What I wish I knew when I started practising law – Jason Elias
Starting a legal career is an exciting yet daunting transition for new lawyers. The shift from academic study to the fast-paced world of legal practice presents numerous challenges, but with the right strategies, early-career lawyers can navigate this phase successfully. Here, we explore key takeaways from the guide to ensure a smooth and successful transition. Bridging the Gap Between Study and Practice Law school equips students with theoretical knowledge, but the real world demands practical application. New lawyers must adapt quickly to working in a structured legal environment, drafting documents, liaising with clients, and adhering to court protocols. Unlike university, where there is time to reflect and analyse, legal practice requires efficiency, precision, and quick decision-making. Seeking guidance from experienced colleagues, being proactive, and embracing continuous learning are essential for success. Investing in Professional Development The legal profession is ever-evolving, and new lawyers should prioritise professional development. Attending workshops, networking events, and legal education programmes can provide insights into industry trends and help build competence. Additionally, mentorship programmes offer valuable support by allowing young lawyers to learn from seasoned professionals. Staying informed and continuously improving one’s legal skills is key to long-term success. Managing Work-Life Balance The demands of legal practice can be overwhelming, making work-life balance a crucial consideration. Long hours, high expectations, and tight deadlines can lead to burnout if not managed effectively. Setting boundaries, prioritising tasks, and maintaining a support network can help new lawyers navigate this challenge. Taking regular breaks, engaging in hobbies, and ensuring sufficient rest contribute to long-term well-being and career sustainability. Understanding Ethical Obligations Ethical integrity is a cornerstone of the legal profession. Lawyers must adhere to strict professional standards, including confidentiality, avoiding conflicts of interest, and maintaining professionalism at all times. Early-career lawyers should familiarise themselves with their jurisdiction’s code of ethics and seek guidance when faced with ethical dilemmas. Upholding ethical standards enhances credibility and fosters trust with clients and colleagues. Building a Strong Professional Network Networking is an invaluable tool for career growth. Establishing relationships with peers, senior lawyers, and industry professionals can open doors to new opportunities. Engaging in bar associations, attending legal events, and participating in firm activities allow young lawyers to expand their professional circle. Effective networking not only provides career advancement opportunities but also offers a support system throughout one’s legal journey. Mastering Time Management A successful legal career requires strong organisational skills and efficient time management. New lawyers often juggle multiple cases, deadlines, and responsibilities. Developing a structured approach, using legal tech tools, and maintaining a well-organised schedule can significantly improve productivity. Prioritising tasks, delegating when necessary, and setting realistic goals ensure efficiency while reducing stress. Prioritising Well-being and Mental Health The legal profession is known for its high-pressure environment, making mental health a critical concern. Young lawyers should proactively take steps to manage stress, seek support when needed, and maintain a balanced lifestyle. Many law societies and firms offer mental health resources, and accessing these can be beneficial. A healthy lawyer is not only more productive but also better equipped to serve clients effectively. Final Thoughts The first year of legal practice is a period of immense learning and growth. By focusing on professional development, maintaining ethical integrity, managing time effectively, and prioritising well-being, new lawyers can establish a strong foundation for a successful career. With the right mindset and resources, navigating the transition from student to practitioner can be both rewarding and fulfilling.
