaxed atmosphere we met our Chef and his team and they talked us through the menu we would be creating in teams together. The venue is rustic and charming and has a great view over the happenings of Flinders Lane.

There were some great cooking tips learned from the professionals that we know will be used at home!

The Menu was an Italian Extravaganza and we cooked:

3 types of Bruschetta
Stuffed Mussels
Chargrilled Peach salad
Roasted Vegetables
Chicken and Mushroom Risotto
Tiramisu

Yum!

The teams all worked well together and it was lovely to enjoy each other’s company. We all met some new faces and it was a great environment to do a little networking.

The food we cooked was of course delicious and the conversation was flowing. It was just like a big Italian family feast!

It really is these social events that help us get to know our clients and candidates better. It was also great to celebrate what has been a great summer in Melbourne and a VERY busy time for Legal People. We hope those that attended had a great night and look forward to doing it again soon!

If you are looking for a new role in the Legal Industry in Melbourne, Australia, then get in touch with us! We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates. These are specific to the Melbourne Legal Industry and career advice for legal professionals.

Recruiting for your corporate culture

Wed, 15 Mar 2017 10:00:00 GMT

Recruiting for your corporate culture

When recruiting for clients, we are often asked to find someone that fits their corporate culture. So how important is cultural fit in the recruitment process? It can be as important as sourcing candidates with the appropriate skills and experience. Much research and discussion has taken place on what happens when you get cultural fit wrong - some statistics suggesting that this error can cost you between 50-60% of a person’s salary and is a catalyst for 80% of employee turnover . This demonstrates it is clearly worth the effort in focusing on cultural fit with any new hire.

Hiring an employee that fits well within your organisation's culture adds to their job satisfaction. It will ensure they are a productive, happy member of your team. It will increase the time they are likely to stay in their role or with your organisation.

Aligning the values of an individual and an organisation can be an art. What we find helps is that a company has clearly defined their values. These values must not just be a list of buzz words or jargon. They must also be clearly visible in the actions of their staff and leaders. Having a defined set of values is an important part of your company identity whether you are a major Law firm or a start up!

These are our simple steps to follow to ensure your company is recruiting for cultural fit.

Clearly define your values

Can you put your finger on what is it that your company values? Remember that these have to be displayed in action by your team. For example if you value excellence and recognition, then it is important to ensure your company is seen celebrating success.

Consider when you are selecting them that they are values you see in your team’s behaviour on a daily basis. They can also be aspirational – how do you want your team to be behaving? Assigning around 5 values is good practice. Some potential values might be:

Integrity
Community
Excellence
Innovation
Teamwork
Leadership
Customer Centric
Entrepreneurial
Family friendly
Teamwork
Authenticity
Diversity

Your company values are not just a list, they are what you want to see in action the behaviours from your team.

Now that you have your values, they should be included on company literature. They should especially be included on job advertisements. They should be communicated in such a way that all of your staff are familiar with them. It is a good idea to ensure you call out or reward staff that are continuously demonstrating the values of your organisation. This helps reinforce their importance.

It is vital that the people in your hiring process from HR managers down to line managers understand your organisational values. They must also understand how they fit into your hiring process.

To demonstrate: you can recruit someone with all the skills and experience in the world, however, if they highly value autonomy and you highly value teamwork, then it is unlikely to be a good long term match.

Ideally, you want your employees to be living your organisational values. Having employees aligned to your values, helps them feel engaged with both your company and their role. This effectively means they become brand ambassadors for your organisation.

How do you determine a candidate’s values?

A behavioural interview can help you understand a candidate’s attitudes and values. It allows them to demonstrate past behaviour. Past behaviour tends to be a good indicator of future behaviour. Listen carefully for examples that the candidate provides that illustrate when they have put a value in action. Decide which values are the priority in this particular hire that you are wanting for your team.

Once the interview is concluded it can also be helpful to let a candidate see your culture in action. This might mean taking them on a short office tour after an interview, or introducing them to a key team member. It might be sharing with them some company marketing collateral or giving specific examples of how your team puts the values in action.

This helps give a candidate an inside view of your organisation and a feel for the culture. This will help them understand whether your organisation is the right fit for them.

As one of Melbourne’s leading specialist Legal recruiters we pride ourselves on our ability to help you recruit candidates that align with your corporate values.

If you are looking for a recruiter specialising in the Legal Industry in Melbourne, Australia, then get in touch with us here at Legal People. We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates. These are specific to the Melbourne Legal Industry and provide career advice for legal professionals.

Lawyers: building your personal brand

Wed, 15 Mar 2017 06:09:08 GMT

Lawyers: building your personal brand

When you are job hunting, you are likely to hear the term “Personal Brand” thrown around a lot. In a modern legal career, personal branding is another tool in your toolkit. It helps you stand out from the crowd and demonstrate your value. People want to do business with people they know, like and trust, and building your brand helps you demonstrate this.

So what is a personal brand? And how do you make yours great? Your brand relates to what people say about you when you are not in the room. It is more than your reputation, it is the impression you make and what you are known for.

It is how you are perceived by your peers, colleagues and clients. It is your outlook, your tone, your authenticity, your delivery, your reliability, your problem solving ability among many other things!

A great personal brand has a bit of polish, is trustworthy and engaging. A person with a strong brand understands well what is unique about them and uses it to distinguish themselves.

It can be important to distinguish between your company’s brand and your own. They might complement each other – but in a competitive market with firms that are similar, having a strong personal brand will give you the edge.

The concept of personal branding was coined around 1997 by Tom Peters. You can read his thoughts on it and how it applies to your career here .

Building your personal brand is an ongoing process. Consider how you position yourself and your skills. There are a lot of smart, well-educated Lawyers in nice suits in Melbourne. A strong personal brand helps you stay front of mind when a client is considering engaging a Lawyer or when you are looking for a new role.

How do I start building my brand?

The place to start is with a little bit of self-awareness and self-evaluation. Consider the following:

What do you stand for?
What are your values?
What are your professional strengths?
What do your clients have to say about working with you?
What are your talents?
What do your colleagues say about working with you?
What does opposing counsel say about you?

Draw yourself up a list of the words that come to mind. Consider from this list what feels authentically you.

What behaviours do you consistently exhibit? This is the basis of your personal brand. It can be aspirational, after all your brand is your life’s work, not just a snapshot in time.

How do I develop my brand?

Once you have figured out what you value and stand for, it is time to think about what you want to be known for.

What do you want people to associate with you?
Is there a subject matter that you are an expert in?

It can be a helpful exercise to write down the 5 or so things you want to be known for. Ask your friends and colleagues to help with this, what is it that they think about when they think of you? Once you have come up with what you want to be known for, consider whether there is a way to make your expertise in this subject more visible to those around you.

Your personal brand online

If you Google yourself your LinkedIn Profile is most likely going to pop up. Your LinkedIn profile can often be the first impression you project to a potential employer or client. It should be professional and clearly articulate the problem you solve. Don’t forget a professional headshot! Check out our other articles on our News & Insights page to read more about managing your LinkedIn profile.

Any other social media profiles should have appropriate security settings.

Consider yourself a content marketer

This relates to the information you share. It could be via LinkedIn or it could be flicking an interesting article to a colleague via email.

Speaking engagements

If there is an opportunity for you to speak in your field of expertise then you should grab it with both hands. Speaking is a great way to build your brand and expand your network. Ensure when you present you are engaging, on topic and well presented!

Write articles

There are many industry websites, magazines, blogs and online groups where you can contribute to discussions or even pen articles yourself. This helps you become known as an expert in your field and raises your profile.

Be interviewed by the press

The media are often looking for experts to comment for articles they are writing. Are you able to make yourself known to journalists who write in your field. Do your online profiles describe you as PR friendly?

Keep learning

Continue to build on your expertise and life experience. Volunteer for new and interesting things. This will ensure you continue to build your network and skills.

And lastly... monitor it!

Our last tip for you, now that you have undertaken to build on your personal brand, is to make sure that you monitor it. This is especially important to do online. It can be a good idea to set up a Google Alert with your name – then you will get an email every time your name is mentioned online. If you have a common name consider using a middle initial on your profiles.

Implementing gratitude, empathy and mindfulness in your workplace

Tue, 21 Feb 2017 00:48:00 GMT

Implementing gratitude, empathy and mindfulness in your workplace

In an earlier article, we talked about meeting Hugh van Cuylenburg and his Resilience project (view previous article here ).

In a response to concerns about mental health issues in Australia, Hugh teaches programs about resilience in schools and also to sports teams and corporations.

Hugh has spent a lot of time travelling in the 3rd world. As part of his travels he started to learn about how children with very little in the way of material possessions were instinctively happy. He took the time to study what they were doing. He found they were applying concepts of Gratitude, Empathy and Mindfulness to their daily lives.

In a nutshell his program builds resilience and coping mechanisms by encouraging the regular practice of the following skills.

Gratitude

Practise noticing the positive things and moments in your life.

This helps you overcome the many negative messages your brain receives in any given day.

Empathy

The act of thinking of others before you think of yourself. Doing something kind for other people.

Mindfulness

Being present in the moment. Taking the time to be still.

So how can you implement these concepts in the workplace?

In a busy legal firm, many negative things can occur. You can lose a case. You can lose a client. You can have a bad meeting. You can have a conflict with a colleague. You can make a mistake. Or things might be going on outside the workplace such as a relationship breakdown, an illness, losing a loved one or another kind of trauma.

Resilience is the ability to bounce back from a negative experience. Your coping skills improve if you are able to apply Gratitude, Empathy and Mindfulness. We all have the power to control the strength of our emotions and how we respond to situations.

It has been suggested that introducing these concepts can improve mental health in the workplace. It can improve productivity, reduce sick days, increase happiness and levels of well-being. It improves your office culture and engagement. Why wouldn’t you try it?

These are some of our suggestions for implementing these concepts in the workplace:

Gratitude

Introduce a gratitude jar in the staff kitchen
Email someone the 3 things you are grateful for at the end of each day or put them into your phone.
Consider keeping a gratefulness journal
Ensure your workplace has a culture of saying Please and Thankyou to all levels of staff
Are you wondering what to be grateful for? Maybe it is your education? Maybe it is your supportive team, maybe it is an understanding and patient client? Maybe it is your salary or an impending opportunity you are grateful for.
Send a note to a colleague thanking them for their efforts
Take the time to thank an existing client for their ongoing support of your firm
Thank someone in your network for a referral

Empathy

Doing something for other people makes you feel good. This releases oxytocin to your body. Oxytocin increases your happiness levels. Here are some suggestions.
Take the time to share a problem. A problem shared is a problem halved.
Do something kind for someone in your workplace every day. Buy them a coffee. Leave them a thankyou note. Offer to help with something.
Take the time to have a conversation with a colleague to understand what is going on in their lives

Mindfulness

If you notice something positive take a minute to stop and enjoy the moment
Meditate for up to 20 minutes a day. See our earlier article for a list of handy apps to help with this.
Laugh more.
Take the time to listen to music that you like
Exercise more to increase your body’s endorphin levels

Of course the workplace is only ever part of the equation, and one that we most-likely spend too much time in! You might also want to consider how you might implement these concepts in your family to help improve their mental health.

How can you use these concepts at home? And for your family?

Studies show that our children are receiving 52 times the information to their brains than we were receiving in our childhood. All this information can be taxing and have an impact on their anxiety levels.

Try these simple ideas at home:

Reduce the number of messages your child’s brain is receiving. You can do this by reducing the time spent on screens
Take the time to walk to school
Start a Gratitude jar
Play your families favourite music in your house
Be active and exercise together
Laugh More
Introduce the concept of meditation and stillness to your family
Get your children to do something kind for each other or others regularly
Do some mindfulness colouring with your children

The Legal Industry is a stressful and fast paced environment. Do you want to improve your own or your family’s mental health? Do you want to be more resilient and have better coping skills? We encourage you to give our suggestions above a try. See what works for you and the benefits you see in your life and career.

If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates.

What attracts top legal talent NOW?

Wed, 08 Feb 2017 10:00:00 GMT

What attracts top legal talent NOW?

Here at Legal People we like to keep our finger on the pulse of the legal recruitment trends in Melbourne. We are often asked by our clients how they go about winning the war for talent.

We are often finding those talented candidates in highly sought after areas can be fielding more than one offer. They have a unique opportunity to really weigh the benefits of one firm against another. They very much want to make an informed decision about which company is right for their skills, values and personality.

So how do you win the war for talent?

What do you need to offer to give you the recruiting edge over another firm? We share our thoughts below.

Flexibility

Lawyers and Legal Support Staff are increasingly asking for flexible hours.

This might include any mix of:

Part time
Hybrid work (the ability to work remotely or from home)
Job sharing
Working a flexible day (e.g. an early start or a late finish to avoid the peak hour commute or to manage family or study responsibilities)
The ability to purchase additional annual leave

Consider whether there is a way your organisation can support these types of arrangement. Being able to provide examples of other team members working flexibly can also help.

Information

Candidates are increasingly putting in lots of research into a hiring firm. This is so they can make an informed decision in relation to an offer.

In particular they are finding out what they can about:

Company culture
Company retention rates
Team structure
Partners’ managerial and communication style
Working environment
Career opportunities
Where company decisions are made – is it local?
Why a role has become available

They are researching this online, via social media and via their networks. They are also asking us!

Being able to clearly demonstrate what you offer on your Website and Careers pages via images, video and recommendations can help. Similarly these could be shared on your social media channels. Do you have career progression case studies that are relevant? This may help you put your best foot forward.

Salaries and sign-on bonuses

In areas where there is shortage of relevant skills, firms are making use of sign-on bonuses.

Firms could also consider flexibility in relation to salary reviews outside of the usual cycle. This can help sway a candidate who has been offered similar money at competing firms. This is particularly relevant if they are being hired during a window that makes them ineligible for this year’s review cycle.

Benefits

You should also be able to clearly articulate and demonstrate the benefits involved in working for your firm.

Do you offer:

Health cover?
On site cafeteria/barista?
Gym memberships?
A wellness program?
Parking?
What else?

Career development

Can you demonstrate that your staff have been invested in, developed or mentored? Can you provide evidence of their career progression? This helps a candidate envisage a career path at an organisation and may help sway them towards your firm.

Have you informed a candidate about your impressive induction program? Have they been told about any training programs they will be able to attend?

Thinking outside the box can help your organisation win the war for talent. It doesn't need to be a race to the highest offer. Money will only get you so far in life after all!

