Tricky Questions Reign in Behavioural Interviews
Tricky Questions Reign in Behavioural Interviews Adapted from Arlene Hirsch From the NATIONAL BUSINESS EMPLOYMENT WEEKLY From the publishers of the Wall Street Journal: Dow Jones & Company Inc. Most interviewers routinely include several behavioral questions along with more standard general questions. Their goal is to make sure they don’t hire a candidate who can talk a good game but can’t deliver a great performance. Built on the belief that past performance is the best predictor of future success, this interviewing style relies more on specifics. Questions usually begin with such phrases as “Tell me about a time when…” or “Give me an example of…” Interviewers who favour this format usually develop their line of questioning around the traits and skills deemed important for success in the position or organisation. For example, if a job involves a lot of client interaction, an interviewer might ask you, “Tell me about a time when you had to handle an irate client.” For a position that requires extensive teamwork, you might be asked to “Give an example of a situation where you demonstrated your skill as a team player.” Preparation Knowing how interviewers structure their questions makes it easier for you to prepare good responses. If an interviewer prepares by reviewing the job description to determine a job’s required skills and traits and asks for specific examples that demonstrate those characteristics, you need to go through a similar preparation process. Job descriptions for a specific position or function can help you prepare for behavioural interviews. If an employer wants someone who’s a “team player,” you can expect to be asked some of the following: “Tell me about a time when you had to rely on a team to get things done.” “Provide an example of a time when you had to persuade people to do something that they didn’t want to do.” “Give me an example of your leadership style.” Candidates who understand the technique and are prepared to handle these types of interview questions have an edge over those who are unaware of this technique. Start With Your Resume An easy way to start preparing for behavioral questions involves resume review. By going through your resume line-by-line (in search of relevant examples), you’ll become comfortable with how you plan to answer likely questions. The less confident you feel about a specific circumstance or qualification, the more you need to prepare and rehearse your response. “The idea behind behavioral interviewing is that you can tell much more about a person’s attitudes, work habits and skills by hearing them describe real actions taken in real circumstances than by letting them speak in the abstract about themselves,” says Allen Salikof, president of a US-based search firm. Expect interviewers to ask negatively phrased questions that reveal your weaknesses and flaws as well as your strengths. Don’t fall into the trap of demeaning yourself just because you’re anxious to comply. If the stories you tell don’t reflect positively on you, there’s no reason to tell them. A Three-Step Approach Some candidates find the format of behavioural questions unsettling. In the pressure of the moment, they can’t think of a single example. To overcome that obstacle, develop a list of experiences that cover the skills and characteristics required for the position you seek. Try the following three-step approach: 1. Determine your chief skills or strengths and actual experiences which exemplify each one. Remember dates, names, achievements and other details that will convey the situation to the interviewer. 2. Understand the job’s description and be prepared to recall specific actions and behaviours that address the required skills. 3. Don’t make vague proclamations of your skills. Small but telling actions and behaviours are more important than grandiose but unsubstantiated claims of job success. Structuring Your Stories It helps to use a P-A-R (Problem-Action-Result) formula to structure your stories. Review your resume and decide which stories to tell. Some candidates even write, edit and rehearse their stories. This is time-consuming but can be worth the effort. Since most people aren’t natural storytellers, it’s good to know what you plan to say and how you plan to say it. That way you minimise the risk of drawing a blank, telling the wrong story or rambling. Try not to sound wooden or rehearsed. To put a unique spin on the P-A-R format, try a R-A-P format. Start with the result, because accomplishments capture an interviewer’s attention. Then describe the actions you took and finally, the problem that was solved. In that way, your accomplishments stand out boldly. If you’re really savvy, you can vary your approach by using both strategies within the same interview. For example, if you’re describing a tough problem, you might want to use the P-A-R approach to emphasise the very real challenge you faced. If you achieved a particularly spectacular end result, you might want to use the R-A-P format, which emphasises your results. When You Don’t Know the Answer Behavioural-based interviewers can be like bulldogs. They won’t give up until they get the information they want. But you don’t have to answer a question just because it was asked. At times, you really won’t have the answer. Much as it may hurt to say, “I’m sorry but nothing comes to mind,” that may be the most honest answer. Rather than lie, you’re better off being honest about what you have and haven’t done. You also can ask for clarification. If you don’t understand what the employer is looking for, ask him or her to be more specific. Most employers will appreciate your interest and thoroughness. Although silences can be uncomfortable, they also can be productive. Rather than rush into an ill-advised statement, make sure that you’re in control of your response. If this takes more time, the interviewer will need to wait. Most interviewers will appreciate your thoughtfulness. Strategizing Behavioral Questions Behavioural questions pose a real challenge to interviewees who are striving to make the interview a conversation between equals rather than an interrogation. This isn’t
Deciding On Your Next Legal Job