Attracting the Best Legal Talent this new Financial Year
Why Employer Branding Matters In today’s fiercely competitive legal talent market, top candidates do not simply join firms; they choose workplaces that mirror their values, offer flexibility, and reward them appropriately. Employer branding has become mission-critical in FY2026. Firms that authentically showcase culture, purpose, and career growth are winning the war for legal talent. Here’s how to position your law firm or in-house team at the top of candidates’ lists. ✅ Proven Link Between Employer Brand & Quality Hires LinkedIn’s Future of Recruiting report highlights that standout employers gain a measurable edge in quality-of-hire, especially when they focus on candidate priorities like flexibility, innovation, and values. For law firms, this translates to showcasing your commitment to flexibility, hybrid work, thought leadership, and career development. 💡 Values-Driven Branding That Resonates Gen Z and Millennials, who will soon comprise over 75% of the workforce, want employers with purpose, and they want to see that purpose in action. Failing to walk the talk on sustainability or social justice is not just a missed opportunity; it can hurt your brand. In legal recruitment, displaying initiatives, such as CSR, pro bono programs, or mental wellness support, creates a powerful differentiation. 📌 Flexibility as a Cultural Cornerstone PwC’s Global Workforce Preference Study 2025 found that young professionals value stable salaries and positive work environments. Law firms offering hybrid work options, flexible hours, and autonomy are meeting these twin priorities head-on. In your branding, highlight testimonials or case studies from junior lawyers who’ve thrived under these frameworks. Often, early career lawyers prefer going into the office—not just so they learn faster, but for the social aspects. It also means the… 🧠 Skills-Based Hiring Opens the Talent Pool Traditional law hiring often prioritises degrees and firm pedigree, but skills-based hiring is reshaping the sector. By emphasising transferable skills, like negotiation, data analysis, or tech-savvy drafting, you can both expand your candidate pipeline and reinforce an innovative employer brand. Firms showcasing commitment to internal development and upskilling will shine in this space. Many lawyers get pigeon-holed in one area and after a few years want to move, and this gets harder—especially… 🤝 Human-Centred Branding in an AI World AI is transforming legal tech (e.g. document review, legal research), but candidates crave human connection. High-performing employer brands balance tech-forward messaging with human-led narratives, like partner-led onboarding, mentorship, or team retreats. These soften the tech story and highlight your firm as a place of real relationships and support. 🔍 Transparency & Authenticity Win Trust Recruitment marketing experts note that in 2025, employer branding isn’t about surface-level perks—it’s about authenticity. Law firms must match what they say with what they live. Share career journeys, demonstrate equitable promotions, and post real employee feedback. Honest storytelling builds trust, and trust attracts both clients and high-calibre legal talent. 💸 Competitive Remuneration Gen Z and millennial lawyers bring skills in short supply—hence their expectations on salary are often higher than law firms might expect. To secure the top talent, employers need to offer an attractive salary package competitive with their counterparts, not only to attract but also to retain them. The cost might exceed your recruitment budget, but what is the cost of an empty seat? 📣 How Elias Recruitment Supports Your Strategy Elias Recruitment works with forward-thinking law firms and in-house teams across Australia to craft authentic employer brand strategies. From clarifying your unique value proposition, to producing candidate-focused profiles, to auditing job postings for maximum appeal, our goal is simple: help you become the workplace that top legal professionals choose. Partnering with Elias ensures your stories are told credibly, compellingly, and strategically. Employer branding in law isn’t just an add-on; it’s a strategic imperative. Firms that elevate authenticity, purpose, and human connection in their messaging will not only attract top talent but also set the stage for long-term retention and growth. And with Elias Recruitment as your storytelling and attraction partner, your organisation can confidently stand out in a crowded field. Ready to Stand Out? Let’s shape your story to attract Australia’s top legal minds. Book a Consultation
7 Simple and Useful Time Management Tips for Solicitors
How do you stay on top of an intense workload in the legal profession? Is there a perfect system for managing your time? With long hours, constant client demands, and the pressures of partners and associates, time management isn’t just a skill — it’s essential for survival. Here are seven practical strategies to help solicitors stay organised, focused, and efficient. 1. Prioritise Smartly Not all tasks are created equal. In the fast-moving legal world, priorities can shift quickly, so your task list should be realistic and flexible. Give priority to billable work while setting specific time slots for administrative tasks. Allocate dedicated time blocks for deep-focus work to avoid constant task switching. Be ready to adjust your schedule when urgent cases arise. 2. Build Flexibility Into Your Day A carefully planned to-do list is great — until something urgent lands on your desk. Leave buffer time in your schedule for last-minute priorities. If your tasks are time-tracked (billable or non-billable), use those gaps to handle smaller tasks or admin work. Accept that you can’t plan for everything, but you can prepare for unpredictability. 