Are you looking for talented staff in the Legal Industry in Melbourne? Then get in touch with us here at Legal People. We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates.

LinkedIn for legal support staff

Wed, 08 Feb 2017 10:00:00 GMT

LinkedIn for legal support staff

Having an impressive LinkedIn profile could now be considered an essential tool in your career kit bag. It is not just relevant for those seeking a new role, it is your personal brand presented online. You can use the LinkedIn tool to connect with colleagues, peers, bosses, clients, potential employers and to build your network.

Presenting the best version of yourself online has never been more important.

Have you ever tried Googling your name? What came up first? Your Facebook profile? Or your LinkedIn Profile? LinkedIn is very dominant in search results, so you will often find its results pop up first.

How do you go about making LinkedIn work for your Legal Support Career?

Whilst LinkedIn IS a social network, it is important to remember that it is a professional networking platform. It is not Facebook or Instagram and needs to be treated a little more formally than these more social channels.

These are the tips we have for making a good impression on LinkedIn.

1. Have a great photo

We recommend having a professional headshot in your LinkedIn profile. This helps demonstrate you take your career seriously. You should be dressed as you would be for work.

2. Have a well written profile

If writing in an engaging and professional manner is not your strength then it is possible to engage a professional to do this for you.

Your headline should include the problem you solve. Think outside your job title. For example are you a Legal Secretary with expertise in a particular field? You could say “Experienced Litigation Legal Secretary at ACMI Lawyers".

Your LinkedIn profile is more than a resume. It should include keywords and search phrases for which you want to be found. It should be engaging and scannable.

Use sub headings, paragraphs, and short sentences. This formatting makes it easier to read online and in particular from a mobile phone.

Once you have completed your Headline and Summary run a quick test. In LinkedIn run a search for your particular area of expertise. Do you come up in the search results? Have you used this key word in your summary and experience?

So I have a profile, what’s next?

3. Network

Network with colleagues

LinkedIn is a great platform to build professional relationships with existing and former colleagues. Ensure when you send a connection request it includes a personally written invitation.

Network with potential employers

On LinkedIn you can follow Employers you have worked for or those that you have an interest in. This will help you see job advertisements and general news from their organisation.

It will also help LinkedIn know your preferences and LinkedIn will suggest more relevant roles that you might be interested in.

Network with clients

If you have a client facing role, it might be appropriate for you to connect with clients online. This keeps you connected and enables you to engage on their status updates and milestones. It can also be a handy way to remember a name!

4. Build your authority online

Join Groups

Join Groups on LinkedIn that relate to your area of specialisation. This can help you connect with peers, and stay on top of trends and current areas of concern. Join groups that relate to your Alumni or even professional associations.

To join a group, search for a topic on LinkedIn and then filter to Groups. LinkedIn will recommend some that may suit you. Join in discussions that are relevant to your interests.

Endorsements

Get endorsed for your skills. Ensure that you have your most relevant skills listed. You may find that if you take the time to endorse your colleagues and peers that they take the time to endorse you back.

Recommendations

Ask colleagues and managers from previous roles for recommendations. These are just as powerful as referees on your resume.

5. Search for a Job

Using LinkedIn you can research target companies that you want to work for. Follow their company page and keep up to date with their news.

You can also keep an eye on a company’s available role by clicking on “see jobs” on their company page.

Our other tips

Always ensure your LinkedIn profile is connected to a personal e-mail address. This is to ensure that you do not lose control of your profile if you change firms.

Make sure you keep your profile up to date and relevant. Remember to update when you take on a new role or complete a significant project.

Used well, LinkedIn will help build your personal brand. It provides a forum to make a great impression online. This can help you build your network and when the time is right, it can help land your next role. If you leverage the power of LinkedIn effectively, it will help you build your Legal support Career.

Are you looking for a new role in the Legal Industry in Melbourne? Then get in touch with us here at Legal People. We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates.

Job ready: writing a cover letter

Wed, 08 Feb 2017 06:58:41 GMT

Job ready: writing a cover letter

In this article we bring you our tips for writing the perfect cover letter. Follow these tips to help you get in the door for the interview!

Format

Recruiters generally ask for your CV and cover letter in a particular file format. This might be a PDF or a Word document. One reason for this is that they may be using scanning software to check the document for specially selected key words. It is important to submit your cover letter in the way they have requested. If it is not specified, use PDF format.

Please use professional looking fonts and formats. Remember Legal firms in Australia can be a conservative bunch, so keep your paper white and your text black.

Length

Your cover letter is not a summary of your CV. Its purpose is to highlight your relevant skills and experience. It should convince the hiring manager of your interest in their role and their company. It should pique their interest and pursuade them to want to find out some more about you.

Addressee

It is good practice to address the cover letter to the person who is recruiting for the position. Sometimes this takes a little bit of research which makes you look like you have initiative. Is there someone at the hiring firm you can ask for the person’s name and title? Can you do some cyber sleuthing on LinkedIn?

Your contact details

Please don’t forget your contact details. You should always include a professional looking email address. It is good practice to include a mobile phone number that you are easily contacted on.

Include the role details

In the subject line of your cover letter you should include the title of the role you have seen advertised and where you saw it. You never know, the recruiter may be sourcing candidates for several roles at the same time.

The body copy

This should include only the information that is relevant to this role. It is a good idea to use key words that have been used in the job advertisement. For example if they are looking for someone who is motivated and enthusiastic, then it is a good idea to use these words or their synonyms when you are describing yourself.

You should highlight your skills and experience in the particular area of law or support they are looking for. For example, you may specify that you have 7 years of experience in Construction Law if the role is for a Construction Lawyer.

Edit carefully!

Read over your cover letter carefully and ensure you do a spell check. Have someone you trust read your cover letter and check it for grammar and spelling. It can also be a good idea to read it to yourself out loud so that you get a feel for how it sounds. This will help you tell if the sentences are too long. Remember the hiring manager is likely to be reviewing lots of applications. They will most likely just scan your letter on the first read so keep it succinct and to the point.

Submit according to the deadline

Once your cover letter is finished, make sure you submit it according to the deadline in the job advertisement. Submitting it late is not a good look and is unlikely to get your application into the "Yes" pile.

Check out our Interview Tips, FAQ's and Resources page for more tips and access to CV and cover letter templates. Good luck!

If you are on the hunt for a new role in Melbourne, Australia, then get in touch with us here at Legal People. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for available roles and more career tips for the Legal Industry.

Further reading:

The do's and don'ts of using AI to prepare your CV and cover letter

Hiring managers: writing a compelling position description

Wed, 25 Jan 2017 07:01:50 GMT

Hiring managers: writing a compelling position description

Are you needing to recruit new staff? A detailed position description is the perfect way to tell us exactly what you are looking for. It helps us understand the expertise and experience that you are after. It also tells us the type of person that would fit into your team seamlessly.

When working with a recruiter, it is important that you are able to articulate what is unique or special about your company. Think why a candidate should want to work for you!

What skills and experience do you need for this role?
What technical expertise do you require for this role?
What soft skills are required in the role?
What are the behavioural competencies or personal attributes that are required for this role?
What criteria are you judging the candidates on?
How do you measure an employee's performance?
In which division/department does the role work?
Who does the role report to?
Is the role full time, part time, flexible? How many days WFH, if any, would you consider for a hybrid work arrangement?
What qualifications does the role require?
Is there any additional information or requirements? Think about what it might be advantageous for a candidate to know. For example, is there a particular skill that would be look on favourably?

This is the information we, as recruiters, look for in a position description.

You may have a HR resource that can help you with a template that has been used for recruiting other similar roles.

How to begin

Ask an outgoing employee to assist you pulling together a list of duties and responsibilities. This will give a good insight into the day to day responsibilities of their role.

If it is a newly created role, then at a minimum you need to:

Define the reporting line
Consider the level of expertise it requires
List the tasks you want the role to perform

This may have already been considered if you submitted a business case to support the creation of the new role.

Format the position description

We suggest your position description needs to include:

A Position Summary
Details of the Key Responsibilities
The Key Selection Criteria

The position summary should include what the division/department of the company does and what the role is expected to do. This should be a general statement about the purpose of the role, who they work with and for and the goals of the role.

The key responsibilities should include a dot point list of the actual tasks they are expected to undertake on a regular basis.

The key selection criteria should include information such as:

What sort of person are you looking for?
How many years’ experience do they need to have?
What is the skillset that you are wanting to attract to your team?

At Legal People we are well versed in turning your position description into an attractive, compelling, 'clickable' job advertisement. We take the information you feed us and make it attractive to Legal Industry candidates. Our many years of experience working in partnership, particularly with our law firm clients, makes this easier. This is because we know why they are great firms to work for! We understand their culture and know what is unique about them and about their future plans.

Generally in our advertisement we will include:

The job title
About the firm
About the role
The key selection criteria
What's in it for the candidate
How to apply

This information is then distributed via our website and our many other proprietary channels. We don’t just wait for people to apply. Using our vast network of contacts and relationships we often already have people in mind as we're talking to you about the role!

If you are looking for a Legal Recruiter in Melbourne, Australia, then get in touch with us here at Legal People. We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates. These are specific to the Melbourne Legal Industry and career advice for legal professionals.

Building your career resilience with gratitude, empathy and mindfulness

Thu, 12 Jan 2017 00:51:00 GMT

Building your career resilience with gratitude, empathy and mindfulness

During Mental Health week, we invited speaker Hugh van Cuylenburg from the Resilience Project to our client morning tea event. We wanted to understand what the Resilience project was about. We also wanted to give our clients the opportunity to apply the concepts it teaches to their lives.

8 Australians take their lives every day
1 in 4 adolescents have a mental illness
1 in 7 primary schools kids have a mental illness

Experts believe the increase in mental health issues in our society are a direct result of the brain being bombarded with information. The brain of a child and adolescent is being smashed with information. It receives 52 times the information we would have been receiving growing up. Anxiety disorders and panic attacks are particularly prevalent in our young children.

Hugh was particularly interested in learning about happiness during his travels. This is in part due to his experience with his sister. His younger sister suffered from Anorexia Nervosa. It devastated her body and her family from the age of 13 to when she was 29. Hugh wanted to understand why, when she had everything was she not happy with herself?

During his travels, Hugh met a young boy in the far north of India. This boy went to a school that did not have running water, it had dirt floors, very few resources and it did not have electricity. This boy was one of the happiest people he had ever met. Yet he slept rough. He ate rice for lunch with salt. He wore shoes with toes cut out. He had no family to speak of. Hugh set out to discover what made him so happy. He discovered that this child was instinctively practicing 3 things every day.

These were:

Gratitude

At its core, the concept of gratitude is the ability to focus on what we've got, not what we don't have.

In the Australian culture we can be quite materialistic. We upgrade items whilst they are still functional. We set after the newest iPhone or the latest model car. We often think things like "If I buy this then it will make me happy".

Gratitude makes you pay attention to what we already have.

Hugh suggests taking the time each day to be grateful. He suggests writing down 3 things you are grateful every day. You will find that after 21 days your brain will start looking for positive things in the world to be grateful for. It might be a “thing” like food, shelter, family. It might be a moment that you had that day. Once you have done this exercise for 42 days, you actually decrease your levels of depression. You decrease your levels of anxiety and you increase your overall happiness levels.

The brain is sadly 7 times more likely to respond to a negative message. That means they are 7 times more powerful than a positive message. You need to notice 7 positive things to outweigh a negative. By practicing gratitude you are 3 times more likely to notice the positive messages.

Empathy

When you help other people it makes you feel good. When you take the time to understand what another person is feeling you increase your emotional intelligence. When you feel good oxytocin gets released in your body making you feel happier.

Hugh suggest practising empathy and doing something every day for someone else.

Mindfulness

Mindfulness is the ability to shut off disruptive thoughts. It allows you to enjoy the present moment.

It is taking an opportunity for stillness. Meditation is a great way to practice mindfulness. When you are truly present in a moment you have no concept of time.

The Legal Industry in Melbourne can be a stressful environment. We could all do with help managing our mental health and stress levels.

There are some great apps that can help you with mindfulness that are available for your devices via the App store:

Smiling Mind

Smiling Mind is a free app developed by psychologists and educators. It has age specific and ability specific modules that start at age 7. Hugh suggest using the section labelled Mindfulness 101

Buddhify

Buddhify is a great app for adults. It teaches mindfulness mediation on the go.

It has a daily check in to keep you in the present moment. The app costs around $8 to download to your device.

Headspace

Headspace is a free app offering guided meditation that is suitable for all levels.

We thoroughly enjoyed the event and thank Hugh for his time. We found him to be an inspiring speaker. By taking time to learn about and implement these concepts you can increase your levels of happiness and well-being. You can become more resilient and reduce the chance of anxiety or mental health issues. We encourage you to give it a try!

Check out our follow up article , where we talk about ways to implement these concepts into your workplace!

To learn more about Hugh you can connect with his company online at www.facebook.com/resiliencep .

X (formerly Twitter): @resliencep

Instagram: @theresilienceproject

Lawyers! Get job ready for the New Year: update your CV

Thu, 12 Jan 2017 00:50:00 GMT

Lawyers! Get job ready for the new year: update your CV

This article is part of a series to get yourself job ready. Today we discuss Lawyer candidates and getting their CV into shape!

Have you decided that the New Year is the time for the next step in your career? Are you moving up? Sideways? If dragging yourself back to the office after Christmas was a bit of a chore, it might be time to move on.

A CV or resume is often your opportunity to create a great first impression with a new employer. It is important that it is well formatted, well-written and concise.

Is there is a specific role that you are pitching yourself for? If so, make sure you go through the job advertisement and highlight the keywords that stand out. These are the words you should include in your CV where they are appropriate. They should also be accurate and relevant to your career history! If the role relates to a specific area of law, then this is the experience that you should be highlighting.

Often a hiring manager or recruiter will scan your CV in the first instance. This is why you should aim for easy readability. You should come across as enthusiastic and relatable. You want them to feel like they need to get to know you better!

First let’s talk about style

The abundance of downloadable templates on the internet means that some people try to be too fancy. Whilst a bit of style is fine, keep the fancy fonts, colours, borders and graphics for other things. It should be on white paper with black font. Your CV should first and foremost look professional.

Ensure there is lots of white space on the page. Make use of headings and bullet points to make it easy to read. You should avoid long sentences and long paragraphs. People scan information much more easily in short sentences and bullet points.