Deciding On Your Next Legal Job Once you’ve undergone a thorough process of self-assessment, you may decide it’s time to consider a career change within the legal field. Whether you’re a seasoned attorney or a recent law school graduate, making an informed and strategic decision about your next role is crucial. Understanding your drivers and motivations is the foundation of this process. Understanding Your Drivers and Motivations To make a strategic decision about your next role, it’s essential to delve deep into what drives you. Start by getting clear and brutally honest about your priorities, goals, and motivations. Ask yourself some fundamental questions: Do you aspire to become a partner in a law firm? Are you willing to make the necessary sacrifices to achieve this? Or is your primary goal to find fulfillment and a better work-life balance? Would you prefer to work in-house, in government, or for a non-profit organization? Any path is valid, but clarity on your priorities is crucial. Dan Pink’s “Drive” explores the elements that motivate people in their careers and lives. According to Pink, there are three primary drivers most people seek from their careers: Autonomy – Are you directing your own life? Mastery – Do you feel you are excelling and learning new skills? Purpose – Do you feel you are achieving something that matters? Identifying opportunities for autonomy, mastery, and purpose in your career is essential. Prioritizing these elements when searching for your next legal job will enhance your satisfaction and success in your new role. Self-Assessment Tools and Techniques Several free and low-cost self-assessment tools can support your career growth. Undertaking these assessments helps you decide on your next role and provides insights into how you can present yourself to potential employers. One highly regarded tool is the StrengthsFinder 2.0 assessment. This reputable and inexpensive tool helps you identify and leverage your natural strengths, providing valuable guidance for your career journey. By understanding your strengths, you can better align yourself with roles that suit your capabilities and aspirations. Exploring Career Paths in Law As you assess your career options, it’s essential to consider various paths within the legal field. Many legal professionals are now exploring opportunities beyond traditional law firm roles. The corporate sector, for example, offers numerous opportunities for legal experts. Jason Elias, CEO of Elias Recruitment, discussed this trend in an interview with the Australian Financial Review. He noted, “Now people are getting three to four years in and saying ‘this is not what I want to do for the rest of my life’… If you were going to work at Google or Mallesons, you would probably choose Google.” This shift highlights a growing interest in roles that offer greater fulfillment and diverse experiences outside traditional law firms.
What happened in the Legal industry in 2023/24 FY and where to from here?
What happened in the Legal industry in 2023/24 FY and where to from here? First and foremost, we want to express our heartfelt thanks from everyone here at Elias Recruitment. We truly value your support and trust throughout the past financial year. This has been a significant year for us as our team has excelled, and we are now delighted to assist our clients with all their hiring requirements. Eva Wilson is leading our Business Support team and hiring exceptional talent including Paralegals, Legal secretaries, Legal Admin and Service Managers. Karen Horovitz is hiring for our clients across all Operations, IT, Finance, Marketing and Sales talent. More insights from 23/24 FY and prediction to the upcoming one: Market Conditions in the Legal Industry Despite downturns across numerous industries including IT, the Legal sector remained robust and demand for lawyers was strong. While not at the dizzying heights of the previous year, there was a constant need for good quality lawyers (especially at 3-6 years PQE) across most practice sizes and areas. While many firms focussed on maintaining headcount rather than expanding, a number of smaller firms catering to the B2C market (e.g. family, crime, wills) grew rapidly as a result of innovative online marketing campaigns. Demand was particularly strong for general insurance, workers’ compensation and family law- with an increase in post-pandemic relationship breakdowns. The desire for lawyers to work overseas has risen again with USA, UK, Asia and Middle East viewed as key destinations. The impending Free Trade arrangements with the UK allowing mutual recognition between jurisdictions will be worth watching. Salary Trends Elias Recruitment proudly supported the 2024 APLMA Australian Legal Industry HR Issues & Salary Survey. The survey indicates a substantial rise in salaries within the legal industry, with an average increase of 7.0% for law firm employees (national average of 4.2%). There was upward pressure on salaries from firms trying to outbid each other for candidates with multiple offers or current employers counter offering. Overall. salaries have tended to normalise this year. Graduate lawyers’ salaries surged by 11.8%, bringing the average to $76,000 and anecdotally, we understand some first years have been offered up to $110,000 by top tiers. Recruitment Efforts Recruitment will consume the largest proportion of HR budgets, with 29% of firms prioritising talent acquisition. Most vacancies are for replacing existing lawyers with a continuation of exodus to inhouse legal roles. Firms offering flexibility fare better in a still competitive market. While many early career lawyers enjoy the office environment, learning and social opportunities, more experienced lawyers (especially those who may have family responsibilities) baulk at a 5 day in the office scenario. Ad response is still poor with the job boards delivering fewer quality candidates. We are relying on headhunting, networking and word of mouth referrals from 24 years in the market. Many lawyers are too busy to actively job hunt and wait for roles to be presented to them. Consequently, Elias Recruitment has developed a Legal Talent Pool where clients can see all the top candidates we currently represent and approach them seamlessly.