3. Maintain Energy Levels for Peak Performance You can’t perform at your best if you’re constantly exhausted. Recognise when you’re most productive during the day and schedule important tasks accordingly. Take time to review your workload and identify areas where you tend to overcommit or burn out. Remember: resilience is a learned skill, not an innate trait. Protect your energy so you can sustain performance long-term. 4. Cut Out Social Media Distractions Social media is a double-edged sword — great for professional networking but a major distraction. If you use platforms like LinkedIn or Twitter for business, schedule dedicated time to engage instead of checking them impulsively. Set time limits on apps or browser tabs to avoid mindless scrolling. Task-switching kills productivity; stick to one task at a time. 5. Take Breaks – You’ll Get More Done Working nonstop for eight hours doesn’t mean you’re getting more done. Studies show that taking short breaks improves focus and mental clarity. A quick coffee break with colleagues can boost well-being and increase motivation. Quality over quantity — working smarter, not longer, leads to better results. 6. Hold Yourself Accountable Are you wasting time on unnecessary tasks or procrastinating? Stick to your commitments and deadlines — if you say you’ll call a client at a certain time, follow through. Avoid the urge to jump between tasks — even a fraction-of-a-second switch can reduce productivity by up to 40%. Focus on one task at a time and track progress to ensure you’re using time effectively. 7. Be Open to Change and New Work Styles Not every solicitor thrives in a traditional office setting. Some work best in structured environments, while others excel remotely. If you work from home, evaluate your actual productivity — are you as efficient as you think? Research shows that two-thirds of employees feel as productive (or more) when working remotely due to saved commuting time. Experiment with different work setups to find what helps you perform at your best. Make Every Hour Count Time management isn’t about working harder — it’s about working smarter. By prioritising wisely, cutting distractions, and structuring your day for peak efficiency, you’ll stay ahead without burning out. Ready to take control of your time? The right strategies today will create a more balanced, productive future.
Current state of the legal job market – NEW
Expectations vs. Reality After 21 years in legal recruitment, I thought I knew a thing or two about the market. After all I had lived through the 2001 Recession and the Global Financial Crisis. The Initial Impact of COVID-19 I predicted when Covid hit that there would be mass lay-offs and very few job requirements and a deluge of quality candidates struggling to find work. Well after a large serving of humble pie, I admit I was absolutely off-target. The initial uncertainty and fear when the pandemic struck in Jan-March 2020 – which according to a recent Jobadder report led to a drastic 41.6% drop in the number of placements across industries by agencies. This was the biggest drop in demand I have witnessed. The Swift Recovery However, the recovery was just as rapid with a rise in business confidence and a realisation that Australia was in a relatively good position compared to countries like the US, UK, India or Brazil. Perhaps as a result of early actions by governments, perhaps by civic duty of most citizens complying with health advice and perhaps sheer luck that we are an island- whatever the reason the catastrophic fatalities overseas were largely avoided here. A Candidate-Short Market Meanwhile business went on and needed lawyers to do the work. JobKeeper meant that mass lay-offs in industries like the law were avoided. There were some redundancies in April-June quarter but anecdotally some law firms have suggested it was an opportunity to let some B players go. With the rapid bounce came strong demand for lawyers and a scarce supply at the right levels. There is a large number of law graduates but very few quality lawyers on the market at the2 year post-qualification experience level. There are some movements of teams with firms merging or even ceasing operations, but the market is definitely candidate-short. Even though lawyers represent only a small percentage of the workforce, 10 of the top 20 Hardest Jobs to Fill were for lawyers (Seek report) Many lawyers are risk-averse by nature and the idea of changing jobs in an uncertain economic climate has reduced the natural churn in the market. There has also been a dramatic rise of counter-offers. Busy employers who do not have time to recruit are throwing cash at disgruntled employees to stay put. Inevitably the financial incentive only last 6-12 months before many employees end up leaving the firm anyway. Many explain that once they have said they were going elsewhere, they were treated differently. Areas of Increased Demand There are few surprises in the areas of demand. NSW has experienced a rapid property boom, so property and banking and finance lawyers have been in demand with a 235%and 223% respectives increase in jobs from Oct-Dec 2020 to Jan-March 2021. There were also large increases in corporate and M&A work (187%), regulatory(450%), litigation(143%). Covid lockdowns are also partly responsible for the increase in demand for family lawyers- rising 400% in one quarter. There was slightly less demand last quarter in financial services, insurance