If a job advertisement, recruiter or hiring manager asks for your CV in a particular format i.e .doc or .pdf, ensure you follow these instructions. This will be the format required for screening software/ internal processes.

Essential information

Your full name
Your Contact Details

Your contact details should include your full address. Consider whether you provide a mobile number or work phone number. If you cannot take discreet telephone calls in the office, then it should be your mobile number. Ensure that the voice mail message on your mobile phone sounds professional.

Ensue the email address you provide looks professional. You probably don’t want to be emailed at work so use a personal e-mail address . Check that your personal email address is not something silly from your youth!

Languages

Include this if relevant.

Tertiary Education

Include the University and the Degree. If you achieved Honours in your Degree it should be included here. It may help you stand out from the crowd. This is not the time to list all the subjects you studied. However, if there were any major awards or prizes you won during your studies they should be included here.

Date admitted

It is important to include the date you have been admitted to practise as a Lawyer. This helps a prospective employer understand your length of experience. This should be in the following format:

e.g. Admitted to practise, in Victoria, 14 February 2017

Chronology

In chronological order, list the roles and organisations you have worked for. Your most recent role should be first .

The format should look a little like this:

Law Firm:

Position Title:

Division / Area of Law / Speciality

Dates:

Some background about the firm including what it specialises in. Include the size of the firm and the size of your team. Ensure you include any supervisory/ leadership responsibilities here.

Examples of Matters

Area of Law:

e.g. Commercial Litigation

Include the Case, an outline of the dispute, your role in its resolution and the outcome. Include the level of autonomy with which you worked and any significant facts. If you are unable to mention the client name, describe the type of client they were.

Achievements:

This is one of the most important details of any role.

For instance:

Did you perform well against your budget?
Did you bring in any clients?
Did you do any notable public speaking?
Did you win any awards?
Were you involved in any marketing for the firm?
Have you been published?

Repeat the above for the last 3-4 roles you have undertaken. If you have been with a firm for less than two years , you might like to include your reason for leaving as this will be a question an employer is likely to have.

Page numbers

We suggest your resume should be no longer than 3-5 pages.

Professional qualifications and memberships

Include memberships to professional associations and the details of your practising certificate here.

Interests

Law firms want their employees to be well balanced, and well -rounded people, so include a couple of interests. Firms may use this information in order to determine cultural fit and leadership potential. Consider sports you follow or participate in and social activities you undertake. Don’t go overboard 3-4 is plenty.

Computer skills

Include any details of any legal software you are familiar with here. You should particularly include any that are widely used by other firms.

Include a section for referees

You can either include their details or suggest that these are available on request.

Ensure that the referees you have included are happy to refer you. This is a good time to touch base with these people so that they know you are on the lookout for a new role.

Spelling!

Please spell check it! It also helps to read over the document out loud to check your grammar and wording. Check it over again to ensure you have used the relevant key words from the job advertisement.

It can be a good idea to have one big master document for your CV. This way you can cut and paste and tailor your CV to be particularly relevant to a specific role.

So if updating your CV is on your to do list, get going! (For a resume template visit our Interview Tips, FAQ's and Resources page). If you are looking for a role in Melbourne, Australia, then you can upload it to us at Legal People and we can be on the lookout for roles for you!

Further reading:

The do's and don'ts of using AI to prepare your CV and cover letter

8 career planning steps for lawyers

Thu, 12 Jan 2017 00:45:00 GMT

8 career planning steps for lawyers

As one of Melbourne’s leading legal recruitment agencies, we often see Lawyers at a point in their career where they are unhappy in their current role but not quite sure what their next career step might be.

Long gone are the days when Lawyers would traditionally strive to become a Partner for life in a law firm. Many don’t want the extra layer of responsibilities, pressure and client base requirements that come with this title. There are several other career options and opportunities for Lawyers within and outside of private practice these days, but first you need to figure out what direction you want to head in and what career path you wish to take.

Equally, it’s also in your employer’s best interests for you to have a fulfilling career. A happy Lawyer is more productive, better engaged with colleagues and clients which in turn has a more positive impact on workplace culture.

These are our tips for a fulfilling and rewarding career in the Legal Industry.

1. Be self aware and reflect

This involves being present and taking a considered approach to your working life. Be self-aware of your strengths and weaknesses. Consider the following questions:

What are you great at?
What areas need development?
What are your skills and interests?
Are you great at dealing with numbers and contracts?
Are you an excellent public speaker?
Are you a talented leader?

Take the time to reflect on the matters you are dealing with. What are they teaching you? What would you do differently next time?

2. Focus on professional development

We all get busy, but without professional development your skills stagnate. You also miss opportunities to be at the forefront of technological development and new areas of the law. Take up every opportunity for professional development you are offered, In Australia you need to be doing continuing professional development (CPD) every year to maintain your credentials.

If your firm is not offering the development to suit you, consider organisations such as the Law Institute of Victoria .

There are many areas of professional development relevant to the Legal Industry such as:

Ethics
Business Skills
Substantive Law
Practice Management
Soft Skills such as Emotional intelligence, communication and public speaking
Leadership Skills

3. Consider your current role

How satisfied are you with what you are doing right now? Does it suit your talents, interests and experience? Do you enjoy it? Is it a step on your career path or are you in a holding pattern?

What are you learning from this role? What are you learning from the people around you? If it isn’t adding value to your career, it may be time to be thinking about what is next.

4. Seek out a mentor

Over the course of your career take the time to watch those around you. Colleagues, Team Members, Barristers, Opposing Counsel. Do they have skills you want to emulate?

Are there any amongst this group that would be a suitable mentor? A mentor is invaluable when it comes to sharing their own career experience and help you with career advice to take the next step in your career. They can be a sounding board when you are needing a second opinion

5. Build your network

Take advantage of networking opportunities both within your firm, any associations you belong to and your client network. This will become a valuable asset in any Career Plan. Ensure you take advantage of professional networking platforms like LinkedIn to continue to network with colleagues, former colleagues and clients online.

6. Consider a career coach

Sometimes described as an executive coach, investing in this service can help you define your values, objectives and goals. They can also keep you accountable for staying on track. Your firm may already have someone in HR that fulfils this role – particularly if you are looking to move companies an objective independent consultant may be best. You have invested in your Legal Career significantly during your 3+ years of University, why wouldn’t you invest in the potential 30+ years after that with a plan?

7. Have a written plan

It can be easy in our daily lives to get bogged down by fire-fighting, work-product, billable hours, court schedules and dealing with clients. Put some time in your schedule so that you can consider your own career plan. Generally it is a good idea for this to be away from your office.

You would be surprised the number of lawyers we see who do not have career goals. We highly recommend writing these down. Have both short and long term career goals. Ensure they are SMART goals – specific, measurable, attainable, realistic and timely. Revisit these often. Ensure they align with your values.

Having clear goals can help with your decision making framework. For example if one of your career goals is to be a Director for an ASX200 Board, you might take advantage of an opportunity to accept a Board position on a Not-for-Profit in the short term.

Your goals should consider the parts of your role that you enjoy the most – is it liaising with clients, preparing contracts , negotiating, advocacy, doing research? Your long term approach should be to do more of what you enjoy and less of the tasks you find mundane.

Having clear career goals will give you more purpose.

8. Don’t forget to have a life

Goal setting is just as important in your personal life. Having short and long term goals will add to your satisfaction with life. Consider what you are passionate about, what you want to be involved in outside of work. Consider your relationships and make time to nurture them. Consider what you want your legacy to be. Have travel goals and a bucket list and do things you enjoy!

A final word…

When you have reached your goal and have made Partner or Managing Director, changed areas of Specialisation or have built your own client base, don’t forget to take the time to work out what’s next! Figure out the next career goal, revisit the Career Coach and continue to learn. It will make a difference!

Are you a Lawyer dissatisfied with their current role? Have you read this and thought, yes! A Career Plan! I must get onto that. Get in touch . We can help.

In the meantime, we would love you to connect with our LinkedIn Company Page . Follow us to stay informed about local trends, current opportunities and industry news.

Lawyers! Get new-job ready: interview preparation

Wed, 11 Jan 2017 07:11:38 GMT

Lawyers! Get new-job ready: interview preparation

How long is it since you last had a job interview? For some candidates we see it has been a long time between interviews. Interviewing is a skill you can rehearse. Many of the questions used by hiring managers are similar and some answers you can easily prepare beforehand. In this article we have included 20 common interview questions.

It is a good idea to have a prepared “elevator pitch." This helps you describe who you are, what problem you solve and what you are passionate about.

It is also a good idea to have examples to situations that you can refer to easily. You may be able to recall these off the top of your head. Otherwise, it is fine to have jotted down some notes and to ask the interviewer if they mind you referring to them. This helps prove you prepared!

So, grab a friend, a supportive colleague or a mentor and a coffee and practice answering these!

General questions

1. Tell us about yourself.

2. Why are you looking to leave your current employer?

3. What has been your greatest professional accomplishment?

4. What is the biggest mistake you have made? Describe how you handled the situation.

5. What motivates you to do your best in your role?

6. What is it about our organisation that attracts you to us?

7. Is there a particular case we have handled that interests you? Why?

Financial

8. Can you describe to us your performance in relation to the last budget you were set.

Leadership and influential skills

9. How would you describe your leadership skills?

10. Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way.

11. Have you ever had to counsel or discipline a subordinate? How did you feel about it? How did you prepare yourself?

Handling difficult situations

12. Can you tell us about a time when you have had to deal with a difficult client? What was the situation? How did you handle it? What was the outcome?

13. Can you tell us about a time you worked under intense pressure and how you managed it?

14. Tell us about a complex legal issue you worked on?

Marketing and networking skills

15. What, in your opinion are the key ingredients in building and maintaining successful business relationships?

Problem solving

16. Tell us about a time that you have come up with an innovative solution to a problem.

Decision making

17. Can you give us an example of when you have had to make an important decision? How did you arrive at the outcome?

Teamwork

18. How would you describe your ability to work as a member of a team?

19. Do you prefer to work in a team or on your own?

Questions please!

20. Do you have any questions for us? (Note this one is important! Please have some questions prepared!)

If you are looking for a role in Melbourne, Australia, then get in touch with us here at Legal People. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for available roles and more career tips for the Legal Industry. See also our Interview tips, FAQ's and Resources page for more handy tips, including a comprehensive catalogue of interview questions!

Further reading:

Are you sabotaging your own career success?

Wed, 09 Nov 2016 10:00:00 GMT

Are you sabotaging your own career success?

Navigating performance and salary review time can be a tricky business. It can also be an opportunity to do a little soul searching. A time for some introspection and to have a good long hard look at your own performance.

Some questions to consider:

Did you do as well as you expected?

Do you have work to do?

Where are you in your career? Where do you want to be?

Are you doing something new and challenging? Or are you stuck in a rut and biding your time until something better comes along?

You may be unintentionally sabotaging your own career. It can happen easily and often sub-consciously. These are the usual suspects.

1. Self-doubt

Often you could work for a firm that surrounds you with opportunities. These might involve interesting projects, new clients, or new areas of the law. Do you jump at them? Or do you feel like you are still getting your current role right? You might be surprised at how many people stay in a role long after they have outgrown it. This might be because they are waiting until they have done it perfectly. Or that they think that other people might be more qualified or better suited to an opportunity.

This attitude can leave you stuck in your comfort zone, which is after all comfortable... But probably not challenging, or exciting, or even really very interesting.

There is no point in underestimating your own abilities. After all, if you don’t take on challenges and put your hand up for opportunities, they are unlikely to come looking for you. Make an effort to believe in yourself, your qualifications and your abilities. We dare you to put up your hand for the next opportunity.

2. Accepting and improving on constructive criticism

It can be hard to hear things that you don’t like or agree with in a performance or salary review. Before you go on the defensive, take some time to consider what your people leader is saying.

Is there any truth in it at all?
Is there an area you could focus on that would help you take the next step in your career?
Is there a development need that you need to accept and take ownership of?

Try and remove your ego from the conversation. It is not a personal attack. Take a deep breath and handle the criticism with grace under fire. Make sure you remain professional. Remember this situation is just as hard for the person providing the feedback. Make an effort to take the time to listen and understand.

If you are unclear about the criticism, ask for an example. Consider asking them for ideas how to improve on the behaviour or problem.

3. Your attitude

There is no doubt that negative and bitter personalities will find it harder to gain a promotion. So will people that have difficulty getting along with others in the workplace.

When something goes wrong, do you blame others? Or do you take responsibility for your part in an issue and move on.

Does your personal life interfere with your work performance? We all have lives to manage. Spending much of your working day dealing with personal issues and arrangements is not good for your productivity (or career!)

Focus on having an optimistic outlook and on getting along with your team. Ensure your personal life doesn't encroach on your work performance.

4. Have a plan

Often you can land in a role or with a firm and find yourself just going with the flow and not really knowing where you are heading. As Winston Churchill said, 'he who fails to plan is planning to fail'. How will you know you have succeeded if you don’t know where you are aiming for? Creating a career plan will help you take charge of your own destiny.

Your salary review is a good time to be talking to your people leader about your career goals. This means you will be on the same page. It also allows your people leader to be making decisions around key person dependencies and succession planning. You might even find they are helpful in getting you a little closer to your career goal.

Do any of these sound familiar to you? Are you sabotaging your own success? Implement one of our suggestions today and face the next performance year with an improved outlook and chance of success!

Further reading:

How to approach a salary review

Wed, 05 Oct 2016 10:00:00 GMT

How to approach a salary review

Salary review time in the legal industry is upon us. Lawyers and legal support staff are brushing off their negotiation skills. Some of them are also crossing their fingers for a good outcome. The days of a guaranteed salary increase are long gone. Firms are focussed on cost savings and revenue performance in an increasingly competitive market. Legal Firms have a constant juggle to manage costs. They also have to keep lawyers and legal support staff engaged and challenged in their roles.

It is talent that attracts clients to their firm and keeps the revenue rolling. It is in their best interest to manage staff turnover and keep you satisfied. Having said that, a salary increase is not a given. Why should you get more money for doing the same thing you did last year?

Here is how we suggest you approach an annual salary review.

Step 1. Gather evidence

Salary reviews are both productivity and performance related. That means you need to have evidence that your contribution is deserving.

Can you prove you raised revenue?
Contributed to cost cutting?
Taken on more responsibility that meant that head count could be reduced?
Have you taken on more clients?
Billed more hours?
Have you sourced evidence that demonstrates you are being paid less than the current market rate?
Have you added to your skills and knowledge throughout the year?
Is there a big demand by clients of your current speciality?