Elias Recruitment Recognised as Best Boutique Recruiter in Australia
Elias Recruitment Recognised as Best Boutique Recruiter in Australia at RCSA Awards at Luna ParkSydney, 1/6/23 — Elias Recruitment, a leading boutique recruitment agency, is thrilled to announce its recent accolade as the Best Boutique Recruiter in Australia at the prestigious RCSA Awards held at Luna Park. This recognition highlights the agency’s commitment to excellence, innovation, and outstanding service within the recruitment industry.The RCSA Awards are highly regarded within the recruitment industry, celebrating and recognising the achievements of organizations and professionals who have demonstrated exceptional performance and made a significant impact in the field. The ceremony took place at the iconic Luna Park in Australia, with industry leaders, experts, and distinguished guests in attendance.Elias Recruitment’s success in winning the Best Boutique Recruiter award is a testament to its unwavering dedication to providing tailored and quality recruitment solutions. With over 23 years of experience, Elias Recruitment has established itself as a trusted partner to both clients and candidates across a wide range of industries. “We are immensely honoured to receive this esteemed recognition as the Best Boutique Recruiter in Australia,” said Jason Elias, CEO at Elias Recruitment. “This award is a testament to the hard work, expertise, and exceptional service our team consistently delivers. We are proud to be recognised by the RCSA for our commitment to excellence and our ongoing efforts to make a meaningful impact on the recruitment landscape.” Elias Recruitment’s success can be attributed to its client-centric approach, personalised service, and deep industry knowledge. The agency’s team of experienced recruiters possesses a keen understanding of the market and an unparalleled ability to identify and connect top talent with organisations that align with their skills and aspirations. With this recent achievement, Elias Recruitment further solidifies its position as a leading boutique recruiter in Australia, providing exceptional recruitment solutions that empower businesses to thrive and individuals to realise their full potential. For more information about Elias Recruitment and its services, please visit www.eliasrecruitment.com or contact 02 9555 5711. Jason Elias CEO, Elias Recruitment
The Spirit of Collaboration
Many of you may know that Elias Recruitment works closely with other agencies to expand opportunities for our candidates and widen the talent pool for our clients. Part of this is through network called NPAworldwide. I have been lucky to be involved in the leadership and was recently the Chairman of the Board from March 2020 to March 2022. ANZ members had their first conference since Covid at the beautiful seaside resort of Manly on Sydney’s northern beaches. Guests came from across Australia and New Zealand as well as international speaker Mike “Batman” Cohen and NPAworldwide President Dave Nerz from the US. The conference was jam-packed with great content including topics on differentiating your brand, understanding the talent market and immigration, facilitating Diversity and Inclusion, latest legal issues affecting recruiters and some very handy tips on online sourcing. It was lovely to be able to socialise and catch up with old friends and welcome some new ones. We had two new members just join a few days before the conference. It was also a chance to reconnect with our sponsors and partners. The highlight for me was the NPA Spirit. Last year Simone Allan from Mondo Search who lives near Manly won the NPAworldwide’s Community Service Award for her work founding the Women’s Resilience Centre. We spontaneously decided to auction off prizes and sell clues at our Trivia night in support of this great cause. Thanks to the generosity of several sponsors and members, we raised $10,000 for the Women’s Resilience Centre in just a few hours. All due to the spirit of collaboration. Jason Elias CEO, Elias Recruitment
Elias Legal Jobs Index Report Q3 2022
The legal jobs market is continuing to be buoyant. Demand is outstripping supply in a candidate short market. The national unemployment rate is dropping below 4% and in legal is less than that. Candidates have the bargaining positions, and we are seeing increased demand for flexible work practices. The “work from home” genie cannot be put back in the bottle even as the world adjusts to fewer covid restrictions. Salaries are increasing in line with demand. Anecdotally we have seen rises of up to 30% for areas in demand. We have also noticed a rise in counter-offers as employers scramble to retain staff by matching offers. Some trends we have observed are: Biggest jump in roles was family, Increasing by up to 75% Double the number of personal Injury roles A 66% decline in insolvency roles The main levels of hiring was at the director/partner level reporting an increase of 66% whilst other roles at a lower seniority such as Junior Associates and managers dropped by 23%. It will be interesting to see if hiring amongst the graduate ranks continues to increase heading into Q4 as we are moving further away from the troublesome times of COVID 19 and after reporting a Q3 increase of 20%. JOBS INDEX Q3 2022 Area Banking & Finance Q2 FY22 55 Q3 FY22 43 % change -21% Corporate / M&A 66 59 -10% Employment 34 35 3% Family 8 14 75% In House 46 39 -15% Insurance / Reinsurance 43 45 4.6% Litigation / Dispute Resolution 39 49 25% Real Estate 52 39 -25% Regulatory 20 20 0% Personal Injury 16 24 50% Insolvency 9 3 -66% Tax 9 9 0% Technology 27 27 0% TOTAL 424 406 -4% Seniority Q2 FY22 Q3 FY22 % change Department / Div Head 5 4 -20% Director / Partner 3 5 66% Graduate / Entry 10 12 20% Junior Associate / Manager 13 10 -23% Mid Associate / Manager 270 276 2% Snr Associate / Manager 185 163 -11% Methodology: the Elias Legal Jobs Index is based from sample data extracted from Sydney and Melbourne law firm advertisements.