and inhouse roles. The chart above clearly shows an explosive surge in demand across several legal specialisations, particularly in Regulatory Law and Family Law, which experienced 450% and 400% growth, respectively. These trends reflect the impacts of the COVID-19 pandemic on regulatory frameworks and family dynamics. Meanwhile, NSW’s property boom fueled strong growth in Property and Banking & Finance law roles. This dramatic quarter-over-quarter change illustrates how external events like lockdowns and economic shifts can rapidly reshape the legal job market. The greatest increase in level was for Division heads, junior and intermediate associates, while there was a decline in partner and graduate roles. One refreshing change has been the openness to flexibility. While law firms were gradually moving this way, the pandemic was a major catalyst. Firms glued to the idea of lawyers having to be in the office to be productive have realised that many professionals are actually more productive at home and work longer hours without having to commute. This has opened up opportunities for many lawyers who also juggle family responsibilities. The Shift Towards Flexibility Firms who want to return to full-time in the office post-pandemic, may struggle to attract many lawyers who have embraced flexibility and a number who have even relocated outside of metropolitan centres. Adapting to New Realities Progressive firms have seen this as an opportunity to reduce their rent and downsize premises which are now only partly occupied. Some are evaluating suburban regional hubs rather than only a CBD presence with higher rents. There is also less need for marble foyers, glamorous board rooms adorned with fancy Artworks and harbour views if your clients are now on Zoom. How Firms Can Compete for Talent In the war for talent, firms will be competing. A few tips to help firms have the edge over their competitors: Don’t rely on generalist job boards like SEEK or Indeed If you see a good CV, call the candidate that day and get them in ASAP If you must have more than 1 interview don’t spread them too far apart, it just leaves the opportunity for another firm to compete. When you interview, while assessing applicants, also sell your opportunity- point out your EVP- employee value proposition. Be fair, pay market and don’t lowball candidates (read the ALPMA survey for market rates). You will get more from employees who feel valued and will tend to stay longer. Looking Ahead The market is definitely bullish and short of some major third wave or unforeseen economic curve ball, FY22 will be a good year for the legal profession with strong growth and demand for lawyers. Then again, my crystal ball last year was faulty. Jason Elias, CEO Elias Recruitment
HR and Leaders’ Roundtables: A Safe Space for Connection and Innovation
HR and Leaders’ Roundtables: A Safe Space for Connection and Innovation Elias Recruitment is celebrating its 25th anniversary by giving back to the industry in a meaningful and practical way. To mark this milestone, the pioneering recruitment business is launching a series of ongoing Roundtable sessions designed for HR Professionals, In House Legal and Senior Legal Managers like General Managers, Practice Managers, COO’s and CEO’s. This innovative initiative is designed to bring industry professionals together, ignite meaningful conversations, and foster collaborative solutions to issues and challenges facing the profession. The meetings serve as a dynamic platform for growth, connection, and innovation, empowering participants to navigate the complexities of their roles with fresh perspectives and shared expertise. “We find that many HR practitioners and legal leaders often feel isolated in their roles,” says Jason Elias, CEO of Elias Recruitment. “They crave a space where they can share challenges, successes, and strategies without fear of judgment. The roundtables are our way of creating that safe, supportive environment.” These invite-only sessions cater to three distinct groups—HR professionals, in-house legal practitioners, and legal leaders—each with a tailored focus. HR professionals will engage in peer support discussions on AI’s impact on recruitment, talent retention strategies, and workplace challenges. In-house legal practitioners will explore operational efficiencies, optimising outside counsel, CPD, AI, and legal operations. Meanwhile, legal leaders will tackle high-level concerns, including AI’s influence, workplace transformations, data protection, and balancing flexibility with productivity. Each roundtable brings together professionals from similar-sized organisations, ensuring discussions remain relevant, relatable, and confidential under Chatham House rules. “What makes the roundtables truly unique is their structure”, explains Jason. “Sessions are capped at eight participants to foster an intimate and collaborative atmosphere. They will be held quarterly, in-person at neutral venues in Sydney in a format that ensures everyone has a voice.” “It’s about more than just the sessions themselves. We’re building a peer network that extends beyond the boardroom. Participants can reach out to each other for advice, share experiences, and continue the conversation long after the meeting ends.” As part of Elias’s commitment to supporting its clients, the roundtables will be offered as a free service, complete with refreshments and a welcoming atmosphere. “It’s a thank-you to the industry for 25 years of support, but also as an opportunity to help connect the future legal HR and managers to each other.” If you are interested in joining a round table, email [email protected].