Step 2. Consider company performance

Has the firm performed well during the financial year?
Have budgets been met?
Is revenue on target?
How are current market conditions?

Step 3. Ask the question

You may be surprised how many people turn up for their annual salary review and simply do not ask for an increase. It can be as simple as stating "I'd like you to consider a salary increase". Backup your question with plenty of facts and figures supporting your argument.

Step 4. Consider non-cash options

When budgets for salary increases are limited, don't forget that there are non-cash options to consider. Could your employer provide you with access to any of the following?

annual bonus
private health insurance
above average superannuation
flexible working hours
flexible leave options
parking
training / study assistance

Training / Study Assistance can be a particularly useful non-cash option as it allows you to upskill. This then adds to your value to the organisation and your own skill set.

Step 5. What to do if the answer is 'no'

If you feel that your contribution is outstanding and your firm has been unable to meet your expectations, it might be time to consider a new role. Moving to a different firm will generally increase your salary. Having said that, leaving an organisation for more money is an extreme step. You should be sure that a new role will be fulfilling and the right move for your career and current situation. If leaving is too extreme, start gathering evidence of your contribution for the next review cycle. And make it impressive!

Want to find out what you are worth? Check out Seek's salary tools or contact our office for a confidential discussion.

Lawyers: building your career with LinkedIn

Wed, 07 Sep 2016 13:53:13 GMT

Lawyers: building your career with LinkedIn

In any business, people want to engage with people that they know, like and trust, and the law is no different. Presenting the best version of yourself online has never been more important. We discuss ways in which you can do this via LinkedIn.

Having a LinkedIn profile is now an essential part of being a Lawyer in Melbourne. It is your personal brand presented online. It is your way to connect professionally with clients, potential clients and colleagues. Here are our tips for building your career with LinkedIn!

1. Have an impressive looking profile

This means a professional head shot. In this head shot you should be dressed for work. You should have a well written profile. If this is not your strength then consider engaging a professional. Include the problem you solve for people in your professional headline.

Your LinkedIn profile is more than a resume. It should include keywords and search phrases for which you want to be found. It should be engaging and readable. Remember that people tend to scan online material or often read it on a mobile phone. Paragraph spacing and short sentences improve online readability.

As a test, run a search on LinkedIn for your particular area of legal specialty. Do you come up in the search results? Have you used this key word in your summary and experience?

Always ensure your LinkedIn profile is connected to a personal e-mail address. This is to ensure that you do not lose control of it if you change firms. Also ensure it is kept up to date and remains relevant.

It is a good idea to make sure that you include awards, speaking engagements and career highlights.

2. Build your authority online

Join Groups

Join Groups on LinkedIn that relate to your area of Law. This can help you connect with peers, and stay on top of trends and current areas of concern. Join groups that relate to your Alumni or even professional associations.

To join a group, click on Interests and then Groups. LinkedIn will recommend some that may suit you. Join in discussions that are relevant to your interests.

Endorsements

Publish

By sharing articles in your news feed that relate to your area of law, you demonstrate your interest in that area. Consider publishing well written and researched articles via LinkedIn’s Pulse to show your expertise. You are effectively educating your connections. You are likely to be front of mind when they have a question in this area.

3. Network

Network with potential clients

LinkedIn is a great platform to build professional relationships with existing and potential clients. Ensure when sending a connection request it includes a personally written request.

Network with potential referrers

Is there a particular industry of people that often refer business to you? Taking a targeted approach you can build your network with referrers of business. For example a Property Lawyer may wish to increase their connections in relation to Real Estate Professionals.

Network with media and speakers agencies

If you consider yourself a spokesperson on a topic or for your firm, you can build relationships via LinkedIn with Media contacts. As you engage, publish and share information on your area of speciality you start to be considered an authority.

4. Find a great role

Be attractive to recruiters

Have the right connections. If you are wanting to be hired as someone that has a solid Melbourne network of potential clients, it is important to be able to prove this with evidence.

Recruiters and Hiring Managers often use LinkedIn as a source of potential Legal talent.

Research

Research Target Companies that you want to work for. Follow their company page and keep up to date with their news.

Apply for roles

Use it to search for your next role using the Jobs Tab.

5. Be a source of news

Follow key clients and colleagues and engage with what they are sharing online. LinkedIn is a good source of relevant industry news.

6. Do not spam!

Keep the sales pitch to a minimum and don’t post updates too often. You don’t want your connections to get sick of seeing you in their news feed and to hide your updates.

Used well, LinkedIn can help build your personal brand. It provides a forum for potential clients to research Lawyers. It brings in referrals. It can help you land your next role. It can help you retain and engage key clients. If you leverage the power of LinkedIn effectively, it will help you build your Legal Career.

We would love you to connect with our Company Page for Legal People . Connect with us today!

7 things you can do on your commute to set you up for a great day!

Wed, 17 Aug 2016 07:14:45 GMT

7 things you can do on your commute to set you up for a great day!

For most people in the Legal Industry, getting from home to the office involves some kind of commute. Often the time you spend commuting can feel like it is wasted. Whether you are stuck in a car on your own, or are jostling for a seat on the train or tram, we think it is worth your while making this time productive for your career and life!

With the evolution of technology, there is a smart phone application, website, software and even AI that can help you be more productive. Consider this time yours - it does not necessarily need to be specifically workplace or career related. If you are lucky, this is time free of distractions from spouses, children or clients. Use it to do something you enjoy! Doing things you enjoy makes you happier and therefore more effective in your career.

Driving

Even if you commute to work in a car and need to manage traffic, parking and staying safe on the roads, there are still ways you can make this time productive.

Some examples are:

Listen to an Audiobook
Listen to a podcast and learn something or get inspired
Listen to music that makes you feel good
Use the voice recorder on your phone to record your to-do list
Listen to the radio to get across the day's news

Public Transport

Some people love public transport. Others are there only because traffic drives them crazy and the cost of parking in the CBD is prohibitive.

These are some ways to make use of commuting time by train, tram or bus.

1. Read

Take the time to read something that develops your skills. Put aside your (not confidential) required reading so that you can bring it with you on your travels.

Read a novel. Reading fiction has been found by researchers to improve brain connectivity and function. Is there a better excuse to be able to legitimately lose yourself in a book?

2. Listen

Listen to a podcast. Be it Law related such as podcasts you can find on ABC Listen or one of the top Australian podcasts according to the Urban List .

Listen to music that makes you feel good.

3. Plan

Do your weekly grocery shopping and meal planning.

Plan (or review) the day's to-do list.

Prioritise your top 3 things to get done.

4. Socialise

Check in with friends and family to see how they are.

Network with other commuters.

Check your social media channels to interact with friend and colleagues.

5. Write something

Putting pen to paper gets creative juices flowing. Writing by hand is good for your motor skills and your memory. Brain dump a problem into a notebook or get started on drafting a presentation. Brainstorm some ideas towards a goal. Get started on that novel or blog you want to write.

6. Meditate

Try some deep breathing. Close your eyes and centre yourself. Repeat a positive mantra over and over silently to yourself.

There are also some great meditation Apps you can listen to on your commute, such as Smiling Mind .

7. Exercise

If at all possible, walking or riding to work has many benefits. Or get off a few stops earlier and include some walking in your commute. It clears your head and gives you some time to problem-solve. Exercising during your commute has the added bonus of increasing your heart rate, burning calories and increasing feel good endorphins to the brain.

What not to do!

Check your emails

We recommend restricting your e-mail access to a few times a day. This should be when you are in a position to be able to respond with the information you need at your fingertips. There is nothing worse than trying to pound out a long response to a client question on a smart phone and dealing with auto-correct assumptions whilst your tram bumps along.

Get stressed

In any commute there are days where things go pear shaped. Trains don’t always run on schedule. Traffic jams put everything behind schedule. Getting stressed on your commute is a big waste of energy. We suggest allowing an extra 10 minutes in your commute. That way you have a buffer and are less likely to run late or be stressed when you arrive for your day. If you are early – that leaves time for a coffee and to read the paper!

Try some (or all!) of these recommendations to take control of your work and home life!

Employers! How to retain talented staff

Wed, 20 Jul 2016 02:10:13 GMT

Employers! How to retain talented staff

Managing talented employees can be challenging around performance and salary review time. This is especially true if budgets are tight and their expectations in relation to a salary increase have not been met.

So what happens when you know you want to keep them, but don't have the budget to say it with cash?

Here are some ways to go about retaining talent that help the employee continue to be an asset to your firm.

You will likely find that an investment in this talent even reaps client or revenue opportunities for your firm!

1. Non-cash options

These might include structuring their bonus differently, paying for their health cover, providing on- site parking, paying above average superannuation, increasing their level of flexible hours.

2. Professional development

Study assistance or sending them on an exclusive course or conference can go a long way. Would business development or practice management coaching be appropriate?

3. Get them a mentor

Mentoring in the legal industry can be formal or informal. Many experienced lawyers have taken less experienced professionals under their wing to act as a sounding board for career issues. Mentors can also provide valuable introductions to networks beyond the employee’s current reach.

4. Is it time for a new opportunity?

Has this particular employee been in the same role for a long time? Have they been working with the same clients? Is there a project or a new client that will add to their existing skill set that you can offer them?

Would a sideways move add skills they are needing to make their next career move?

5. Focus on your company culture

Does it nurture their talents? Are they being developed? Have you invested in their success? A company with a fantastic corporate culture fosters staff loyalty and engagement. It is hard to leave a company with such a culture, even if an offer is attractive!

6. Is trusting them in a deeper way appropriate?

Could they be bought into whole-of-firm commercial insights? Or could they have more face time with senior management? Could they step up to be involved in pitches to new clients?

7. Give them networking opportunities

Whether this be a company conference or industry seminar this helps them make connections and develop their networks. This is an investment in their potential.

8. Ask them!

Ensure that they understand that budgets for salary increases are limited. It makes sense to ask them if there is something you as their people leader could do to make their experience in the workplace even better. Explain that they are a valued employee – they might surprise you with a request for a day off or a request to work on a particularly challenging case. You never know unless you ask!

Have you had to reward a talented employee in a way other than a salary bump? We would love to hear about your experience. Did it keep them loyal to your firm?

8 mistakes you are probably making with email

Wed, 20 Jul 2016 00:20:41 GMT

8 mistakes you are probably making with email

The introduction of email transformed office communications and streamlined the circulation of information. Their use also created a whole new area of legal opinion, consideration and discussion. In this article we discuss common email mistakes and how to avoid them.

Are any of you old enough to remember when you first started to use email? It is hard to imagine life in a busy law firm without it. In the not so long ago days, office memo’s used to be circulated in hard copy with a distribution list. You would sign it when you had read it and pass it on to the next in line.

Email has certainly made things easier in many ways. Clients can contact us at all hours of the day or night. We can look through a conversation history to be easily reminded about the history of a matter or conversation.

However it can also be over relied upon and a great time waster.

Some people take it as a personal challenge to try and clear their inbox.

Others take pride in having access to every note ever written and received.

These are the mistakes we often find people making when it comes to using email in the workplace.

1. Treating it like your full time job

Many people open their email first thing in the morning or even on the commute to the office to get a head start on their day. They then spend the rest of the day firing off responses and correspondence. They often wonder why they never have any time to work on their case preparation, or project.

A good idea is to allocate two small chunks of your day in your schedule to respond to and send email correspondence. That way the rest of the day is spent doing what you are actually employed to do.

2. Spelling

Please spell check your emails. Please spell check the names of the people you are addressing. Please use spelling that is appropriate in this part of the world.

3. Copying in unnecessary people

Your people leader is unlikely to want to see every piece of correspondence you write. Think to yourself do they actually need to take the time to read this document and is it adding any value to their working day. There will be times when copying in an escalation point is appropriate, and it has much more power when it is done with thought and consideration.

4. Responding too quickly and not deleting prior content

Before you press send, review any prior content and consider whether it is appropriate for the audience you are distributing it to.

5. Forgetting a key attachment

If you have used the word “attached” in your email then it should have the appropriate file included. We have lost count of the number of times we have seen follow up e-mails along the lines of “oops…. Attachment now included”.

6. Be succinct and professional

Neither your clients or your colleagues have time to read War and Peace. Keep your wording succinct and remove any unnecessary words. Ask yourself could you have said it with more brevity? Keep in mind that tone can be difficult to read in an email. People can sometimes have a predisposition to what they think you might be feeling. Please don’t use Capital letters as people assume you are shouting.

7. You consider it private

Even working for a law firm or in the legal industry sometimes people forget that e-mail communication on their network is not private. It belongs to the company and is likely to be monitored and archived. It is important to understand the workplace policies that apply to email communication in your own workplace. It is also important to comply with them and any associated Codes of Conduct.

8. You could have walked over and said hello

If someone sits on your floor or nearby, why don’t you surprise them by paying a visit. Much better for office harmony and community spirit! Why email when you could converse?

So there you have it! Apply our tips and see the positive change it makes to your email communication skills.

Tips on breaking up with your current employer

Wed, 13 Jul 2016 10:00:00 GMT

Tips on breaking up with your current employer

We have all heard epic resignation stories. These include bringing a cake emblazoned with "I Quit" or giving your people leader a dramatic earful about everything that is wrong with their personality. We explain why the 'softly, softly' approach is the better method.

So the dream role with that firm you have been after forever has finally come to fruition! It is time to let your current employer know that you are moving on. Lots of people dread the confrontation of resigning, but we think you can do it with class. This way there is a positive outcome for you and your employer.

We suggest the 'softly, softly' approach when resigning. This is why:

The bad penny

Melbourne is a relatively small town and you never know when you are likely to run into former colleagues or managers. They may turn up one day employed at your new firm. You might find yourself facing them on the other side of the court room or negotiation table. Keep things on a professional and respectful footing and you will maintain a good working relationship.

Their investment in you

Regardless of your reasons for leaving, whether it be for further opportunities, career development or due to personality conflicts, your current firm has invested in your career. They have most likely spent a great deal in developing you into someone the other firm wants to hire!

Below are our top tips on how to resign in a manner that will ensure goodwill continues.

1. Be ethical

Review your current employment contract and ensure you are across the terms and conditions. This should cover the following at a minimum:

The required notice periods
Any applicable restraint of trade clauses
Any non-compete clauses
Whether you are required to take gardening leave if you go to a direct competitor
Any restrictions relating to poaching clients or colleagues

Ensure you read the fine print and ensure you do not take with you (or download from any company device) any confidential client information. Nothing kills a potential future working relationship between an employer and an employee than being taken to court!