New Years’ Resolution
Like many, each new year I make a resolution to get fitter. This year I have actually kept to it (four weeks in) and have reduced my carb and sugar intake. I still need to increase the exercise though. Professionally – are you “hiring fit”? Hiring fitness is an important part of any company’s people strategy and success. Effective hiring process can single-handedly transform your firm by identifying top talent and ensuring they have what it takes to be successful in their roles. Here are 7 steps to increase your hiring success in attracting and recruiting talent. Start early. In a candidate short market it can take longer to find the right person. Don’t wait to see if you get lucky with a job ad first. Any money saved on a fee is insignificant compared to lost productivity, overworked staff and unhappy clients caused by delays. A perfect world would have a slate of candidates lined up to “compare and contrast” but that is much less likely happen in this market. Don’t make the mistake of losing your best candidate only because they were sent first. If you like them, get the process moving immediately. Good candidates do not last long in this market. You can stand out in a crowded market by identifying your employment value proposition and aligning it with the new hire experience. This will help you attract qualified candidates that are looking for something special, which means that talking about what makes them great should reflect this desire as well! The candidate journey is a critical aspect of the hiring process. The interview should be a mix of candidate evaluation (behavioural questions) and “selling” the opportunity. You are being interviewed as much, if not more than your potential new hire; don’t forget that this is just one part in their decision-making process. Candidates want to hear about culture, flexible hours and learning opportunities that allow them to grow into their next role – all from one company who values each individual for more than just an employee number or title. Your recruiter is a key component of your team. They are the person who helps bring new candidates into your view. They are your ambassador in the market. It’s important to partner together effectively from start to finish. The candidate experience is one of the most important things to consider when hiring. With a lengthy interview process, it can be hard for candidates and employers alike- so make sure you are conscious about how they feel during this time period by taking their needs into consideration. When interviewing, ensure that all steps are taken in order and combine them where possible. Make sure you have paperwork ready for when an offer is made. You never want to miss a “rockstar” and have to start the process again because your admin process was too slow. Keep in contact with candidates before they start and make sure you have everything ready for their onboarding. You want to create a good first impression when they start, Hiring new employees can be one of the most time-intensive parts of running a business. So, it’s important to do your best to hire well and quickly. The tips we’ve provided should help you improve the hiring process in 2022 by increasing your company’s fitness level when it comes to finding great talent. Reach out if you need further information. Jason Elias CEO Elias Recruitment
The Great Hesitation
“The Great Resignation” has received a lot of press. There is no doubt that this phenomenon has hit the US, in particular. According to PricewaterhouseCoopers US Pulse survey in August 2021, 65% of employees said they are looking for a new job and 88% of executives said their company is experiencing higher turnover than normal. While Australia’s economy is usually in lockstep with America’s – has the Great Resignation hit here and, in particular, has it hit the legal services market? Well according to the Australian Bureau of Statistics – up until February, Australia had the lowest annual job mobility rate on record. The most recent stats from October 2021, show professional services (including legal) dropped by 2.9 % that month. So it is clear that the Great Resignation has not hit us yet. We are still finding lawyers are reluctant to move jobs – so it may be the Great “Hesitation”. Over the last few weeks there has been more of a trickle but this may just be related to the Christmas Season. There are probably a number of factors including lag. Trends seen in the US may take a few months to manifest here. Also, the drivers for job change such as commutes and managers are less of an issue when working remotely or only part time in the office. Some research suggests up to 60% could be looking to change jobs before the end of April 2022. It is likely that once lawyers are back at their desks around Australia Day we may see an uptick in movement. The fact that candidates are getting decent pay rises to move, as well as some firms trying to revert back to pre-covid policies like full-time in the office that will lose out against more flexible workplaces, are just some reasons. In order to ascertain legal specific trends we ran a quick poll of over 200 Australian Lawyers asking: Will you be a part of the ‘Great Resignation’? 