The Legal Talent Pool – The Tinder of Recruitment
The Legal Talent Pool – The Tinder of Recruitment In an industry often criticised for inefficiency, Elias Recruitment has unveiled a revolutionary system that’s changing how clients and candidates connect. The Legal Talent Pool blends advanced AI with a personalised, human approach—and a touch of Tinder-style matchmaking—to streamline the recruitment process, creating unparalleled opportunities for legal job seekers and employers alike. “Unfortunately, recruitment can be inefficient,” explains Elias Recruitment CEO, Jason Elias. “Often, a client will brief an agency, and it may take weeks before they’re presented with a candidate. Now, all the top candidates are viewable on demand, 24/7.” At the heart of this innovation is AI-powered technology that anonymises candidate profiles, allowing job seekers to explore opportunities confidentially while maintaining full control over when and to whom their identities are revealed. With their permission, blinded profiles are marketed to the companies they’re interested in, enabling employers to discover top talent in minutes while ensuring candidates’ current employment remains secure. Candidates can also suggest companies they’d like to work for, with Elias proactively reaching out on their behalf—creating opportunities that might not have otherwise existed. What makes the Legal Talent Pool truly exciting is that it’s public (you can check it out here). This means candidates can be headhunted by multiple employers instead of waiting passively for opportunities to come their way. A Game-Changer for Employers The system isn’t just a win for candidates—it’s a major advantage for employers too. The Legal Talent Pool gives businesses access to a curated database of over 260 pre-screened, ready-to-move candidates. Unlike platforms like LinkedIn, where most profiles are passive, every candidate in Elias’s talent pool is actively seeking a new role. Employers can request a candidate’s CV with a single click and typically receive it within an hour once the candidate authorises the request. This streamlined process not only speeds up hiring but also reduces costs, leading to lower recruitment fees. “It’s like the best dating app you’ve ever come across, but tailored specifically to recruitment,” Jason adds. “Candidates can be headhunted confidentially while employers access top talent much faster than existing methods. It’s a win/win.” Giving Candidates a Second Chance One of the standout features of the Legal Talent Pool is its ability to give candidates a second chance. Those who narrowly miss out on a role—the so-called “silver medalists”—aren’t forgotten. Instead, the platform continues marketing their skills to other employers, particularly those they’re interested in, increasing their chances of landing a great position. This process eliminates the need for multiple interviews with different recruiters, making job searching more efficient and less frustrating. The Legal Talent Pool allows candidates to connect with any employer in the market while protecting their confidentiality. By combining cutting-edge AI with 25 years of industry connections, Elias Recruitment has built a platform that eliminates inefficiencies while empowering both candidates and employers to achieve their goals faster and with greater precision. For more information on Elias’ Legal Talent Pool, click here.