If employment contract law is outside your area of expertise, get some legal advice prior to resigning. This will ensure you are across your rights and responsibilities to your current employer. It will also ensure you are across any restrictions on new employment.

2. Resign professionally and in writing

Your resignation letter should include some expression of regret for leaving. You should thank them for the opportunities they have provided you.

3. Ensure your direct people leader knows first

Office grapevines are notorious for spreading gossip about people leaving. Book a meeting with your people leader so that they are the first to know. This will ensure they can get thinking about succession planning or recruitment. Once this is done, then you can tell the colleagues that you are close to so that they hear it from you in person. Discuss with your people leader how they would like to manage the communication of your departure with your clients and colleagues.

4. Be professional during your notice period and handover

If you are required to attend the office during your notice period, it is good practice to finish off those projects or tasks that you have on your plate. Prepare your client files and matters for the next person handling their cases in a way you would want them handed to you.

5. Don't be publicly critical of the employer you are departing

Now is not the time to post to Facebook how terrible they are and how happy you are that you are leaving. Keep any animosity to yourself and walk away with class.

We think it is important not to burn bridges as the legal industry in Australia is so interconnected. Breaking up with your current employer doesn’t need to be nasty. You never know when you need the goodwill of the people you are leaving behind! A great outcome would ensure they continue to be a supporter of your career.

Connect with us via our Company page on LinkedIn or submit your resume to us.

I work in the legal industry: do I need a mentor?

Sat, 07 May 2016 10:00:00 GMT

I work in the legal industry: do I need a mentor?

In this article we explore what a mentor in the legal industry looks like and how it might work for your career in Australia.

What is a mentor?

A mentor is a person who is more experienced than you in a field that you are interested in learning more about or developing your skills in.

A mentor can provide support, professional guidance and even help with your career development. They also generally have better networks than a less experienced lawyer, so can potentially make useful introductions for you.

How does the relationship work?

A mentor and mentee relationship can be formal or informal. It might be a relationship for a set period of time (i.e. 3 or 4 meetings over the course of one year) or it might be an ongoing relationship. It might involve a regular scheduled catch up either on the phone or over a coffee. Generally the way communication works and how often in a mentoring relationship is determined by the mentor and the mentee based on their mutual expectations.

Conversations between a Mentor and Mentee are strictly confidential. This can be particularly useful if you are navigating difficult career waters or are needing advice on a challenging matter.

Why do I need one?

A great mentor is invaluable. They will have more career and life experience than you and can add a different perspective to a dilemma or complex problem.

How do I choose one?

There are several programs in Melbourne that match junior lawyers with mentors. These include the Law Institute of Victoria who have a number of mentors available on their database to select from.

Your own firm may also have a mentoring program as part of their cultural and staff engagement initiatives.

Can I just ask someone?

If you don’t have access to a mentoring program then there is nothing wrong with sourcing your own mentor. We would suggest making an approach to a mentor outlining why you have chosen them and what you are hoping to gain from the relationship. Most people will be flattered to be asked and will be keen to pass on their hard won knowledge. If they do not have time to be able to help you, they may be able to point you in a suitable direction to an alternative. If you are going to set up a meeting, it is a good idea to let them know that the meeting is to discuss a potential mentor/mentee relationship so that you don’t ambush them. If the prospective mentor agrees you can then talk about expectations and how to communicate. You can decide together how often to meet and what you are hoping to learn or achieve. Remember their time is valuable!

Can I have more than one?

Over the course of your career you may have several mentors. Or you may hit the jackpot early and just have one. You will learn something different from each of them and their experience will add value to your career. Your needs from a relationship may change over time as well.

Right, I have a mentor, do I need to prepare to meet them?

Yes! It is important to respect the time your mentor is putting into your career. It is a good idea to arrive with prepared questions that you want their opinion or insights on. You should also be prepared to take on feedback that your Mentor gives you on your approach to situations, matters or issues. A mentoring relationship is a two way street, it involves speaking and listening and taking on board differing opinions and approaches.

We think that having a mentor either formally or informally can really give you the edge in your career. Talk to your people leader about your firm’s program or start thinking about who would be the right fit for your requirements. It can be a nerve wracking thing to approach them, but we encourage you to give it a try.

Resources:

Law Institute of Victoria / Education & Networking

People leaders: preparing for a performance review

Wed, 20 Apr 2016 02:24:35 GMT

People leaders: preparing for a performance review

As a people leader, one of your most critical tasks in managing the performance process. Expectations of team members need to be managed and egos pacified. Most people will feel as if they have contributed throughout the year and sometimes a performance conversation can indeed be a difficult one. Not all staff can get a gold star!

Performance review time is a great opportunity to motivate your staff. Managing this process well is an important contributing factor in staff retention and engagement. A good performance review will make a staff member feel valued and listened to.

High performing firms attract high quality talent. A simple non-bureaucratic performance system works best for HR, people leaders and staff.

Whilst firms may use different performance methodologies and processes they all come back to the same goal. Tracking the performance and contribution of the team and rewarding their efforts fairly and within budget.

Here are our tips for managing the process!

Step 1: Evidence from multiple sources

Take the time to keep evidence of performance highlights and areas for improvement throughout the year. This will cut down the time it takes to prepare for each staff member’s review. Be prepared with specific examples to demonstrate the points you are making. Seek multiple sources of feedback including client feedback at End of Matter, 360 degree feedback from colleagues or even self-assessments.

Step 2: Consistency

Best practise performance processes will have regular consistent conversations. Aim for at least quarterly – don’t wait until the end of the year to surprise your staff member with a poor review. An employee should always know how they are tracking.

A performance conversation should be objective and fair. Any personal bias should be removed from the process. It should also be a two way conversation and not a monologue.

Step 3: Clarity

A staff member should always understand exactly what is expected of them and the goals they are working towards. Position descriptions should be accurate and goals or KPI’s should be achievable with effort. It is also important to ensure that your staff member is 100% clear on the outcome of their performance conversation, any applicable rating applied and any steps they need to take to improve in the future.

Step 4: Develop your team

Consider development opportunities and your team member’s career objectives. For instance, the appropriate use of AI in law is a fast developing area.

Are there areas of law that they are interested in training in?
Is there a partner that an administration staff member is keen to work for?
Is there a mentoring opportunity that can be arranged?
Is there an upcoming project to which they could add value?

Investing in your staff's development helps to keep them engaged.

In a busy firm it can be easy to get bogged down in client work, billable hours and getting through the day. We think high quality performance conversations are an important investment in any people leader’s time. Consider your last review. Could you improve on it? We encourage you to give it a go!

Following up after a job interview

Wed, 13 Apr 2016 10:00:00 GMT

Following up after a job interview

We discuss how to follow up after an interview. If done the right way at the right time, it might tip you to the top of the short list!

Most career advisors will tell you that it is good practice to follow up after a job interview. A follow up reinforces that you are enthusiastic about the role. However there is an art to the follow up. It has to feel authentic and not too pushy.

Ideally, when you have left the job interview you understand what the process is likely to be. You understand whether they have more people to see and when they are likely to contact you.

Also it is a good idea to take some notes during the interview. This could include important pieces of information about the company and the role. It is also a good idea to make sure you know the names of everyone on the interview panel. You also might like to note down any highlights from your conversation.

There are two rules in relation to interview follow up:

Keep it professional
Don't beg for the job!

Some options for following up after an interview include:

Email

An email follow up thanking your interviewers for their time is entirely acceptable. We think it is good practice to send an e-mail to your interviewer within 24 hours of meeting with them. You could include a line or two about the skills you would bring to their company. You should also state how interested you are in the role. This is a good time to reinforce that interview highlight you noted earlier.

Snail mail

There are mixed opinions in the recruitment industry, but some people think you should send an actual hand written thank you note. If you are going this route, it should be done within 3-4 days of an interview to ensure you are still fresh in their minds. It should also be personalised. Please only go the hand-written approach if people can actually read your hand writing! We think this approach shows that you have impeccable manners and are REALLY keen on the role. It also demonstrates that you go above and beyond the usual follow up.

Should you connect on LinkedIn?

This will depend on the rapport you built up at the meeting. Did you hit it off instantly? Some people, particularly HR executives may meet with hundreds of candidates every year. Some interviewers may only be comfortable connecting with people they have worked with closely. If you are going to take this approach, we would suggest including a personalised note on any invitation to connect, reminding them how you met. If you are lucky and they accept your invitation, this lets you stay in touch even if you were unsuccessful in this role. You do however, also run the risk of your connection request being ignored. This might be a good indication you have not been successful in this role!

Should you call?

If the hiring manager has told you that you would hear from them by the end of the week and you do not hear, we think it is entirely acceptable to touch base and ask how the process is going.

Do you follow up after every interview? How? We would love to hear your most impressive interview follow up.

Why it's a race to land top legal talent

Wed, 23 Mar 2016 06:20:29 GMT

Why it's a race to land top legal talent

In this article we discuss why it's a race for law firms to land top legal talent, and how large firms can better compete for talent in a candidate tight market.

The Law Institute of Victoria often discusses trends in the Legal Industry. Of particular interest in research into the growth of boutique and new law firms.

As specialist recruiters in the Legal Industry in Melbourne, we continue to experience a candidate tight market. This means that talented candidates are often fielding multiple offers. Often they are weighing up a decision between, for example, a large full service law firm and a boutique firm.

The rise of the boutique law firm

According to the Law Society of NSW , a boutique law firm is a firm with lawyers focused on a niche speciality. Often they offer their clients reduced prices due to reduced overheads.

Boutique firms are becoming very competitive in relation to salaries. They have also been known to offer attractive and achievable bonus arrangements. This, combined with their speed to market, is giving them a distinct advantage in attracting talent.

A boutique firm generally has a localised decision making structure which can also sway candidates their way.

When it comes to recruitment, boutique firms have a number of advantages:

They can be nimble and make recruitment decisions quickly
They are offering competitive salaries
A Lawyer is likely to have more direct client contact
Senior Partners have deep experience in their specialist area, making great mentors
Lawyers gain experience quickly in a boutique. They can often be more hands on and autonomous than in a large firm
Less bureaucracy
A potentially quicker road to partnership due to less management layers
There is a greater possibility of being able to influence company policy and management decisions

So how do you compete for talent if you are a large firm?

You highlight your advantages. These may include:

A diverse and challenging client base
Extensive resources such as in-house law-libraries and copy centres
Complex and high profile matters to work on
Established recruitment, induction and training procedures
Established policies relating to employee benefits, salary increases and performance reviews
Experienced support staff
Impressive office facilities
Potential for overseas travel or secondments

The other thing you can do as a large firm, is to improve the turnaround time in relation to decision making. Taking weeks to confirm which candidate is perfect for your firm often results in losing the ideal candidate to a more nimble company.

At Legal People we present our HR partners with a screened list of candidates for their review. You can improve the time it takes you to make a decision post-interview by:

Ensuring the right people see the candidate for an interview
Have all your ducks in a row in relation to approval to replace or to increase your headcount before you go to market
Ensure people with decision making authority around salary and making an offer have the information they need to do so
Understanding it is a candidate tight market and that speed is a key factor in securing the candidate

Some firms are using video interviews with pre-recorded questions. These often have set time pressures and no delete or do-over opportunities. This may mean a firm can see a wider pool of candidates. Used well, it can also mean they can get through the initial interview process quickly. These are particularly useful with junior or graduate staff. A more experienced lawyer may want a more personal experience.

There is one message for all firms looking for experienced legal talent during a candidate tight market. That is, to be prepared and move quickly . Demonstrate clearly to candidates your offering and culture and you could win the race for top talent. Using a specialist recruiter well connected within the Melbourne legal industry can only help!

Are you looking for exceptional candidates in the Legal Industry in Melbourne? Then get in touch with us here at Legal People. We are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates.

Networking on LinkedIn

Wed, 09 Mar 2016 03:56:35 GMT

Networking on LinkedIn

Statistics show that up to 85% of new roles are not traditionally advertised. This means that your network has become even more important when it comes to landing a new role. LinkedIn can help you stay front of mind for your friends, colleagues and business contacts.

LinkedIn is used by more than 500 million professionals across the world. It is a powerhouse of professional networking and can be used to stay in touch, research companies and find great roles.

It is important to remember networking on LinkedIn is not a numbers game. You do not get any points for having the most connections. It is important to use this tool like you would any other - in a professional manner to build authentic relationships and engage in conversations.

Step 1: Decide what type of networker you are

Some people keep their LinkedIn connections to those colleagues or business contacts that they have worked closely with and know well.

Others have an 'open networking' rule and connect with people when they are invited, even if they have not met them in real life. Often they might check the person's profile first to make sure they are a legitimate and interesting contact.

It is important to respect that even though you might be an 'open networker' those that you are inviting to connect might not be.

Step 2: Invite people to connect

Start with the colleagues and contacts that you know well. Always maintain a professional tone. One of the unwritten rules on LinkedIn relates to self-promotion (Don’t do it!). It is also important to never spam people on LinkedIn.

Always use a personalised note on an invitation to connect. If you are hoping to connect with someone you don’t know well, it is a good idea to explain to the person why they might like to connect with you.

Step 3: View profiles

People have a natural sense of curiosity. Turn your privacy settings to 'select what others see when you view their profile'. Then select show your name and title.

Ensure you keep your profile up to date - often this is your first impression to a new connection. It should include a professional headshot and present the best version of yourself.

Often when people see that they have viewed their profile, they will in turn view your profile. This may lead to an invitation to connect. You could then send them an invitation to connect. You would state that you noticed they viewed your profile and that you would be interested in connecting with them.

Step 4: Join relevant groups and interact

Find the groups that are relevant to your industry. Join in on interesting discussions. You can find groups that are relevant to you via this link: https://www.linkedin.com/groups/discover .

Some groups will be closed to members, and some are open to the public. Remember to follow etiquette rules, make sure you minimise self-promotion and never spam a group. You can offer helpful advice or an expert opinion and this will help build your connections and followers.

Step 5: Follow a company page

Do you have a dream employer? Is there a firm you have always wanted to work for? Follow their company page, like their updates and interact when you can. This can lead to them viewing your profile and even a connection request.

Do you leverage LinkedIn as a networking tool? Spend 10 minutes a week interacting and connecting with your network and see how you go.

If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates. To browse our currently available roles click here .