62% are planning to resign 38% are not planning to resign Of the 62% who are planning to resign: 32% will do so for more money or a promotion 12% will do so to seek work overseas 18% will do so for other reasons Of those planning to resign: 34% are currently employed in-house 26% are currently employed in a small law firm 18% are currently employed in a medium law firm 15% are currently employed in a large law firm 7% are currently employed in the public sector Of those who are happy in their current roles: 36% are currently employed in a small law firm 22% are currently employed in-house 18% are currently employed in a medium law firm 16% are currently employed in a large law firm 8% are currently employed in the public sector We are keeping close to those that are looking for new opportunities and finding the right match in terms of culture, values, location, remuneration and flexibility. Jason Elias , CEO Elias Recruitment
REFLECTIONS ON 2021
There is an old Chinese saying “Better to be a dog in times of tranquility than a human in times of chaos”. I am not sure if I subscribe to this as 2021 was indeed a year of chaos but at the same time, there were many positives. We started Elias Recruitment in May 2000 and have seen many economic cycles, up and down. Often when business confidence is up the transactional lawyers are going gangbusters and then when recessions hit the family lawyers, litigators and insolvency folks get busy. However in 2021 everyone was busy. Lawyers seemed to have more work than pre-covid despite the best efforts of a global pandemic and often kneejerk reactions from politicians sending us into extended lockdowns. The recruitment market has been the busiest we have seen it. Despite having expanded our team to 10, everyone is still flat chat. I attribute this in part to the lack of supply of decent experienced lawyers open to changing jobs and unprecedented demand for lawyers across firms, inhouse and government. At the same time, the quality and quantity of ad response from job boards like SEEK have dwindled and often risk-averse lawyers have been hesitant to change jobs in an unpredictable and volatile market. The Great Resignation often touted overseas is yet to be replicated here. I predict there may be more movement towards March 2022 depending on how the new Omicron strain plays out. In the meantime we have had great success with direct approaches to lawyers as well as using technology to map every lawyer in the state. Many candidates we work with are exclusively represented by Elias Recruitment. This means that we can partner effectively with them and make sure our clients have first access to the cream of the crop that cannot be found elsewhere. As we hurtle towards the end of the year, I wanted to thank all our clients and colleagues who have supported us this last year and beyond. We wish you and your colleagues all the best for the holiday season and a safe, rewarding and successful 2022. Jason Elias CEO Elias Recruitment
Where are all the lawyers?
Recently I marked 22 years in the legal recruitment industry and I must say that despite any prediction I had when the pandemic hit the market has gone from strength to strength in terms of demand of high-quality lawyers. I have never seen such a candidate short market previously. So where have all the candidates gone? I have a fear of theory that the following key factors are taking place in terms of the lack of supply of lawyers: Reluctance to move jobs. Lawyers can often be risk averse and it is not surprising that in times of volatility they are reluctant to be the last in for risk of being the first out with a new job. The closed borders has meant that there has been a reduction in the supply of overseas talent including from New Zealand and UK. This has meant that with the retirement and people moving out of the profession there is a fight amongst existing employers over a finite pool of candidates. There are less compelling reasons to move. Often you’ll find that lawyers seek to move jobs because of uncomfortable work environments or conflicts with managers. Given the extended lockdowns in states like New South Wales and Victoria, these potentially conflict scenarios have less opportunity to manifest with people working remotely. The difficult bosses are sometimes a lot easier to deal with remotely with less contact. Some lawyers will leave a job because of a long commute. However, with the work from home options currently under lockdown and potentially in the future, an occasional commute becomes less of an incentive to move jobs. Employers are also understanding the needs of their employees and doing more to keep them happy and are decreasing churn in the market. Jason Elias CEO