Ways to Find Top Inhouse Legal Talent in 2025
Rethink Where You’re Looking Traditional job boards can be hit-or-miss. The “spray and pray” approach rarely delivers top-tier legal talent. The best lawyers aren’t actively trawling job listings, and those who are may already have multiple offers. Many firms waste thousands of dollars and countless hours on SEEK and LinkedIn only to find that their usual hiring tactics don’t work in the legal industry. Instead, be strategic: Tap Into the Hidden Market The best legal professionals aren’t always actively job-hunting. Even if they have a LinkedIn profile, they may not be looking for a move. Instead of relying solely on job ads, fish in different ponds: Leverage trusted referrals — lawyers often find opportunities through professional networks. Engage with legal industry groups and alumni associations. Strengthen your presence in legal communities like the Australian Legal Community on LinkedIn. Encourage employee referrals to boost your talent pipeline. Tap Into the Legal Talent Pool Elias Recruitment’s exclusive Legal Talent Pool gives you instant access to 270+ pre-screened, ready-to-move legal candidates — often before they hit the job market. Craft a Standout EVP (Employee Value Proposition) Top legal talent has choices. Why should they choose your firm? In 2025, lawyers value more than just salary. They’re looking for: Flexibility – hybrid and remote work options. Meaningful work – purpose-driven roles and career growth. Well-being programs – a focus on mental health and work-life balance. Firms that meet these expectations will win the talent war. Understand the Generation Gap Different generations have different expectations and communication preferences: Early-career lawyers prioritise mentorship and career progression. Mid-career professionals seek autonomy and work-life balance. Senior lawyers value leadership roles and flexibility, especially if they have family commitments. A one-size-fits-all hiring approach won’t work — tailor your strategy for better results. Read more about Winning Over Gen Z & Gen Alpha when recruiting Lawyers. Speed Matters Hiring a lawyer takes an average of 40 days and costs $24K. Every delay increases the risk of losing top candidates to competitors. Streamline your recruitment process. Schedule interviews close together to avoid losing momentum. Move fast — indecision kills opportunities. Nothing worse than finally deciding on a candidate and then having them take another job as your recruitment process was inefficient. Use AI & Technology Wisely AI-powered recruitment tools can streamline hiring, but they should complement — not replace — the human element. AI is great for candidate matching to ensure a blend of efficiency and personal connection, but the human touch should never be underestimated. Call in the Experts Still struggling to find the right candidate? A specialist legal recruiter can help. Work with one dedicated agency for 4–6 weeks to maximise results. Choose a recruiter with deep legal expertise and national reach to widen your talent pool. Ask for referrals — word of mouth is invaluable in legal hiring. Be Prepared for Counteroffers Lawyers worth keeping are frequently met with strong counteroffers from their current employers. Have a clear value proposition and be prepared to reinforce why your opportunity is a better long-term fit. And remember, research shows most candidates who take counter-offers leave within 12 months. Invest in Long-Term Talent Strategies Hiring is only half the battle — retention is key. Providing ongoing training, career development, and a strong workplace culture ensures that top legal talent stays engaged and invested in your firm. To learn more about our Legal Talent Pool or to connect with Elias Recruitment to learn more about effective hiring, click here.
A Minute with Marnie – Senior Legal Recruitment Consultant
A Minute with Marnie – Senior Legal Recruitment Consultant Elias Recruitment has rolled out the red carpet for its latest star recruiter, Marnie George! With a career that has traversed law, HR, and executive management, Marnie has built a reputation for making perfect professional matches—think of her as the ultimate recruiter-cupid. Having successfully run her own consultancy, she now joins Elias to work her magic in Melbourne, expanding its reach and delivering top-tier talent solutions. We sat down with Marnie to uncover her journey, her recruitment philosophy, and what excites her most about this next big adventure. Q: Marnie, you’ve had an incredible career spanning law, HR, and recruitment. How did you get started? A: I actually started my career as a law clerk, spending over 10 years in mid-tier law firms. During that time, I developed a strong understanding of corporate structures, compliance, and the importance of having the right people in the right roles. That experience naturally led me into recruitment, and I haven’t looked back since! For over 20 years, I’ve worked across recruitment, HR, and executive management, helping businesses find top talent and build high-performing teams. Q: You’ve run your own consultancy since 2018. What were some of the highlights? A: Running my own consultancy was an amazing