Further reading:

10 simple tips for a great job interview

Wed, 17 Feb 2016 05:37:18 GMT

10 simple tips for a great job interview

Job interviews can be a scary experience, particularly if you haven’t had one for a long time. We share our tried and tested rules that will help you prepare and make a great first impression!

Step 1. Be prepared

This includes company research and industry knowledge. Research the company website, annual reports, and LinkedIn company pages. Setting up a Google alert on key industry terms in the weeks leading up will mean you have access to the latest news. This helps you look proactive and enthusiastic.

Step 2. Practise your interview technique

At a minimum have a well-rehearsed answer to the following:

Why do you want to work for us?
What do you know about our company?
Why are you leaving your current role?

Our Interview Tips, FAQ's & Resources page also has a comprehensive list of interview questions available for download.

Step 3. Be on time

This means taking travel time and parking into consideration. Or, if it is an online interview, make sure your devices and internet are all set up and working. A candidate that has arrived slightly early or is well set-up, is less likely to be flustered and stressed. If you are running more than 5 minutes late please be considerate and let the interviewer know.

Step 4. Dress the part

Investigate the dress code at the company and come dressed accordingly. If in doubt keep it conservative.

Step 5. Turn off your phone

There is nothing worse than trying to focus on a candidate whose phone keeps buzzing.

Step 6. Be relevant

Keep your interview answers succinct and relevant to the key selection criteria. Have great examples of situations where you have demonstrated the necessary skills.

Step 7. Ask great questions

Asking about the company culture or values can be a good starting point if you are stuck. Being well researched will generally give you some great questions.

Step 8. Use positive body language

Body language is important. Look engaged, sit up straight and use eye contact. Make sure you have a firm handshake.

Step 9. Smile!

It is amazing how many people forget to do this!

Step 10. Follow up

Don’t forget to follow up. A thank you note makes a great impression.

There you have it, our top 10 simple tips to a great job interview. Give them a try and enjoy the positive results!

Further reading:

Lawyers: dealing with a mid-career slump

Thu, 10 Dec 2015 11:00:00 GMT

Lawyers: dealing with a mid-career slump

In this article we discuss the causes of a mid-career slump and how to pull yourself out of one and feel reinvigorated.

Are you feeling unmotivated? Dragging yourself out of bed every day? Feeling unfulfilled in your working life? Are you scraping by doing the bare minimum? Do you keep your head down when new projects are on offer? Has your enthusiasm disappeared? You may be in the midst of a mid-career slump.

Taking accountability for your own performance is professional and mature. Being self-aware about your performance ensures you can take steps to resolve it.

So what causes a mid-career slump? Take some time to consider the following.

Is it burnout?

Have you been dealing with high stress levels? Are your own expectations sabotaging your success? Perhaps it is time for a holiday or to look at your work-life balance. Sometimes dealing with family and home life can be challenging. Are there items on your home to-do list that you can outsource?

Is it boredom?

It might be time for a change in role. You may have outgrown your current position. Whether a change means a promotion or a sideways move, it is true that a change is sometimes as good as a holiday. It might be time to invest in some training and development. By learning something new you can give yourself an energy boost. Learn something challenging or specialise in a newly growing area. Be on the lookout for a project that interests you.

Is it lack of motivation?

Have a good think about what motivates you, has something changed? Were you previously motivated by money and now you are motivated by flexibility? You may need to make your people leader aware of your changed circumstances. Perhaps your current role can be renegotiated to suit.

Solutions to a mid-career slump

Set new career goals

This is a good time to set new career goals and to decide what is next for you. Spend some time thinking about your own values. Decide whether they are in line with the organisation who currently employs you. Make your goals challenging and write them down. Is there an employer who represents these values that you want to work for?

Update your CV

Revisit your career highlights and achievements. Dust off your CV and ensure it is up to date. This way you can take advantage of any opportunities that come your way. Ensure that your LinkedIn profile presents the best version of yourself.

Get a mentor

A mentor can give you an objective perspective on your mid-career slump. They can also give you advice and keep you accountable for dragging yourself out of it. This can be a formal or informal arrangement.

Network offline

Catch up for coffee with colleagues past and present. Ensure they are aware of your new career goals. This way they can keep their ear to the ground for opportunities and you are front of mind for them.

If you catch yourself in a mid-career slump it is time to start doing something differently. After all, if you do the same thing day in, day out, you will just get the same result!

We challenge you to be self-aware and pull yourself out of it today!

Legal People are specialists in the Legal Industry and recruit Lawyers, Support staff and HR professionals in Melbourne, Australia. We are your gateway to the best legal career opportunities. If you'd like help with considering your future career options, reach out to us or connect with us on our Company Page on LinkedIn .

Further reading:

Staying productive during the festive season

Wed, 09 Dec 2015 06:42:34 GMT

Staying productive during the festive season

The lead up to the festive season and the festive season itself can be a busy and chaotic time at home and at work. We provide handy tips on staying focused on your day job.

It can be easy during the festive season to get distracted by family life. School concerts, sports break ups and catch ups with friends consume out of work hours. You may be entertaining more and your diary might scare you with its complexity.

The lead up to the festive season in the workplace can be just as chaotic. There are client demands and festive parties and lunches to attend. Your time feels like it is compressed into less working hours.

It can be hard to focus on clients, deadlines and deliverables during such a crazy busy time. It is also easy to get overwhelmed and throw your hands in the air with a cry of 'it's too hard!'. Lots of people take the tack of putting projects off until after Christmas.

Stay in control with our tips on how to maintain focus on your day job.

Personal

Shop for gifts online (in your own time of course!) and have them delivered .
Delegate or outsource what you can - cleaning, personal shopping, errands.
Plan your gift lists and menus early. You will save yourself time and beat the rush.
Get some regular exercise.
Prioritise getting a good nights sleep.

Professional

Continue to do the most important thing first every day.
Block out some time in your diary to free yourself up from meetings.
Keep motivated. Are you on track to meet your goals for the year?
Have realistic expectations of what you and your staff can achieve during this time.
Ensure your office is adequately staffed over the festive break. Do you close down? What skeleton staff do you need onsite to keep your clients serviced?
Plan to disconnect over the festive season. Put down your mobile phone and step away from the client files. Give yourself time to recharge and you will return to work with more energy (promise!).
Take some time to celebrate the year that was with your team. Don't forget to thank them for their efforts.
Take a breath. The festive season is supposed to be fun. It is ok to take a moment to enjoy it.
If there is some down time between festive parties, consider using it for planning.

The more productive you are in the lead up to the festive season, the less likely you are to collapse in a heap with burnout on the eve of the festivities. You might even stand out from the pack with your focus and dedication!

Improving personal productivity at work

Thu, 08 Oct 2015 10:00:00 GMT

Improving personal productivity at work

If you look back on your working day and feel like you achieved nothing, try our 6 easy ways to improve your personal productivity at work.

Do you get to the end of your working day and feel like you have achieved nothing? Is it like you have been going around in circles putting out fires and nothing has been crossed off your to do list? It may be time to have a good hard look at your own personal productivity and make some improvements.

Here are 6 easy ways to improve your personal productivity.

1. When are you at your best?

Understand when during the day you are at your most productive and schedule the big tasks then.

For many people this is first thing in the morning. Be mindful of this productive window and schedule the big priority tasks first. Avoid meetings at this time if you can.

2. Email is not your job

So many of us spend hours at our desks firing off and answering emails. Consider though whether email is a sensible use of your time. Can a question be responded to quickly or discussed on the telephone? Challenge yourself to use email sparingly.

Try turning off your email alerts and you will be amazed at your ability to focus without distractions.

Make use of email templates. Do you answer the same question via email again and again? Most email programs will allow you to set up a template to send to a recipient when required. Fill out the frequently answered information and allow room to personalise these as required.

3. Know when to take a break

There is a well-known decline in productivity the longer you spend at your desk. Get up and go for a walk or have a stretch.

4. The 80/20 rule

Figure out your own 80/20 rule. 20% of your output generates 80% of your results according to Pareto’s law. What exactly is your 20%? What tasks during the rest of your day can you stop doing? What tasks can you outsource or delegate?

5. Batch tasks

In your working day, there will be activities that get repeated. When you pull a group of similar activities together you can complete them more efficiently. This might mean doing everything that uses the same program at the same time. It may mean batching your phone calls. It might mean scheduling some time to get your report writing and editing done at once.

6. In the evening prepare for the next day

Before you finish for the day, consider what you have achieved. Have a good think about what needs to be done tomorrow. Review tomorrow's meetings and appointments and any reading or preparation that needs to occur. Write yourself a to-do list for the next day highlighting your top three priorities to do when you are at your most productive. An added benefit of this approach is that it creates thinking and strategizing time. You will find that your mind may be problem solving for tomorrow whilst you commute or sleep!

There you have our tips to improve your personal productivity. We challenge you to implement your favourite one and see if your working day improves!

How to improve your workplace culture

Wed, 09 Sep 2015 11:00:00 GMT

How to improve your workplace culture

A great corporate culture is one where employees feel valued and recognised for their efforts. These are our tips on building and enhancing your workplace culture.

Employees spend long hours at their workplaces. Often they spend more time there than with their own families. Turning up and performing every day might earn them their salary, but what inspires them to stay there? To advocate for your brand? To refer their friends to your organisation?

Your culture is the sum of your diverse workforce, your brand and your workplace. A great corporate culture is one where employees feel valued and recognised for their efforts. An engaged employee is much more likely to perform and learn at work.

We challenge you to focus on these key areas to help improve your workplace culture.

1. Ensure you have a clear company vision and values

Does everyone know what they are? Are they reflected in your branding and Employee Value Proposition (EVP)? Are they visible around the workplace? Hire people who are consistent with these values. Have your employees contribute to defining the company values.

2. Recognise and reward your team

Reward an individual performance or introduce an incentive scheme. You might also consider celebrating employee milestones. Practise gratitude in the workplace. You will be surprised the impact a simple "thanks for your efforts" email can have. If you win a new client, let everyone enjoy the moment.

3. Hire great leaders

Ensure your company leaders are on board with the vision and the company values. Recognise that those with seniority are not necessarily always great leaders of people. Do your leaders inspire their staff? They should. They should also have superior emotional intelligence and communication skills.

4. Advocate and role model great communication

This involves connecting with your employees on a formal AND informal manner. Learn their names. Say Good Morning. Keep them updated with how the business is performing and how it is tracking to its goals. Ensure they understand the company challenges.

5. Inspire creativity

Let your staff contribute to solving business challenges. Let them suggest ways to improve your corporate culture.

6. Proactively train and develop your team

Employees that feel they have been invested in are more engaged in their workplace. A company that offers great training and development becomes an employer of choice.

7. Don’t forget the fun

Whilst respecting everyone’s professionalism, it is absolutely ok to have fun in the workplace. Run a competition, have a themed day or have a team dinner. Let a team member chair a meeting. Play a game. Celebrate a birthday.

8. Workplace environment

Take a good look around you at your workplace. Does it reflect your brand? Your values? Your vision? Are you embarrassed to bring clients in? Does it need a little bit of love or an upgrade? Working in a great environment contributes to staff engagement. Invest in your workplace to ensure it plays its part in your corporate culture.

9. Company culture for employees

If you are an employee reading our article today, you also contribute to your workplace culture. Stop complaining about it. Negativity is infectious. You contribute to your corporate culture as an individual. So make an effort to be positive. Get on board with the vision and the values. Contribute by being creative and generous with your time and energy.

How do you feel about your own corporate culture? It is time to focus on improving it? Spend some time on the areas we have discussed above. We think it will make a difference to both your employee’s performance and your bottom line.

Further reading:

Workplace leadership

Wed, 17 Jun 2015 05:42:22 GMT

Workplace leadership

A great leader inspires and motivates their team and is a key ingredient to ensuring a happy and successful modern workplace. We break down the skills that make a great leader.

Leadership in the workplace is not about your position in the hierarchy. It is not about whether you have the corner office or how many people report to you. Not so long ago, leadership skills were thought to be decision making and strength. In modern times we think there are other factors to consider, develop and practise.

A great leader will have a team around them that wants to be productive and perform. Their team will understand the company’s vision and where the business is heading. Their team understands what they are doing and why they are doing it.

These are the skills we find to be important in the modern workplace.

Emotional intelligence

Emotional intelligence is the ability to have empathy for the people around you. It is understanding their values and how they are feeling about something. It is taking these feelings and values into consideration in your dealings with them.

Emotional intelligence also includes self-awareness of your own strengths and weaknesses and personal bias.

Communication

Communication skills involve actively listening to your team and colleagues. It means that you are able to provide both constructive and positive feedback. Most importantly, celebrate the team wins and reward success. There are ways to do this without blowing the budget. You will be surprised how much a note of thanks gets appreciated.

The ability to inspire and motivate your team

This is a tricky one. It is not about standing on your desk and delivering a speech to rally the troops. Neither is it about sending out an inspirational quote (although kudos if that works for you!). We think inspiration is all about passion. Being passionate about what you are doing, and where the business is headed. Enthusiasm is definitely infectious.

It is important to make your team feel included in your direction. This will ensure they take ownership of their own processes and goals.

A great leader surrounds themselves with great people. They trust these people to get stuff done. They delegate interesting projects and tasks to these trusted people. They recognise potential talent and put time and effort into developing them.

Integrity

A great leader has integrity. They can be trusted with a matter in confidence. They are respected for their consistency and trustworthiness.

Innovation

A great leader takes considered risks and innovates. Progress is unlikely in an organisation where everyone is treading water. Creativity must be encouraged.

Don't forget the fun!

A good leader understands that people spend way too much time in the workplace. They understand it is important for staff to feel engaged and connected. Introducing elements of fun to the workday ensures that every day does not feel like Ground Hog day. Your team wants to come to work each day and perform.

Have you worked for a great leader? What about them do you want to emulate? Leading people is a skill that can be learned and practised. Which element above do you need to work on to improve your workplace leadership?

Further reading:

Elevating your legal career: the significance of soft skills in the legal industry

Stress management in the workplace: are you helping yourself?

Sun, 07 Jun 2015 10:00:00 GMT

Stress management in the workplace: are you helping yourself?

A little bit of stress is ok and can even motivate you. But long-term stress is detrimental to your health and workplace productivity. We discuss how to manage your stress and proactively keep it in check!

Our world is a stressful place. On a daily basis in the workplace, you may juggle deadlines, demanding clients, constant change & conflict. You may also be dealing with job security concerns & resource constraints.