experience. I worked with businesses across different industries, helping them refine leadership structures, implement talent acquisition strategies, and build teams that truly make an impact. Some of my biggest highlights were placing senior executives in transformative roles and coaching professionals to unlock their full potential. It was incredibly rewarding to help businesses not just find the right people, but also develop strategies to retain and engage them. Q: What’s your recruitment style? A: I take a strategic and relationship-driven approach. Recruitment isn’t just about filling a role—it’s about truly understanding both the business’s needs and the candidate’s career aspirations. I focus on making long-term matches, ensuring that both parties thrive. I also bring a consultative approach, offering insights into market trends, employer branding, and talent retention strategies. Q: What excites you most about recruitment? A: Connecting people with opportunities that align with their skills, values, and aspirations is the best part of what I do. Seeing a candidate thrive in their new role and knowing I played a part in making that happen is incredibly rewarding. I also love helping businesses grow by ensuring they have the right talent in place. It’s a win-win! Q: Why did you join Elias Recruitment? A: Elias is a well-established national brand with an outstanding reputation in the industry. The firm has been around for 25 years, and that kind of longevity speaks volumes. What drew me in was the strong support network, the cutting-edge IT systems that streamline recruitment, and the hands-on, personal approach of the CEO. It was also important for me to be surrounded by like-minded consultants who genuinely care about delivering the best outcomes for clients and candidates. Q: What do you bring to the Elias team? A: With my background in recruitment, executive coaching, and business strategy, I bring a holistic approach to talent acquisition. My ability to assess both technical skills and cultural fit ensures long-term, successful placements. I also offer clients insights beyond recruitment, helping them build engaged, high-performing teams. Q: What are you most looking forward to in this new role? A: Collaborating with a dynamic team, leveraging my expertise to contribute to Elias’s success, and continuing to make a meaningful impact in the industry. I’m also excited about building strong relationships with both clients and candidates—something I truly enjoy. Q: What’s the recruitment landscape like in Melbourne right now? A: It’s an exciting but competitive market. There’s strong demand for skilled professionals in both in-house and private practice roles. However, talent shortages in some sectors mean companies need to be strategic in their hiring—focusing on employer branding, employee value propositions, and retention strategies. Flexible work arrangements and workplace culture are becoming key factors in attracting top talent. Q: Finally, what makes Elias the perfect place for you? A: The flexibility, the supportive team, and the ability to work remotely while still having access to great resources. Elias’s model allows consultants to focus on what they do best—finding the perfect match between candidates and employers—without getting bogged down by overheads and admin. Plus, the firm’s strong reputation and cutting-edge technology mean we can deliver top-tier results efficiently. I’m excited to be part of it!
The Hardest Legal Jobs to Fill — And How to Secure the Right Legal Talent Now
The legal hiring market is facing significant challenges, with firms struggling to secure skilled professionals amid growing competition. As candidates’ expectations evolve and counteroffers become more frequent, traditional recruitment methods are proving less effective. Demand for top legal talent continues to exceed supply, requiring firms to reassess their approach to hiring. Recent insights from SEEK highlight that the most in-demand legal roles in Australia include: Generalist In-House Lawyers Litigation & Dispute Resolution Corporate & Commercial Lawyers Insurance & Personal Injury Lawyers Criminal Lawyers Family Lawyers Why Are These Roles So Hard to Fill? In-House Lawyers As businesses increasingly bring legal expertise in-house, demand for professionals with strong governance, contract negotiation, and regulatory skills continues to rise. Companies seek legal counsel who can navigate risk and compliance while aligning legal strategies with commercial objectives. Finding professionals with the right blend of technical knowledge and business acumen remains a significant challenge. Litigation & Dispute Resolution A rise in large-scale litigation, including class actions and corporate disputes, has increased the need for experienced litigators. Many seasoned litigators are transitioning into advisory role s or moving overseas, making it difficult for firms to retain top talent in this highly specialised area. Corporate & Commercial Lawyers With ongoing mergers, acquisitions, and corporate restructuring, the need for corporate lawyers remains high. However, strong competition for experienced professionals has led to frequent bidding wars and counteroffers, making