Technology has made people available to their devices, clients and employers 24 hours a day. Also, in many instances long hours are taken for granted.

A little bit of stress can give you the kick along to meet a deadline. However, long-term stress has been proven to have a detrimental impact on your health. Feeling stressed out or overwhelmed will have a negative impact on your productivity and job performance. Work related stress is a health and safety issue that contributes to absenteeism.

5 Signs you are stressed

Over-reacting to trivial situations
Inability to concentrate
Irritability
Sleeping or eating issues
Headaches or neck aches

Whether stress has a big impact on your life depends on how you choose to respond to it. We encourage you to be mindful of your response to stress and understand the situations (or people) that stress you out.

Steps you can take to better manage your stress

If you are feeling stressed, here are some steps you can take to deal with it:

Consider whether you can avoid putting yourself in situations with people you find stressful
Admit to yourself that co-workers and clients are unlikely to be perfect
Accept that not every battle is worth your energy
Proactively improve your time management and work life balance
Seek professional help if a situation is beyond your control
Adjust your attitude to ensure you are practicing gratitude

4 tips to help you better manage stress in the workplace

Practice meditation and deep breathing regularly
Exercise at least 20 minutes a day
Ensure you eat well and get enough sleep
Disconnect from your workplace regularly, engage in a hobby or plan and take a regular holiday

Only you can manage your own stress levels.

We challenge you this week to spend 10 minutes thinking about the factors that contribute to your stress levels and then take action, using some of our tips, to help you proactively manage them. Good luck!

When to apply diplomacy skills in a job interview

Sun, 10 May 2015 11:00:00 GMT

When to apply diplomacy skills in a job interview

Applying diplomacy in a job interview allows you to demonstrate your emotional intelligence, communication skills and professionalism. It may also land you the role! In this article we discuss the importance of diplomacy and how you can apply it in your next interview.

There are many occasions when diplomacy is your best choice in a job interview.

Diplomacy is an art. It involves being as truthful as you can without being negative. Using diplomacy in a job interview is an opportunity to show off your emotional intelligence and communication skills.

A diplomatic interview answer involves appearing professional at all times.

Below are two common interview questions, what to avoid when answering, and our handy tips on how to frame a diplomatic answer.

Why are you leaving your current role?

Recruiters use this question to highlight any career related issues. These include not getting along with others, personality issues or not being able to commit to a role. This is not the time to rant about the culture of your current organisation. It is unprofessional to complain about your company. If you do so, a recruiter is likely to think you would continue to do this in a new role.

Studies have shown that poor leadership is a contributing factor to high employee turnover rates. Having said that, never criticise your current boss in a job interview. You don't know whether they are known by the interviewer. It is important to stick to the facts and to not get emotional in your response. (Even if your current boss is why you are leaving your role!)

This question is a good time to talk about your current role not being a good job fit, or that you are ready for a new challenge. It is also a good time to talk about why the new role attracted you.

In practice

In practice, diplomatic answers can look like this:

“I’ve enjoyed my time with [current company / firm], but I’m looking for an opportunity that is a closer fit with my long-term career goals, especially in [mention relevant practice area, skill, or value area].”

“I’ve realised I do my best work in an environment that supports [flexibility/work-life balance/hybrid work], and I’m looking for a position that aligns with that while still challenging me professionally.”

“There have been some organisational changes that have limited opportunities for advancement, so I’m looking for a role where I can continue developing and contributing at a higher level.”

“I’ve really valued the experience and skills I’ve gained in my current role, but I’m ready to take on new challenges that will help me continue growing professionally — particularly in [specific practice area relevant to the new role].”

Why do you want this job?
This is NEVER the time to talk about money. (Even if that is why you want the job!) This is also not the time to talk about how much you hate your current role. In response to this question you should be highlighting the value you can bring to their organisation. Discuss how your unique career experience addresses the key selection criteria.

This question allows you to demonstrate how well researched you are about the role, how you are a good fit, and where you can add value.

In practice

Use this formula to help formulate your answer:

“I want this job because it combines [something you’re good at] with [something you care about], in an environment that values [something important to you]. I’m confident I can add value by [specific contribution relevant to the role].”

Some examples of a diplomatic answer include:

“This position is a great next step that builds on my experience in [your practice area / skill area]. I’m excited about the chance to take on more responsibility in [specific aspect of the job] and to keep learning from a team that’s known for [something positive about the team, department or firm].”

“I’m drawn to this role because the firm's focus on [specific value, mission, or initiative] really speaks to me. I’ve admired how your team [mention something the firm does well], and I see an opportunity to contribute my skills in [specific practice area] to help continue that success.”

“From what I’ve learned, this is a collaborative and forward-thinking environment, which really appeals to me. I enjoy working with people who are passionate about what they do, and I see this as a place where I could contribute meaningfully while continuing to develop professionally.”

“I’m excited about the tangible impact this role has — particularly in [specific types of matters, client base, or outcome]. I’m motivated by work that makes a difference, and I believe my background in [relevant skills or experiences] would allow me to contribute quickly and effectively.”

Diplomacy involves being honest without deliberately hurting anyone’s feelings or coming across as negative. It can be practised in both your professional and personal life and is an effective soft skill to have in your tool belt.

Have you tried it? It will ensure you appear professional at interview and may help you land the role!

Are you looking for a new and challenging role in the legal industry in Melbourne and would like guidance on how to approach an interview? Legal People are specialists in the Legal Industry and have assisted many job seekers in landing Lawyer, Support staff and HR professional roles. Connect with us via our Company Page on LinkedIn or send us your CV to get the conversation started!

How to attract talent by offering flexibility

Wed, 06 Aug 2014 06:42:42 GMT

How to attract talent by offering flexibility

Employers offering their staff flexibility enjoy increased staff engagement, productivity and decreased absenteeism and turnover. Here's what it can look like in practice.

Employers of choice have realised that offering flexibility gives them a recruitment edge. The ability to offer flexible working hours attracts talented candidates to a role. There are many business benefits associated with offering flexibility to your work force, particularly as leading firms report there are far more women than men applying for legal roles. The benefits for businesses who offer flexibility include increased staff engagement and productivity and decreased absenteeism and staff turnover.

Flexibility is not just relevant to working mothers. Employees transitioning to retirement, who are studying, are a secondary carer for their family, and those with other carer responsibilities also benefit from a flexible working arrangement.

Technological improvements has meant that only very few roles are tied to a location.

Flexibility is no longer just offering part time hours. Any of the following arrangements could be considered:

Working from home (including hybrid arrangements)
Job sharing
Part time
Amending start and finish times
Compressing hours
Working additional hours and reduced days
The ability to make up hours in exchange for time off
The ability to take overtime payments as leave
Negotiating extra holidays for a reduced weekly pay rate

Approving an individual’s request for flexibility is a strong signal that they are trusted and valued. A staff member that feels valued is likely to go above and beyond for an organisation. They will also be great for team morale.

The flexible arrangement may need to be supported by technology such as remote access. The boost to employee satisfaction and engagement will make it worth your effort.

How to manage it

Consider a trial period and assess how it has gone.
Ensure you have discussed communication – how will things like team meetings work?
Development – how will your flexible employee access development opportunities?
Ensure colleagues are aware of expectations and are supportive of the flexible arrangement.
Have a formal agreement and your expectations in writing.
Ensure Key Performance Indicators are relevant to the flexible arrangement.
Regularly review the arrangement and ensure it is working for everyone.

Does your company have flexibility policies? Have they boosted your staff engagement and your company's profile as an employer of choice?

How to get a recruiters attention (for the right reasons!)

Wed, 09 Jul 2014 06:53:55 GMT

How to get a recruiters attention (for the right reasons!)

Competition in the job market for great roles is fierce. A candidate must appear professional and a high quality candidate in all interactions. You want the job, and the recruiter wants to look good to their client (the hiring manager). Here are our tips to help!

First impressions

Your first impression to any recruiter is your application. Your CV and cover letter must be error free and grammatically correct.
Ensure that your CV and cover letter are not generic. They need to be specifically tailored for the role you are applying. This conveys your interest and understanding of a role.
Keep your CV and Cover letter simple and avoid unnecessary jargon. Your CV should be under 3 pages and your cover letter a single page. Keep your writing on point and easily scanned.
Ensure your CV highlights achievements that are relevant to the key selection criteria. This demonstrates that you have the skills they are looking for. Use statistics, percentages and dollar figures where they are relevant. This provides evidence of your previous success.
Ensure you cover letter is engaging and includes keywords from the role description.
If adopting AI in preparing your CV and cover letter, make sure you double-check the details and ensure the tone adopted is true to how you speak in a professional setting
Follow the application process rules. Submit your application to the address specified, in the format specified. This demonstrates that you can follow directions.

Make a great impression online

Recruiters will often Google candidates. Ensure that you have a professional social media profile on LinkedIn. Other social media accounts should be reviewed. Do they make the right impression? If not, ensure they are locked down with appropriate security settings.
Be well networked. Do any of your LinkedIn connections know someone at the hiring company? Can they introduce you? An internal recommendation often goes a long way.

The interview

Dress the part. Research the company’s dress code and attend the interview looking like you work there.
Don’t underestimate the value of eye contact, a smile and good body language. This is a reflection of your attitude.
Be well researched- know the company’s challenges. Ask great questions.
Be professional- don't bad mouth your existing employer. It sets a poor tone.
When were you last interviewed? Consider putting aside some time for interview practice.

Follow up

Don’t forget to send a follow up to thank them for their time. How you treat a recruiter is a good indication of how you will treat their clients!

By applying these tips you will be sure to make a great impression with recruiters and hiring managers. Good luck!

Are you hunting for a new and challenging role in the legal industry? Legal People is your gateway to legal support opportunities. We are specialists in the Legal Industry. We recruit Lawyers, Support staff and HR professionals in Melbourne, Australia. If you enjoyed reading this article, you can follow our Company Page on LinkedIn for regular updates. To browse our currently available roles click here .

Further reading:

9 tips for taking time off from work

Wed, 07 May 2014 06:27:54 GMT

9 tips for taking time off from work

Are you reluctant to take a holiday? Some people feel like their workplace is way too dependent on their role to get away, disconnect and recharge. However well-rested staff members perform better and are less likely to burn out. These are our tips on preparing for time off work and ensuring the office stays on track without you!

Taking a holiday is good for you. It is well established that a rested staff member performs better and is less likely to burn out. When you are away from work on leave, rest assure that your company will address any key person dependency issues. To help you enjoy your upcoming holiday, here are our tips on preparing for time away from the office.

We have found there to be two extreme types of people in holiday preparation:

Over prepared

These people work until midnight in the weeks before their leave, manically adding sticky notes on every file. They include tiny details that nobody is likely to read. Often this pile is discovered in exactly the same place upon their return.

Under prepared

This lot waltz out the door with a cheery wave and barely a handover email.

We like to think the ideal preparation for taking time off is somewhere in the middle of these two extremes. Read on for our top tips to get you the rest you have earned and to ensure things in the office stay on track without you.

1. Be considerate – don’t book your holiday in the busiest time of your working year. Ensure you get your leave booked nice and early and that it does not conflict with any 'can’t miss' work events or deadlines.

2. Plan ahead - at least a month out, plan and prioritise any items of work or projects that need to be completed before you go. Consult with your colleagues, your boss or your team to ensure that everyone is aware of the schedule and dates you are working to. Are there non-urgent items that can wait for your return? A good trick during this time is to block out portions of your diary, to help you get up to date and not booked up with meetings instead!

3. Consult with your team - determine who is suitable to step into your role in your absence. Do clients get allocated to colleagues? Is it necessary to source a temporary staff member?

4. Inform key people - give your key clients and colleagues notice that you will be out of the office and ensure they know who to speak to in your absence.

5. Handover - make time to provide a quality handover to ensure whoever is stepping into your shoes is briefed on all the important matters. Your workspace should also be tidy so that people can find what they need in your absence.

6. Disconnect - for maximum rest and relaxation, we recommend you leave the work phone at home (particularly if you are prone to checking it frequently). If you absolutely feel you need to check in with the office, ensure your colleagues understand how to get in contact with you and how often you are expecting to communicate. At a minimum please leave your device off for a large part of your day.

7. Email autoresponder - before you walk out the door, make sure that your 'out of office' and voicemail messages reflect the dates of your holiday and who to contact in your absence.

8. Enjoy - most importantly, remember to RELAX and ENJOY YOURSELF!

9. On your return - give yourself a head start on the catch up – this might involve logging on the day before you start back to get the lay of the land or just to bring yourself up to speed.

So that’s it, get planning then get packing. Bon voyage!

Culture is the one thing that can set you apart from your competitors!

Wed, 12 Mar 2014 05:57:06 GMT

Culture is the one thing that can set you apart from your competitors!

By our guest blogger, Stephanie Beard , HR Manager of Lantern Legal group

As you walk through the door of any organisation, it is what is inside that can be your point of difference, it is your culture and it is your people!

I am the HR Manager of Lantern Legal group which is a mid-sized legal firm of 150 people with offices across three locations in Melbourne, Geelong and Ballarat, trading under the names Harwood Andrews regionally and Sladen Legal in Melbourne.

As with any organisation, we are always trying to improve our culture. One thing that has made a difference for us is the introduction of our social intranet “The Hub” , which is similar to Facebook, where you can share with others, make a comment and like things! It was very important that we had something in place that allowed our people to connect over three different locations.

So why has it made a difference?

We share information from the latest legislation updates to thought provoking articles on leadership, greening and management styles. It provides an opportunity for people to promote their colleagues, recognise their achievements, tell their own personal stories, share their favourite holiday snaps, wedding photos and favourite recipes. It is an opportunity for the business to share the strategy and for committees within the business to upload Minutes. We have fewer emails, as all important firm announcements are made via the Hub. It is a much more transparent process .

It provides an opportunity for our people to have a say , where they can share their opinion , regardless of who they are. All comments are welcomed . By allowing our people to connect to each other, it builds a sense of belonging, trust and creates a community within . It helps to break down barriers and you can get to know people a lot quicker by looking at what they post, comment or like on The Hub. It builds up relationships a lot quicker and staff interact with people they may not have otherwise had the opportunity to do so. When a story is posted, where a staff member is recognised and people respond with comments and likes, the energy within the firm grows in a very positive way. Our mailroom clerk was recently nominated for an Award and I could see her confidence grow literally overnight, by the response on The Hub and how many people took the time to congratulate her in an open forum. She was walking around with a huge smile on her face.