both recruitment and retention difficult. Insurance & Personal Injury Lawyers Legal professionals specialising in risk assessment, claims management and regulatory compliance are increasingly in demand. The rise in insurance-related legal matters, including those stemming from natural disasters and pandemic-related claims, has created a shortage of skilled lawyers. Criminal Lawyers Criminal law remains a highly active field, with increased enforcement actions, financial crime investigations, and general defence work driving demand. The growth of cybercrime and fraud-related cases has added further pressure on firms and legal departments. However, demanding workloads and public sector funding constraints make it difficult to attract and retain experienced criminal law professionals. Family Lawyers High demand in family law is fueled by divorce cases, custody disputes, and property settlements. The emotionally charged nature of these cases, combined with the long hours required, often leads to high turnover. So How Do You Secure Top Legal Talent in a Competitive Market? With demand far outstripping supply, firms need to refine their hiring strategies to attract and retain the best legal talent – here’s how you can win the talent war. Craft Offers That Go Beyond Salary Legal professionals today consider more than just compensation when evaluating opportunities. Workplace flexibility, professional development, and organisational culture play a significant role in decision-making. Firms that offer hybrid work arrangements, leadership training, and well-being initiatives gain a competitive edge. Expand Recruitment Channels Highly skilled legal professionals aren’t always actively searching for new roles, making traditional job boards less effective. Partnering with specialised legal recruitment agencies, like Elias Recruitment, provides access to pre-screened, high-calibre candidates who might not be visible through conventional hiring methods. Accelerate the Hiring Process Top legal candidates often receive multiple offers within days, while many firms can take up to 6 weeks or longer to complete the hiring process. Reducing delays, improving communication, and streamlining recruitment can help prevent losing top talent to competitors. Be Ready for Counteroffers High-performing candidates frequently receive counteroffers from their current employers. To secure the best talent, firms should focus on career progression, mentorship, and long-term growth opportunities—factors that can be more compelling than financial incentives alone. Engage Passive Candidates Early Many top legal professionals are not actively job-hunting but are open to the right opportunity. Firms that adopt a proactive recruitment approach can engage these candidates before they explore other options. In a nutshell The legal industry is experiencing a hiring crunch that demands a shift in recruitment strategies. Firms that adapt quickly, strengthen their value propositions, and expand their sourcing methods will be best positioned to attract and retain top legal talent in 2025 and beyond. To learn how you can get that competitive edge, contact Elias Recruitment today.
Legal Talent Pool – Legal Recruitment 24/7
Legal Talent Pool – End of Year Promo 250 exceptional legal professionals at your fingertips.Speed up your hiring by accessing all our best candidates — when it suits you. We have two fantastic offers running until the end of 2024 to help you secure your next hire for 2025: All new placements from our Legal Talent Pool will be discounted to 15% until 31 December 2024* Free graduate placements from our Legal Talent Pool until 31 December 2024* Visit the Legal Talent Pool here How the Legal Talent Pool Works As Australia’s leading specialist legal recruitment agency, we are consistently approached by great candidates looking for new roles. When we interview outstanding candidates, in addition to representing them for specific roles, we also invite them to allow us to share their profile (anonymously) in our Talent Pool. From there, employers can browse candidates by experience, speciality, location, salary range, and more. Once a profile is selected, we seek the candidate’s consent to release further information and begin our regular recruitment process — including interview coordination, reference checks, and placement guarantees. We’re proud to confirm all candidates in the Legal Talent Pool are: Interviewed by an experienced recruitment consultant, with relevant notes including salary expectations and years of experience Ready to start a role immediately (subject to notice periods) Confirmed to have a minimum of 18 months PQE and are of high calibre — many have been “silver medallists” in other roles Legal Talent Pool – End of Year Promo Terms Candidate employment contracts must be completed by 31 December 2024 Clients must mention this promo when requesting candidates and must have signed terms Promo is only valid for new CVs requested from the Talent Pool from 4 November 2024 The Free Graduate Promo is only offered to clients who have been invoiced by Elias Recruitment in the last 12 month Please note: graduate candidates have not been interviewed, and no placement guarantee applies