A business doesn’t own the culture your people own the culture. It is important to create a forum where your people can be involved, take ownership and can show their passion. The Hub allows our people to connect in a different way and to share information, knowledge and their stories.

Most importantly, the Hub allows our people to be a little bit creative, to have some fun and to have a day with laughter which is very important, as I believe happiness is contagious!

Lessons in sport … can they be applied to lessons in business?

Thu, 12 Dec 2013 11:00:00 GMT

Lessons in sport... can they be applied to lessons in business?

From our Director, Sharon Henderson, Legal People

Today I share my key take aways from the Victorian Chamber of Commerce & Industry (VCCI) Business Leaders lunch. Kudos to VCCI for putting on another great event!

The panel speakers were:

James Brayshaw Chairman North Melbourne Football Club & Melbourne Renegades
Andrew Westacott CEO Australian Grand Prix Corporation
Anthony “Lehmo” Lehman Radio Personality

As the panel spoke and shared their unique insights into the business of sport, it was interesting to draw a number of parallels between successful sporting teams and high performing businesses.

Here is what I took away from the event:

Your team players (aka employees)

Always look after & nurture your players
Employ & pay for good people, invest in them, to ensure great outcomes
Acknowledge others significant achievements
Deliver results through your people, empower them
It’s ok to rotate people (there will always be staff turnover), if others try to ‘steal’ your talent then you must be doing something right, as long as you’re replacing them with equally great talent.

Culture

Promote a positive culture and live it every day
People care more about your culture than your profits. If you focus on your people, profits will follow.

Leadership

People matter, have strong management, lead from the top and by example
Leaders must accept responsibility for outcomes, don’t play the blame game
There is a commonality between great leaders and sports people – their greatest legacy is often outside what they are known for/their field of endeavours. They are driven to change people’s lives and make a difference.
Leaders have vision for now and the future

Smart business sense

Ensure the public (your customers) have access to your people and the decision makers
There will always be opportunities to improve and do things better.
Govern your team (business) by “Doing what’s right”
Be clear about what you stand for in terms of defining your reputation and brand management
Know your product/service and know it well
Engage well with your target market
You must treat the game and your opponent (competitor) with the upmost of respect
It takes time to fix problems, address them head on and have realistic expectations
Have patience, adhere to strategic aims, acquire good people and over time you'll have enough to make a difference
Make sure every part of your business is aligned, one of most challenging aspects to achieve
You need to understand how to get from A to B
Preparation, clarity, strong communication, set expectations

Hope you found this worthwhile reading!

Warm regards,

Sharon Henderson

Director, Legal People

Connect with me on LinkedIn

Employees beware! What do your posts say about you?

Wed, 13 Nov 2013 05:42:48 GMT

Employees beware! What do your posts say about you?

Those 280 characters …. are they being used to determine your suitability for a job?

According to IBM researchers there is a high correlation (80%) between analysing posts compared with psychometric tests. People can be classified as 1 of 5 main personality traits, depending on the posts you write:

Extroversion
Agreeableness
Conscientiousness
Neuroticism
Openness

Software and AI tools can scan user posts across multiple social media channels to determine a personality profile, which in turn can impact your suitability for a particular position.

IBM Research also noted some interesting observations from users’ posts:

The longer the words you use, the more likely you are to get along with your colleagues
If you use words like “we”, “friends” and “family” then you are likely to be more caring

It is a reminder to us all that you need to be mindful of the words, comments and photos you choose to display on your social media profiles, not only on X, but also on Facebook, LinkedIn, YouTube, Instagram, Pinterest, Google Plus … More employers are putting greater emphasis on googling your social media profiles before conveying offers to candidates.

Getting the best out of your LinkedIn profile

Wed, 17 Apr 2013 05:05:54 GMT

Getting the best out of your LinkedIn profile: practical tips for lawyers

By our Guest Blogger, Justine Raczkowski, Principal at Mater Legal

LinkedIn is the professional’s social media network. Used by over five million Australians and by over two hundred million people worldwide, the pace of adoption in recent years has been staggering. However many lawyers, whilst recognising the benefits of a LinkedIn presence, are still unsure how they can get the most out of participation on LinkedIn. Here are some basic practical tips to help get you started:

1. Establish your purpose

Establish what you want to use LinkedIn for as this will determine whether you are happy just connecting, or whether you want to actively participate online. Common reasons for using LinkedIn include:

Demonstrating your expertise
Developing relationships with people in industries you work with or those you want to work with
Developing a web presence for you individually, outside of your firm’s website
Inviting job offers
Maintaining contact with your existing connections

2. Identify your intended audience

Having identified your purpose (and it may be multi-purpose), determine who your target audience is. Taking the time to identify your target audience will help you identify their wants and needs, the type of content they might be interested in and the search terms they may use to find people or information.

3. Build your profile

With your purpose and audience in mind, build your profile. If appropriate, use the keywords your audience would use to search for you. Write your profile summary as if you are speaking directly to your audience but try to avoid your personal opinions of your own talents or skills such as ‘highly skilled’ or ‘effective communicator’. Keep to the facts.

Search your clients and colleagues (and competitors!) to see what groups or associations your clients belong to, and which companies they are following. This will give you an idea of what your network thinks warrants attention.

And don’t forget to include a professional looking portrait photo in your profile. ‘Selfies’, photos with pets or children etc are inappropriate.

4. Build a strategic network

There are two approaches to building a network. The first is to aim for volume, so that your posts reach as many people as possible. The second approach is to build a network of people you are proud to be associated with and with whom you think you have something to offer. Just as you are judged by the company you keep, so will you be judged by the connections you make, so consider any invitations to connect on that basis.

Make sending invitations to connect on LinkedIn a regular habit after meeting new people. Search for an app that will allow you to take a photo of a contact’s business card to find them and connect on LinkedIn.

Don’t forget to personalise the invitation.

5. Watch for a little bit, but then participate

Before you start, take some time to see how others are communicating. This will give you a feel for the ‘tone’ and communication norms of your network, such as acceptable frequency. There’s a fine balance between being active and being ‘in your face’.

Be generous. ‘Like’ other people’s posts, provide content or links to content that you think your network will be interested in or benefit from. Post comments that add something to the discussion. Having said that, be selective. You want quality, not quantity. Remember at all times that everything you say or post reflects upon you professionally.

And finally,

6. Observe your firm or professional association's social media policy

If your firm has a social media policy (and you want to stay employed with that firm), then observe the policy! Also note any Law Institute of Victoria and Victorian Bar guidelines and policies.

For more assistance with your LinkedIn profile development or training needs, please feel free to connect with me on LinkedIn .

Gain a competitive advantage through emotional intelligence

Wed, 20 Mar 2013 11:00:00 GMT

Gain a competitive advantage through emotional intelligence

By our guest Law Firm Behaviour Expert, Grant Herbert from People Builders

Increasing the level of social and emotional intelligence in law firms is vital if we are to reduce bullying, stress and workplace conflict.

It is widely reported that workplace stress is epidemic in today’s fast paced, always 'on' society. The legal profession still comes out on top of all the surveys and statistics relating to this problem with the Law Society reporting that 33% of lawyers suffer to the point of distress .

What is it about legal work that makes it so stressful? Why are lawyers seemingly more susceptible to workplace pressures? Is all this stress just making lawyers unhappy or does it hamper their ability to produce the best results possible for their clients and firm?

The changes we need to make are on 2 levels:

We must empower individuals ; and
We must change the overall culture

None of this will happen overnight, however incremental change will see the tide turn and we will have happier lawyers and more productive law firms. I am sure there is not a managing partner out there that wouldn’t want this for their firm.

The first problem I see is found in the statistics themselves. When there is documented evidence that says a “lawyer” is more stressed than anyone else, someone who identifies himself or herself as a “lawyer” will take on those statistics as their expected norm. This is why I challenge lawyers that they are in fact people like everyone else and law is just what they do for a career.

When we take this first step we can focus on why all people suffer stress and then teach lawyers to manage themselves with the same set of tools as everyone else.

The competencies of social and emotional intelligence are learned skills that everyone needs in order to thrive and survive in the fascinating arena called “people”. Contrary to the often used term “soft skills”, my experience in working with hundreds of lawyers indicates that a lack of skills that allow you to work well with others are the ones that frustrate the most.

Daniel Goleman said “Out of control emotions make smart people stupid ”. It may take a higher IQ level to get into law but it is my belief that it takes a higher EQ to really enjoy it.

Social and Emotional Intelligence is the ability to be aware of our own emotions and those of others, in the moment , and to use that information to manage ourselves and manage our relationships. As it‘s an ability, the good news is that everyone is on an equal playing field when it comes to learning the competencies of SEI. They fall into 4 areas:

Self awareness
Self management
Others awareness
Relationship management

Some of the main competencies relating to stress are Accurate Self-Assessment, Behavioural Self Control, Stress Management, Resilience, Building Trust and Empathy.

The key is to start with awareness. Those firms who take the next step and introduce SEI training into their CLE program will definitely have a competitive advantage over those who focus only on technical skill.

For more information, visit our website to watch a short video detailing the entire 26 competencies or email me at grant@peoplebuilders.com.au with your questions on how you can start your journey.

5 tips for professional personal branding on LinkedIn

Wed, 20 Feb 2013 03:44:30 GMT

5 tips for personal branding on LinkedIn

Have you ever wondered what the difference is between your LinkedIn profile and your CV? We explore the difference and provide tips on perfecting your personal branding on LinkedIn.

LinkedIn is where you present the professional version of yourself online. In this era of the internet, a prospective employer will often Google shortlisted candidates. Due to LinkedIn's search engine authority and strong user base, your LinkedIn profile is likely to be amongst the first Google results.

Your profile may be a prospective employer or client’s first impression of you, so it is in your best interest to make it a good one. While your profile is great to build your professional brand for a public or broader audience, your CV is typically for a more private or targeted audience and used when formally applying for a job. Therefore, your LinkedIn profile may be that factor that gets your the foot in the door of your ideal employer or client!

Here are our 5 steps to getting your personal branding right on LinkedIn:

1. Choose a professional headshot

Take the time to get this done professionally and think about the image you want to portray. Make a good first impression. Never leave your photo blank. People are much more likely to view and connect with you with a great photo.

2. Use the right keywords in your headline and summary that will get you found

If you solve a problem for people include this in your headline. Do you specialise in a particular area? Use long tail (3 or more) keywords relating to this. Keywords should be tailored for your audience and use their language. Try and avoid overused buzz words.

3. Consider what your connections say about you

Are you connected to the right people? Some people are open networkers on LinkedIn and accept connections from reputable requests. Others restrict their connections to those they know and have worked with. This is up to you and is dependent on your strategic use of the platform.

4. Highlight your achievements

Does your career history read well and have you included the highlights like awards and major achievements?

5. Consider how you interact with connections

Do you endorse? Recommend? By all means converse with connections, engage in groups and demonstrate thought leadership. Your profile is much more likely to be viewed if you are engaging in groups. Above all, keep it professional.

We encourage you to spend 10 minutes reviewing and improving your LinkedIn profile. This is particularly relevant if you are currently job seeking. Used well, LinkedIn can really can give you an edge!

If you'd like help with considering your future career options and advice on your social media personal branding, reach out to us or connect with us on our Company Page on LinkedIn . Legal People are specialists in the Legal Industry, recruiting Lawyers, Support staff and HR professionals across Melbourne, and your gateway to the best legal career opportunities.

Where can you find the best legal jobs in Melbourne?

Wed, 09 Jan 2013 06:52:11 GMT

Where can you find the best legal jobs in Melbourne?

What a great question. The best legal jobs in Melbourne are listed with Legal People of course!

Is it time for a new challenge? Are you bored in your current role? Are you biding your time and keeping an eye on the market for the job of your dreams to pop up? It sounds like it’s time you subscribed to our job alerts!

Our candidates come from a diverse range of backgrounds. They have solid experience in their chosen field and are proactive and detail orientated. They come to us because our consultants take time with each of our candidates to listen, understand their needs in a new role and offer confidential, honest and professional service.

We provide job seekers with tailored and quality advice in relation to:

Resume preparation
Interview coaching and techniques
Salary negotiations
On-going career planning & guidance

Why are the great Melbourne legal roles at Legal People?

All of Legal People’s Recruitment Consultants are specialist legal recruiters. They each have a minimum of 10 years’ experience recruiting in the legal industry. If we add their experience together, it is more than 80 years!

Our depth of experience means that we can provide detailed local legal industry knowledge and insights. We also have extensive knowledge of our client firms. We have our ear to the ground and the inside word on their challenges, achievements and plans for the future.

Our consultants have nurtured our candidate and client relationships over time. They get a real thrill from seeing a candidate’s career grow and a firm go from success to success.

So WHAT are the best legal roles in Melbourne?

This is different for everyone based on their values and experience. It is an individual thing and our consultants enjoy placing the perfect candidate in the perfect role for the next step in their career.

You might be looking for a role with flexibility or career development. You could be looking for a role at a prestigious firm with high quality clients. Or you might just be totally over the commute to the Melbourne CBD and looking for a role close to home. At Legal People we take the time to understand exactly what you are looking for in a role.

You might be a Lawyer, a Paralegal or a legal executive. We recruit in all areas of the legal industry. We also have the market knowledge that can help you secure your next role that is uniquely suited to you!

Attributes and benefits of our top clients

Legal People has a wide ranging client base and a diverse range of legal opportunities. We recruit for private practice law firms of all sizes and areas of law. This includes large to medium national and international law firms. It also includes smaller specialist boutique style law practices. We recruit for corporate in-house legal departments and government organisations. We have placed candidates in the Melbourne CBD, suburbs, country, interstate and internationally!

We are proud to have one of the most extensive networks and contacts in the legal industry. This has been developed over our 50+ years in the industry. You will find us on a number of preferred supplier panels for recruitment services. This includes leading law firms and corporates.

Many of our clients offer benefits such as:

Prestigious and highly reputable law firms
Career enhancement
Work on high profile cases
Offer opportunities to work closely with senior associates and partners
Fast paced environments
Quality clientele

What’s more, many of our roles are exclusively listed with us – so you won’t see them anywhere else!

You can browse our available jobs here – or even better subscribe to our job alerts . This way you will be among the first to hear about new roles suited to your skills and experience. We are always adding new opportunities to our website and via our Company page on LinkedIn .

Legal People is your gateway to the best legal career opportunities. Let’s talk!